Cobench places a senior operator beside your leadership and makes them genuinely fluent in AI-driven work — assessed against their real responsibilities, built on their real workload, measured by what changes in their week.
The licences are bought and the keynotes are watched. Yet the executive's calendar-week is unchanged — the same recurring work still arrives every Monday, handled the same way it was two years ago.
A course doesn't fix it. Cohorts end, decks get filed, and within two weeks a senior leader is back to copying answers out of a chat window. Information was never the constraint.
What moves a senior operator is having someone build the new way of working with them — on their actual responsibilities — and remain until it is simply how they work.
One question, one answer. Reactive and unrepeatable.
Repeatable projects, custom skills, scheduled tasks. The work begins to run itself.
Agent-assisted work across connected systems. One leader, the output of a team.
We walk the executive across that progression — on live work, never a sandbox.
We audit how the executive works today and identify the three-to-five highest-leverage recurring tasks in their actual week. From that, a tailored plan — and only the materials and outside resources worth their time.
We coach on their real work — research, writing, analysis, synthesis, automation, agents — and build the systems with them. Projects, custom skills, scheduled tasks, integrations, agents. They are left with working systems, not assignments. Available daily: in meetings, over Slack, on-site, and in writing.
Every result becomes a documented playbook. What works for one leader is reused across the team. Fluency moves from the top down, and each engagement sharpens the next.
A working daily routine that already replaces or improves at least three recurring tasks. The week is measurably different.
A genuine power user — running multi-step workflows, custom skills, and agent-assisted work without scaffolding for the basics.
Measured in behaviour, not deliverables. The metric is the calendar-week.
Embedded work does not scale like software. We take a small number of executives at a time.
one engagement · 30 days · one executive
Assessment, plan, and the embedded build of the first three power-user workflows. The clearest way to see what this does to a leader's week.
Begin with a Sprint →ongoing · one executive
A senior operator in the loop every week. Continuous building, daily access, documented playbooks — the path to a true power user within a quarter.
Arrange a conversation →leadership team · multi-executive
For firms extending fluency across the C-suite. A shared playbook library, office hours, and a top-down adoption programme built around the team.
Discuss your team →Cobench is led by Chris Morancie. The same person who writes the code and wires the integrations is the one sitting across from your managing partner, translating ambiguous business questions into clean systems. Enablement that is only coaching never ships; enablement that is only engineering never lands with a non-technical executive. Cobench is built to do both.
Claude · Projects · Skills · Code · Cowork · MCP · API
Research · writing · analysis · synthesis · automation · agents
Managing partners · founders · C-suite operators
We will show you, specifically, what their week looks like thirty days from now.