A top US nonprofit fintech ships 4x faster with Decided
One Alignment Scan showed the roadmap the team was actually running next to the one in the plan.
Extend your runway
Every sprint on the wrong plan is burn you don't get back. Decided checks in with every level weekly and shows you the plan your team actually runs.
"We thought we needed more headcount. Decided showed us that we had a coordination problem, not a capacity problem." How Decided helps:
CFO, 220 employees
Illustrative exampleFind out what's off-plan before your board does
"On track" is what you hear every week until the quarter closes. Nobody checks where the team's time actually went.
At 30 people, you were the alignment layer. At 100, you need one.
You used to hear everything first. Now you're not in the room, and the room says "fine." Decided talks to every level every week, so you hear it first again.
Check the plan before you add headcount
Every hire adds burn. Before the next hiring plan, see whether the team you have is running the same plan. If three teams are working from three takes on the same priority, another hire adds burn, not speed.
Stop paying for decisions that wait on you
Every decision waiting on you is a team on hold. Decided keeps cross-team decisions in one list, with owner and days waiting. You take the few only you can make, and the team keeps shipping.
Keep the team focused, not just busy
Clara, Decided's AI interviewer, has a short voice check-in with your leaders, managers and other key people every week. She asks the question their status update was written to avoid. Decided cross-checks the answers, so you see where focus actually went.
The alignment map shows, priority by priority, which teams are working from different versions of the plan. It doesn't care who sounded confident in the meeting, only who said what and whether it still matches.
The weekly leadership brief shows what changed, what's blocked, what needs a decision and who should follow up. It lands before the leadership meeting and is ranked by what it costs you to ignore.
At the next check-in Clara asks whether the decision got made and who owns the next step. The follow-up loop keeps it open until someone closes it, not until the meeting ends.
Case studies from $1B-valuation companies that run on Decided
A 200-person startup pauses its hiring plan and keeps $3M in the bank
The CEO was ready to hire for the launch. The first brief showed two teams working from two takes on the same priority and a decision nobody owned. Once that decision had an owner, the hiring plan went on hold.
Built for the startup that would rather know
- ✓Nothing new to maintain. No forms, no dashboard. One weekly leadership brief.
- ✓Blockers get a name. An owner and a date, not a fourth mention in the leadership meeting.
- ✓Decisions stay decided. Owner, date and the reason, so new hires inherit the plan instead of reopening it.
- ✓Recurring 1:1s, not surveys. Clara talks to one person at a time, under visibility rules agreed on before the first check-in.
- ✓Advisory by design. Decided shows the pattern. Your people make every call.
- ✓Start with one question. One group, one round of check-ins, one brief. Then you decide whether there's a second.
Raise the bar before you raise the round
Investors don't fund the roadmap. They fund the team's ability to ship it. Walk into the next round with a quarter that matched the plan, not a slide explaining why it didn't.
Questions startups ask on the first call
Are we too small for this?
If the founders still know what every team is doing this week, probably. Once you have several managers and teams that depend on each other, usually around 50 people, you're exactly who this is for.
How much of my managers' time does this take?
A 15-minute voice check-in per person per week. No forms, no dashboard to maintain. The leadership meeting gets shorter, not longer.
What do my people know going in?
Why the check-in happens, what gets captured, who can see each output, and how it will be used. All of it before the first check-in. Visibility rules are agreed on at rollout, not discovered later.
Can leadership read the transcripts?
No. Leadership sees patterns across the team and the context each person needs under the rules agreed on at rollout, not raw conversations.
Is this performance scoring in disguise?
No. Decided doesn't score or rank anyone and doesn't make employment decisions. It shows where the plan split across teams. People decide what happens next.
How fast can we start?
One call to pick the question and the participants. The first brief lands the next day.
Ship the plan you raised on
One call to pick the question and the people. The first brief lands the next day. Then you decide.