Built for the moments that cost the most
Enterprise knowledge problems are not abstract. They show up in project delays, failed rotations, and institutional memory walking out the door. Asterminds addresses each of them directly.
Kick off projects without re-learning what your company already knows
Every large project at a major enterprise begins with the same hidden tax: project leads spend their first two to three weeks making calls, sending emails, and attending meetings just to map who has relevant experience.
Asterminds replaces that discovery phase with a single search. Type the problem domain. The platform returns a ranked list of colleagues who have worked on similar challenges, with context about what they contributed and where.
- Expert search reduced from weeks to hours in early-access pilots
- New project teams start with a pre-mapped expertise landscape
- Cross-site and cross-department experts surface automatically
Run talent rotation programs on real expertise, not org-chart proximity
Most rotation decisions in large enterprises are made by managers nominating colleagues they already know. This systematically advantages employees in visible roles and at headquarter locations.
Asterminds gives HR teams a data-driven alternative: search by required capability, not by who a department head happens to remember. Candidates at remote sites or quiet functions surface equally.
- Rotation candidates drawn from the full workforce, not just visible roles
- Match ranked by demonstrated contribution history, not self-reported skills
- HR business partners no longer depend on manager referrals alone
See where critical knowledge is concentrated before it walks out the door
In organizations with significant numbers of long-tenured employees approaching retirement, knowledge concentration is a real operational risk. A single domain expert who leaves can take years of informal context with them.
The Asterminds knowledge graph shows which expertise nodes have low redundancy: cases where only one or two people carry a given domain. HR leaders can build succession plans around real gaps, not job titles.
- Identify high-risk low-redundancy expertise nodes in the org
- Map which knowledge areas have no adequate successor currently
- Target knowledge-transfer programs at the right people before departure
New hires connect to the right colleagues in their first week, not their third month
In large enterprises, a new hire's first three months are often spent in a slow-burn social mapping process: who knows what? Who should I speak to? Which prior projects are relevant to my work?
Asterminds shortens this ramp by generating a role-specific connection map for each new hire: who to meet, what domains to understand, and which prior work is directly relevant. Generated automatically from the knowledge graph, not from a manager's memory.
- New hires receive a curated contact map relevant to their function
- Reduces dependence on manager bandwidth during onboarding
- Particularly effective for lateral transfers and cross-site moves
See which use case fits your organization first
Our early-access pilots are scoped to a single business unit and use case. We work with your team to identify where the knowledge graph delivers the clearest value in your first 90 days.