The onboarding interview

The onboarding interview is the first thing that happens after you sign in. It is a short structured conversation between you and your CEO, designed to capture just enough context for the team to produce useful work from day one. Nothing more. Three minutes, then the work begins.

Each question is a chip grid — a small set of tappable options that covers the common cases — plus a free-text fallback ("Other… type freely") for anything that doesn't fit. You don't type unless you want to.

Question 1 — What kind of business do you run?

Example chips: marketing consultant · fitness coach · small agency · e-commerce store · law practice · real-estate agent · accountant · restaurant · SaaS founder · creator / podcaster · other.

Why we ask. Your industry sets the defaults the specialists pick from — the voice of your copy, the templates your Designer starts from, the outreach playbooks your Head of Sales draws on. A fitness coach and a law firm need very different first landing pages. We want the team to be right on turn one.

Question 2 — How many people work with you?

Example chips: just me · 2–5 · 6–10 · 10+.

Why we ask. Two reasons. First, a tier check — solo operators get different recommendations than five-person agencies. Second, workflow complexity: a solo consultant's calendar-concierge doesn't need to handle shared inboxes; a ten-person team does. The CEO uses this to decide which Skills to recommend and in what order.

Question 3 — What do you spend the most time on that you wish you didn't?

Example chips: email · social media · writing content · lead research · scheduling · invoicing and ops · updating my website · other.

Why we ask. This one is the most load-bearing. Your answer is the single strongest signal about which Skills will pay off first. If you say "lead research," the CEO queues Lead Gen Bootstrap as the first recommended install. If you say "email," the CEO queues Inbox Management. You will still be offered the full catalog — this just decides what gets surfaced when.

Question 4 — What's the one thing that, if it just happened automatically, would change your life?

Free text. No chips. About thirty seconds.

Why we ask. This becomes the CEO's north-star outcome — the thing it references when deciding between competing options later. When the team is choosing whether to spend a week on SEO polish or on outreach setup, this answer is the tiebreaker. Write it like you would write it to a friend. "I want to wake up and have three discovery calls booked without doing any outreach myself" is a great answer. So is "I want my newsletter to go out without me writing it."

Question 5 — How hands-on do you want to be?

Chips: approve everything · approve the big stuff · only tell me about problems · run fully autonomous.

Why we ask. This sets your Approvals Inbox sensitivity. At approve everything, the team pings you before sending any email, deploying any page, or updating any CRM field. At run fully autonomous, the team only escalates on hard errors or high-risk decisions (spending money, sending to a VIP list). You can change this at any time, per Skill, in Settings.

What happens right after

As you finish the fifth question, a transition screen appears:

This takes about fifteen seconds. In the background, the CEO is:

• Writing your answers to Company Memory as structured fields.
• Generating a personalized 30-day plan from your answers.
• Picking the first Skills to recommend.
• Preparing the Boardroom view with your first task teed up.

Company Memory — the point of all this

Everything you say in the interview lands in a single structured document called Company Memory. It's yours. The CEO reads it at the start of every new session; the specialists get the relevant slice of it when they are delegated a task. This is why the team doesn't have to re-ask who you are every time you open the app.

You can view and edit Company Memory at any time: Settings → Company Memory. You can also export it (JSON or Markdown) or delete it. If you delete it, the CEO will re-run the interview the next time you open the Boardroom.

Changing an answer later

Three ways to change an answer:

• Just tell the CEO. "We're not really a law firm anymore — we pivoted to consulting." The CEO updates Company Memory and confirms.
• Edit Company Memory directly. Settings → Company Memory → edit the field.
• Reset onboarding. Settings → Reset onboarding. This re-runs the five questions from scratch.

When Company Memory changes, the CEO re-plans. Active tasks aren't interrupted mid-run, but the next delegation picks up the new context.

Frequently asked

How long does it take?

About three minutes. Five questions, chip-based with a free-text fallback.

What if I answer wrong?

Change it any time from Settings → Company Memory. The CEO updates the plan.

Can I skip a question?

No. Five questions is the minimum. Skipping one costs you quality later; three minutes is worth it.

Does memory persist?

Yes. Company Memory is durable across sessions, yours to export or delete.

Do specialists see my answers?

Yes — the CEO hands them the relevant slice so they know who they are working for.

Key takeaways

• Five questions, three minutes, no skipping.
• Your answers become Company Memory — yours, editable, durable.
• The fourth question is the north-star; be specific.
• Question five sets your Approvals Inbox sensitivity — changeable later.

What to do next

• Your 30-day plan — the reveal after the interview.
• Your first task — the landing-page walkthrough.
• Approval Inbox — glossary definition.
• What is a CEO agent? — the longer essay.