Digital transformation
New systems people actually open on Monday.
The failure mode is never the software. It is the twenty people who kept using the spreadsheet because the new system asked for four extra fields nobody could justify.
What’s included
Concrete deliverables, not capability statements. Anything not on this list is out of scope until we agree otherwise in writing.
- Process mapping of how work actually happens, including the undocumented workarounds
- System selection with a written comparison, or a build recommendation when nothing fits
- Migration of historical data, with a reconciliation report proving nothing was dropped
- Role-based training delivered to the people doing the work, not only to managers
- A parallel-run period where old and new are compared before the old one is retired
- Adoption measurement: weekly active users by role for ninety days after go-live
- A change log and internal comms plan so the rollout is not a surprise
Scope, and how we price it
Every engagement is scoped and quoted before any build starts. The Map phase produces a ranked list of what to do; the Plan phase turns the part you approve into a fixed scope, a fixed number, and named owners. You see the figure before you commit to the work it pays for.
We do not quote from a rate card, because the same service costs very different amounts depending on how much of your stack already works. What we will do on a first call is tell you the rough order of magnitude, so nobody spends a second call finding out we are the wrong size for each other.
You can stop after Map or after Plan. Both are complete deliverables, priced on their own, and useful even if the build goes to someone else.
How we do it
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Map
We shadow the work rather than reading the process document. The gap between the two is where every failed rollout lives, and it is usually large.
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Plan
Target process, system decision, migration approach, training plan, and the adoption metric we will be judged on. Sequenced so the highest-friction group goes second, not first.
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Build
Configure, migrate, and pilot with one team while the rest keep working as before. The pilot group’s complaints become the backlog for the wider rollout.
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Run
We track adoption weekly for ninety days and fix the friction that shows up in the numbers. Retiring the old system is a decision made on evidence, not on a launch date.
A recent example
Hospitality
+14%
direct booking share over two quarters
A 210-room Gulf Coast resort — Joined PMS stay history to the campaign platform, then rebuilt pre-arrival and winback on behaviour instead of send date.
Read the full studyWhat we need from you
- An executive sponsor who will say publicly that the old system is being retired
- Access to the people doing the work for shadowing, roughly two hours each
- A named owner per department for the rollout
- Realistic tolerance for a parallel-run period; skipping it is the most common cause of failure
Questions we get asked
Our last rollout failed. What is different?
We measure adoption as the deliverable rather than go-live. If people are not using it at ninety days, the project is not finished, and that is written into the scope.
Do you resell software?
No, and we take no vendor commissions. That is why the comparison document can recommend the cheaper option.
Can you work with the system we already bought?
Yes. Most of these engagements start with software that was purchased and never properly adopted. Often the fix is configuration and training rather than replacement.
How disruptive is the migration?
We plan for zero downtime on customer-facing systems and a defined window for internal ones. The parallel run means the old system stays available until the numbers say it is safe.
What if a department refuses to move?
That is a sponsorship problem and we will escalate it early rather than absorbing it. We can name the friction; only your executive can resolve it.
Digital transformation in your industry
Tell us what isn’t shipping.
Thirty minutes, no deck. Bring the thing that’s stuck and we’ll tell you how we’d approach it, whether or not you hire us.
Or email hello@fusionads.ai · Florida, US