A digital twin of your organization's incentives — tailored to every employee on your leadership team.
Apply every meaningful decision to an Incentives LLM trained on how your people actually think, write, and use AI. The twin learns each employee through their certification work, then becomes how your team conditions, filters, anchors, and performs their best selves — together.
Most companies deploy AI to individuals. We deploy a twin to the organization.
Generic copilots optimize one prompt at a time. They don't know that your CFO anchors on loss aversion, that your CRO frames every quarter as a status game, that your Head of Product defaults to first-principles when stressed and consensus when calm. The decision that ships is shaped by all of them — and so are its second-order effects.
A digital twin is a private Incentives LLM tuned to your org: every employee profile, every comp plan, every operating rhythm, every stated mission. It reinvents how decisions get pressure-tested — tailored to each of your people, not a generic playbook.
Five steps from leadership team to live twin.
- 01
Profile each employee
We ingest how each person actually uses AI, writes, frames problems, and makes calls. We classify their dominant mental models, default incentives, and the frameworks they reach for under pressure.
- 02
Certify the language
Each leader works through the Incentives Lab certification. Their classifications — biases, fallacies, perverse loops, mental models — become the shared vocabulary the twin uses to reason about them.
- 03
Mint the twin
We stand up an Incentives LLM tuned to your org: every employee profile, every comp plan, every operating rhythm, every stated mission. Private to you. Versioned. Auditable.
- 04
Run decisions through it
Before a decision ships — a hire, a re-org, a comp change, a launch, a board narrative — it runs through the twin. The twin returns who will be incentivized to do what, where the perverse loops sit, and which framing each leader will hear it through.
- 05
Condition, filter, anchor
Over time the twin becomes how your leaders condition their thinking, filter their inputs, anchor their language, and perform their best selves — without flattening any of them into the same person.
Six layers per leader. One coherent organizational model.
- Frameworks
- Each leader's preferred operating frameworks, mapped and weighted.
- Mental models
- Dominant lenses (first-principles, second-order, systems, narrative) per person.
- Incentives
- What each person is actually rewarded for — explicit and implicit.
- Biases & fallacies
- Predictable failure modes for each leader, surfaced before they fire.
- Writing & AI usage
- How each person communicates and how they use AI to think.
- Org graph
- Reporting lines, decision rights, handoffs, and the perverse loops between them.
The twin pays for itself the first time it catches a perverse loop before launch.
Decisions get pre-mortemed by the org that has to live with them
Every material decision is simulated against the actual incentive surface of your team — not a generic playbook.
Leadership friction becomes legible
When two leaders disagree, the twin can show which mental model and which incentive each is defending. Arguments shorten. Trust compounds.
Onboarding new executives takes weeks, not quarters
A new SVP inherits the twin's read on the team — who responds to what, where the landmines are, which frameworks land and which don't.
Comp, culture, and strategy stop contradicting each other
The twin red-teams every comp change and strategic narrative against the others. You catch the perverse loop before the quarter, not after.
Your best operators get cloned, not lost
When a top performer leaves, their frameworks and decision patterns stay in the twin — available as a thinking partner for whoever takes the seat.
AI usage finally compounds
Instead of every employee prompting from scratch, the twin anchors AI use to your shared mental models, language, and incentive map.
Deployed inside a sprint. Lived through a retainer.
Digital Twin Sprint
We profile your top 10 leaders, run them through certification work, and stand up the first version of your organizational twin. You leave with a working LLM, a leadership-team briefing, and a backlog of decisions to run through it.
Open sprints →Twin Retainer
We keep the twin current as your org evolves. Quarterly recalibration, monthly working sessions with your leadership team, and on-call Lab access for the decisions that matter. Only 10 retainer clients in 2026.
Inquire about a retainer →Reinvent how your leadership team decides — tailored to each of them.
A 30-minute scoping call is enough to know whether a Digital Twin fits your org this year.