How it works — and how you know it's right.
What goes in, how ClearWork works out what's missing, what the human approval gate actually does, what comes out the other end, and how it stays true once the project moves on.
Three acts, running on a loop.
Not a one-off exercise you finish. A cycle that keeps running for as long as the process or the engagement does.
Source
Read everything that's already written down. Work out what's missing from it. Then go and ask the people who know — by interview link, on their own time.
Validate
Every finding arrives as a proposed change with its source attached. A person on your team accepts, edits or rejects it. Nothing enters the record on its own.
Create
Process maps, requirements, SOPs, user stories and summaries generate from the confirmed record — and flag themselves when a source behind them changes.
Start with what exists. Then go get what doesn't.
Most of a process is already documented somewhere. The part that matters usually isn't.
Everything you already have goes in first.
Documents, decks, SOPs, spreadsheets, existing process maps, policy manuals, meeting transcripts, recordings. ClearWork reads all of it and drafts a first baseline of the current state.
You're not starting from a blank canvas, and you're not paying anyone to retype what's already written.
It works out what's missing — and names it three ways.
ClearWork reads what it has against what the work actually needs, then separates the gaps rather than lumping them together as "issues":
Variations — the same process run differently by two teams or sites. Conflicts — two sources that disagree, both surfaced with their evidence. Unknowns — nobody has said yet, tracked as an open gap rather than filled with a plausible guess.
You review the plan and approve it before a single interview goes out.
Then it asks the people who know.
Interview links go out by email, by role and by gap. Each opens a private response page — no scheduling, no human interviewer waiting, no calendar tetris across shifts and time zones.
This extends live discovery rather than replacing it. Run your workshops. Async interviews reach the second-shift supervisor, the regional team, and the person who was on leave that week.
Voice or chat
A conversation that follows up on ambiguity and asks the second question — whichever the person prefers.
Structured questions
Targeted by role, process area and the specific gap being closed.
Screen walkthrough
A narrated day-in-the-life recording, so they show you the workflow instead of describing it.
Files and context
Screenshots, spreadsheets and notes that would normally disappear after a call.
Whether async interviews suit your organisation depends on its culture. Some teams use them constantly; others upload their own transcripts and never touch them. Both produce the same record — the interviews are a way to reach further, not a requirement.
