How Team Continue works

The interview follows a fixed structure, with questions tailored to the person's role. When an answer is vague — “Kruger is fine” — it asks a follow-up: “Is there anything you've promised Kruger that hasn't happened yet?”

1. Opening. Role, how long you're away, who covers for you.
2. Customers, projects and systems. One by one: status, next step, deadline, contact.
3. Promises and exceptions. What was agreed but not delivered, and every deal that isn't in writing.
4. Recurring work. What has to happen daily, weekly or monthly, and where it lives.
5. When things go wrong. The three most likely problems, what to do and who to call.
6. Unwritten rules. Who escalates to whom, and who needs a particular approach.
7. Do not change. Arrangements that must survive your absence.
8. Closing. “If you were your own replacement, what would you want to know?”

Every role forgets different things. The interview starts from a question library for the role, so a controller gets asked about bank mandates and an account manager about pricing deals.

The interview becomes a playbook with the same sections every time, so colleagues know where to look. The person reviews it, edits anything that's wrong and approves it before it's shared.

1. The first 48 hours. What's urgent the moment you leave.
2. Promised, not yet delivered.
3. Ongoing work, per customer or project.
4. Recurring tasks.
5. When things go wrong.
6. Do not change.
7. Who's who.
8. Gaps: questions the interview asked that didn't get a clear answer.

Colleagues ask in plain language and in their own language. Every answer shows where it came from. When something wasn't covered, Team Continue says so instead of guessing — and suggests who to ask, or saves the question for the return brief.

Every two weeks, a 10-minute check-in: “What changed? Anything new agreed or promised?” Each check-in updates the playbook, so when someone calls in sick, their manager opens a recent one with one click. The person can add a two-minute voice note from home if they want to — never required.

When someone comes back, they get a short brief: what colleagues asked, which answers were missing, and what's waiting for them. Questions nobody could answer automatically become questions in their next interview, so the playbook gets better each time.

A continuity overview shows who has a recent playbook, whose check-in is overdue and where knowledge sits with only one person. It's a view of risk, never of performance: interviews aren't scored, and managers see the playbook only after the person has approved it.