Our Story

The genesis of this whole solution can be traced back to a phone call I received on the 20th October 2016. It was from a colleague, informing me that a key member of my team, Fred Botica, had died suddenly. Fred was our organisation’s go-to-person, he knew everything about the operations. The knowledge that we lost when Fred died was probably irreplaceable. Yes, we had Sharepoint, we had manuals, instructions, we had all that – but what we didn’t have is his years of collective wisdom. It was the textbook example of key person risk, and catastrophic knowledge loss, and it took the organisation years to recover. And without something better in place than what we had at the time, there’s no reason why it couldn’t happen again – in just about any business.

The question that I continually ask myself is this – if we had Knowledge Orchestrator in place, would things have been different? With the minimum viable product, I would say, probably yes. Things would have been different. Fred would have been the kind of person who fully embraced this idea. And he would have enjoyed sharing his knowledge with his colleagues.


We believe that knowledge management is a cultural problem, not just a software problem. So simply implementing a software platform can not not mitigate the risk of catastrophic knowledge loss nor help organizations improve efficiency and productivity.

Our understanding of the knowledge problem goes beyond technology. Drawing on the collective experience of experienced.

Openness and Trust: A culture that encourages openness, trust, and collaboration is essential for knowledge sharing. If employees feel hesitant to share their insights, experiences, or ideas due to a fear of criticism or lack of recognition, knowledge management efforts can be severely hampered.

Learning and Innovation: An organizational culture that values continuous learning and innovation promotes the creation and application of new knowledge. This stimulates progress and keeps the organization competitive.

Communication: A culture that facilitates effective and frequent communication encourages the flow of knowledge across different levels and departments in the organization.

Recognition and Reward: An organization that recognizes and rewards knowledge sharing encourages such behavior among employees, which enhances knowledge management.

Change Management: Knowledge management often involves changes in processes, roles, and technology. A culture that is adaptive to change can better support these transitions.


Our customers come in all shapes and sizes, but are united in a common goal to foster a knowledge culture.


For the first time in human history, technology can now generate knowledge.

Up until now, technology has turned data into information, and humans have turned information into knowledge. With the emergence of artificial intelligence tools, such as ChatGPT, humanity has.

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