Autonome Departments with Claude · Flagship Pilot

6–8 weeks + 6 months supportDepartment-scale pilot

Run your department's operation through Claude.

Not a single workflow; the department's entire working rhythm.

A department's true performance is measured not by individual speed at the keyboard, but by the overall quality of work the team delivers by week's end. Autonome Departments builds the department's working routines, decision criteria, and institutional memory directly into Claude over a 6-8 week pilot. What you walk away with isn't just another assistant — it's a Project center embedded in the heart of the operation, running the workflow itself. Instead of burning hours on operational tracking, the manager focuses directly on decisions and outcomes.

Run your department's operation through Claude.

Why Autonome Departments?

Institutional memory stops being trusted to people and becomes part of the system.

Every manager running a department knows: the critical knowledge isn't in the documents — it's in their heads. "How do we handle a Type X application?", "What format does customer Y expect?", "Where is supplier Z weak?" — these depend on Mehmet's, Burcu's, or Burak's experience. When that person leaves or takes time off, a long learning cycle starts over from scratch. Autonome encodes the department's unwritten knowledge into a system. A new hire — or a newly added assistant — starts from this shared memory. Not a single productivity gain; a promise of capacity and resilience at department scale.

What does this service do?

The process runs in three sequential phases: the first two weeks map the real workflows, the next three build them on Claude, and the final three transfer the system to the department. The team is not a passive observer of the pilot; it is the system's co-builder.

The technical backbone is a department-specific Claude Project. The structure includes:

01
Skill libraryStructured markdown instruction sets that handle a specific workflow end-to-end.
02
Custom ConnectorsSecure MCP-based connections to email, ERP, file servers, and sector portals (e.g. TİTCK, SBM).
03
Memory layerDepartment terminology, decision rules, templates, and a processed view of past archives.

An employee opens Claude Desktop, switches to the relevant Project, and invokes the right Skill. This isn't a casual AI chat; it's an operations center that speaks the department's language, connects to its systems, and remembers its past decisions.

Three Sequential Phases

Mapping

Activities

Structured workshops and active working sessions.
Three layers of analysis: strategic map (manager and team leads), workday observation (specialists), and invisible work (support roles).
BSS runs the analysis live. One moderator drives the conversation while another draws the process map in real time. Real documents are reviewed instead of abstract narration; routine work and judgment moments are separated.
Workflow Journey Map: cost, frequency, error risk, and autonomy potential of recurring routines is visualized.
Operator Champion selection: a core team that works alongside BSS through the pilot and owns the system after handover.

Output

01Synthesis report and workshop notes
02Scored list of recurring workflows
03Priority workflows in pilot scope
04Assigned Operator Champion list
05Week-by-week build roadmap

Build

The pilot's production phase. The BSS team and Operator Champions work in sync on a defined cadence. The rest of the team continues their routine, joining for testing and feedback.

Activities

Department Project setup: custom instructions, reference files, and permission matrix configured on Claude.ai/Desktop.
Skill library development: each Skill is anchored to a real past case (file, report, or email). Markdown instructions are written, tested with real data, and refined through iteration.
Custom Connector integration: MCP connections to Outlook/Gmail, SharePoint/Drive, SAP/Salesforce/Logo, or sector portals (TİTCK, SBM, etc.). IT security approvals and permission management are handled with care.
Memory layer build: terminology dictionary (sector jargon and the department's preferred phrasing), decision rules catalog, approval chain map, and processing of past archive documentation into the system.
Technical training for Operator Champions: system updates, adding new rules, and managing Skill configurations.

Output

01Working department Project (Skill + Connector + Memory)
02Usage guides for each Skill (input/output bounds, intervention points)
03Written decision rules catalog
04Visual approval chain map
05Operator Champions capable of independent system management

Handover

Activities

Hands-on team training: interactive sessions where staff solves their own current real cases on the system, no passive presentations.
Manager dashboard training: tracking Skill usage frequency, capacity gains, and quality metrics.
Documentation package: single-page system architecture diagram, routine maintenance checklist, and regulatory-change action procedure.
Success metrics measurement: active Skill usage rate, percent of outputs requiring no human intervention, and role-based gains analysis.
Ownership transfer: responsibility for system updates and issue resolution moves to the internal team without BSS support.

Output

01Daily operational processes flowing through the Project
02Working routines of different roles integrated with Skill sets
03Comprehensive internal documentation
04Verified success report

Architecture Clarity

The system is not automation but a structured assistant. This distinction is essential:

SkillMarkdown procedures inside the Claude Project. Not autonomous; invoked by the operator.
IntegrationSkills share a common Memory and Connector outputs. Information passes from one Skill to another, but humans always start and oversee the chain.
TriggeringThe system is human-driven. Time-based notifications (e.g. monthly BDDK report reminders) are configured via an additional scheduler or the customer's existing automation infrastructure (n8n, Make, etc.).
Out of scopeThis architecture does not include long-running, fully autonomous Agent SDK structures. Such technologies are evaluated as a "v2" phase after the pilot.

This clarity sets realistic expectations and keeps the pilot's concrete promise intact.

Expected Outcome

What emerges in the department once the pilot is complete:

Time savingsTeam capacity is meaningfully freed up from recurring tasks.
CapacityOn critical workflows, the load the department can carry visibly increases.
QualityError rates fall under a structured discipline.
Manager focusThe manager moves their day from operational tracking to strategic decisions.
StandardizationPost-pilot, the system quickly becomes the department's default working mode.

Who is this for?

01
Department-scale teams(for smaller groups, Day with Expert or Micro Sprint is the better fit)
02
Sectors with high regulation/compliance loadpharma (TİTCK, ICH), insurance (BDDK, SEDDK, KVKK), manufacturing (IATF, ISO), legal, finance
03
Document- and decision-heavy processesreporting, file evaluation, application preparation, technical correspondence
04
Co-creator managerleaders open to AI who engage in the process directly (not remote approvers)
05
Measurable workflowsoperations with KPI tracking (volume, time, error rate)

Without this system?

The department's expertise stays anchored to people. When a key employee leaves or takes time off, long learning cycles and work losses become unavoidable. Regulatory changes turn into unmanageable load on the team; manual tracking in Excel raises the error risk. While competitors build their operational memory on Claude, the department's intellectual capital erodes day by day.

How it differs from Micro Sprint

Micro Sprint focuses on a single workflow in 3 days; Autonome covers the department as a whole. Five core differences:

01
ScopeMicro Sprint delivers a single Skill; Autonome builds a Skill library, integrated Connectors, and a shared Memory layer.
02
Memory processingScanning and teaching a wide set of past documents to the system requires weeks of careful work; it cannot fit into a daily format.
03
Multi-system integrationBringing different systems together in one center, including IT security and permission processes.
04
Capability transferOperator Champion development is made permanent through 6-8 weeks of real-case experience.
05
Support guaranteeWhen sector regulations change post-pilot, related Skills are quickly updated by BSS.

6-Month Support Line: In Practice

6 months of uninterrupted support starting from pilot end
Weekly check-ins early on, then routine sessions at regular intervals
Dedicated Slack/Teams channel with priority quick-response handling
Tune-up sessions when needed for new regulations or process adaptation
Quick adaptation commitment for TİTCK, BDDK, or customer format changes
Periodic performance reports covering usage efficiency and quality status
New Skill additions during the support window are within scope

Let's make your department's institutional knowledge part of the system.

Get in touch for a pilot Back to Transformation with Claude