Cooperly is the Human Operating System for founder-led, AI-native companies: the layer that lets a team scale without turning management into bureaucracy. It turns the people context founders keep in their heads into a living operating layer for team leads, employees and AI.
No credit card required. Full access for 30 days.
Profiles, team conditions, weekly signals, hiring context and connection feed one operating layer. Together, they help the company remember how people work and show leaders what needs attention next.
Overview brings the other five parts together. It shows leaders what changed, why it matters and what needs attention next, so they can prepare the conversation and decide what to do.
Cooperly handles 80% of people management: noticing, remembering and preparation. Leaders keep the 20% that needs human judgement.
Replacing an employee can cost £30k+. Cooperly keeps working context, goals and team signals together, so a founder or manager can act before avoidable friction becomes a preventable resignation.
Cooperly automates the noticing, remembering and preparation around management, giving leaders 5+ hours back each week for the conversations and decisions that still need human judgement.
Turn connected context into a practical roadmap: what needs attention, why it matters and who should own the next step.
Cooperly connects profiles, Pulse and team health signals before it suggests a priority. Leaders see the evidence, prepare the conversation and decide what the team will do differently.
A growing team exposes the decisions, handoffs and working relationships that still depend on one person remembering how everything fits together.
A decision moves through the team, loses its context and returns for interpretation or approval. The founder stays the default source of truth even after ownership was delegated.
New leads can see the work, but they do not automatically inherit the people context behind it. They still return to the founder to frame feedback, resolve tension and judge when to act.
How they prefer to work
How to conduct 1-on-1s
How to conduct a performance review
How to set long-term and medium-term goals
10 more guide sections for each member
Each function carries a different version of the owner, the decision and what done means. Work bounces between people until someone reconstructs the missing agreement.
More work moves at once, but people still need context about ownership, dependencies and how to work together before speed becomes progress.
New hires, new teams and changing roles make earlier decisions easy to lose. People keep rediscovering how the company expects work to happen.
Your company should not forget how to work just because people, managers and AI agents change.
Keep a living memory of the context, signals and moments that matter. Cooperly remembers context for people, not against them.
Connect what the team is trying to achieve with the people and conditions behind the work, so signals stay grounded in the actual goal.
Give each lead the context relevant to their team and responsibility without flattening access or ownership.
Explore a fictional growing team whose handoffs keep returning to the founder, using the existing Cooperly workflow before you introduce it to your own team.
Return to earlier signals and roadmap priorities to see what changed, what still needs attention and what the team learned.
Turn profiles, Pulse and Fundamentals into a practical plan for what needs attention and who should own the next step.
Cooperly provides selected, permissioned, read-only people and team context. AI can help prepare work and conversations; the people involved still decide what changes.
Use selected Cooperly context in Linear Agent or another approved MCP client to draft a task with the right level of detail and working preferences in view.
Use selected team and working-style context to prepare first tasks, useful introductions and feedback without making a new hire reconstruct everything alone.
Bring relevant goals, working preferences and team signals into planning before a manager chooses an owner or confirms a deadline.
Use selected Cooperly context in an approved AI tool to draft the tone, level of detail and next step before a manager sends a message.
Bring relevant relationship and team context into a retro, planning session or difficult conversation while the leader keeps the judgement.
Use selected context to prepare shared work between product, design, sales, customer success and engineering without losing the people behind the dependency.
Leaders describe how Cooperly helps them see team conditions, focus their attention and strengthen the way people work together.
We stopped using our feedback forms because they were too slow and often out of date. With Cooperly.ai, we get a live view of how our team is really doing: how trust is holding up, how people are communicating, and where tension might be building. It's like checking the health of our culture in real time, so we can respond before things become a problem.
Cooperly.ai helped us change our approach to managing cross-functional teams. As an agency, we focus on helping each team member grow and perform at their best while feeling a true sense of belonging. Now we know what to focus on and what not to waste a minute of our time on.
We build tools for learning, but never had anything to help us learn about each other. Cooperly.ai made our product team stronger than ever.
Cooperly.ai helped us foster trust between partners and associates in a way that felt natural, not forced. We've seen real improvement in team cohesion and morale, even in the most intense case periods.
Start with one recurring problem in how the team works: a handoff that keeps returning, an unclear decision owner, or a conversation that keeps slipping.
Across four guided weeks, build the relevant context, try one practical change, and review the evidence together.
At the end of week 4, decide what should continue or stop.
Choose one recurring handoff, ownership, or coordination problem. Agree what you will try to change and how you will notice whether it helped, then set up the workspace and onboard the team with clear expectations.
Review the team's Coop Profiles around the chosen problem: what each person needs, where the handoff is losing clarity, and how feedback lands. Choose one practical adjustment to try first.
Run the first Team Fundamentals check across Trust, Conflict, Commitment, Accountability, and Results. Review what it adds to the original problem, then agree the next two or three moves.
Review the first Pulse signals against the change you chose in week one. Decide what improved, what still needs attention, and which conversation or weekly rhythm should continue. Then keep going or stop.
Choose the operating scope you need: one team with up to 10 people, or up to five teams and 50 people. Your price stays flat within the published limit of the plan.
We roll Cooperly.ai out with you, so your team gets it and doesn't roll their eyes.No commitment to a paid plan required.
Keep working profiles, weekly signals, and the next action together for one team at one flat price.
No credit card required. Full access for 30 days.
Keep people context and the review rhythm connected across several teams as the company grows.
No credit card required. Full access for 30 days.
If you need a broader rollout, more seats, or a setup that does not fit neatly into the standard plans, we are happy to shape a custom arrangement with you.
Overview brings the other five parts together. It shows leaders what changed, why it matters and what needs attention next, so they can prepare the conversation and decide what to do.