HR strategy and execution for the AI-enabled organization
Sean Glennon, an experienced Global HR Executive, in the room with your leaders and your team. We don't start with the solutions or the tech. We start with your business, where it is, and where you know it can get to.
Who Rewire Works With
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You just got handed AI, or you handed it to someone and nothing happened. A half-day with your leadership team that ends with a plan you own: which processes, which people, what order, what it should cost. Executive coaching for the leader who wants a thinking partner focused on adoption, acceleration, and setting their people up for long-term success.
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Every HR professional knows about the "seat at the table", and they've earned that seat time and time again. But there's a new table now, and nobody has decided who sits at it, let alone who the leaders are. HR already knows how to do this work: adoption, change management, org design, process ownership. A session or a strategy that puts HR in front of the AI conversation instead of behind it. HR needs to sit side by side with the CIO. When the solutions are tested and built, someone has to lead the organization through the change, and no one knows how to do that better than HR.
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The team knows where things get stuck, but removing barriers is always much easier said than done. So you get a plan. Tools to uncover the blockers. A roadmap to find the best places to start. A pilot that takes one team through one process end to end, so they can learn to really build and scale and drive real success.
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More than ever it is critical we prepare graduates to succeed in their career. With the introduction of AI, the landscape is changing rapidly and instead of teaching them how to keep up, early career experts need to be developing students’ skills to learn how to stay ahead. Critical thinking is more important than coding. Leadership and learning agility will be stronger predictors of success than test scores. Sean works with career centers, development programs, and the leaders that are focused on developing the next generation. With workshops, coaching, and lecture series, Sean partners to rewire how you make sure your students and early career professionals succeed in the era of AI.
The first meeting is not about AI
The most successful first meetings are where most of the time is spent not talking about AI. We're going to talk about the business, the work, and the team. Rushing to any solution will not help you succeed, no matter how much you try. Instead, we have to rewire how you think about what these AI tools can do. We ask a simple question: "If you could unlock the capacity of your people to do what they are best at, where would you do it?" And then to really explore not just what's possible, but what would make the biggest difference, we dig deeper. Which process does everyone hate? Where does work pile up because it relies on one person's click? What could your best people accomplish if they just had the time?
Most organizations aren't applying what they already know about effective change management because they think AI is different. Yes it's unique, but it doesn't mean the way a company manages change should be. The pendulum swings quickly, from cautious restrictions to mandated adoption. The strategies to accelerate adoption and enable the workforce need to be a mix of bold innovation with focus and discipline. Don't have your AI committee work through 1,000 use cases. You wouldn't buy Salesforce and have everyone just go figure it out.
The successful leaders start with understanding the problem before jumping to the solution. Brainstorm what you'd do if anything was possible, pick one process, iterate and build a great solution, pilot it where you will get real value, learn, and expand.
You know how to lead through change. Don't forget what made you successful before AI. The possibilities are new. The real reasons you’ll succeed aren't.
A Typical Engagement
Four steps, in the order a buyer would take them.
A half-day with your leaders. The plan after the AI committee ends. Who, what, in what order, and what it should cost you.
A pilot. Four to six weeks, one process, the people who do the work. They run it. Sean coaches and works directly with the people building the solution. You keep what gets built.
A program. One phase at a time, scoped from the pilot, tailored to what your organization needs.
Coaching. For the executive who wants Sean on call through the first year.
Builds happen inside an engagement, not instead of one. If a pilot needs a tool, Rewire builds it with the experts on your team. You always own the idea and keep the result, and the price is in the pilot's scope. Rewire does not sell custom software to organizations on its own. The room is the work; the tools are the proof.
What You Pay
Every engagement is quoted in writing after the first conversation, based on outcomes that meet your needs. Below is where Rewire's rates start.
Leadership half-day: starts at $5,000.
Full day or offsite: starts at $10,000.
Pilot, four to six weeks: starts at $25,000.
Executive coaching: $2,500 a month, three-month minimum.
Custom Programs and retainers: quoted in writing, fully tailored to you.
Fractional leaders and other partners work from a partner sheet. Rewire works to make sure you and your clients are successful adopting and implementing AI for the long-run.
Universities: a half-day with faculty and career coaches starts at $4,500. Student workshops are on the Teach page.
About Sean
Sean Glennon spent twenty years on the people side at some of the world's best companies, most recently as a Global HR VP of an insurance brokerage division. He has never written a line of code, but now runs a software company with no developers (yet). He builds organizations with AI because he's built organizations without it. The expertise is not limited to what's on the screen. It's how it is combined with real-life.
Across his career, most of his roles never existed before he was in the seat. He always focused on finding what new approaches and tools would work, but always combining them with the things that didn't need to change. It wasn't always perfect, but progress was always there. That is the shape of most AI work right now: the role is new, the answers aren't in the back of the book, and somebody has to go first.