Operational clarity and cross-department execution
Nova builds the processes cross-functional work needs to land. Not written in a document nobody opens — running, with owners on each step and approvals where you want them. You see every decision, and you're only in the ones that need you.
Free plan available · No credit card · Built with 200+ companies over 8 years
Here are some ideas
Meet Nova AI,
your Head of Internal Operations.
Nova AI sets the process for work that crosses departments — the steps, who leads each one, who has to weigh in, and when.
Then it creates the space where those teams actually work: the strategy discussion, the feedback round, the approval, the plan — each one with the best practices for getting it right.
This is what you get:
Visibility on decisions — and on who gets to make them
You see what was decided, by whom and when. Decision rights are set upfront, so nobody waits and nobody oversteps.
Execution and decisions move 2x faster — up to 10x
Clear processes, structured collaboration and fewer meetings compound. Most teams roughly double their pace; some departments go far beyond within six months.
Fewer meetings
Everything that can be async, is — 20–60% fewer meetings. People join to decide or to do the work, not to hear a status update.
You're where you need to be, and nowhere else
Approval gates sit where the risk is: spend, pricing, hiring, anything client-facing. It reaches you with the full context. The rest moves without you.
Cross-department initiatives land on time
Every part of the process has an owner everyone can see, and Nova AI keeps the handoffs between departments and stakeholders moving.
The team moves on its own — and so does AI
People can see what they own and what comes next, so they start without asking. AI holds its own steps and hands its part to whoever is next.
You scale without the drag that usually comes with it
New hires get confident in half the time without eating your senior people's weeks. Each one adds output instead of adding coordination.
Quality and margins hold as you grow
The tenth person runs it the way your best person did. More volume stops meaning more coordinators — that's revenue growing and margin growing with it.
Pick a department.
Watch it execute together.
| Process | Department | Cadence | Collaboration | |
|---|---|---|---|---|
| Product Roadmap | Product | Annual | JEAMCross-functional | View process |
| OKRs & Management | Product | On hook | JAMCross-functional | View process |
| Team Management (1:1s & reviews) | HR · Management | On hook | JEAMCross-functional | View process |
| Sales Sprint | Sales | Quarterly | DSAssignees | View process |
| Client Onboarding → Handoff | Sales · Account Mgmt | On hook | DSAssignees | View process |
| Team Onboarding | HR · Management | On hook | DSAssignees | View process |
| Strategy Clarity | Management | Annual | CRManagement | View process |
What changes when execution stops depending on you.
Processes that guide the work — not documents nobody opens.
Describe the outcome and Nova lays out the path: who does what, by when, and what done looks like. Change it and the change is live next time it runs — not sitting in a doc someone forgot to update.
Every piece of work has one name on it.
Sessions, decisions, deliverables, approvals — each carries a lead and a next step. "I thought your team had that" stops happening in week eleven.
Half your calendar is people waiting for an answer.
Teams running async in Nova cut meetings by 20–60%. People read the context, add input and sign off in their own time. The meetings that survive are the ones that needed a conversation.
The handoff between departments has a name and a date.
When sales needs product's sign-off or ops needs finance's number, it's a named step with a date — not a thread nobody owns. Nova sets how the process runs across teams and sends the approvals, feedback and decision requests straight to the people who owe them.
You are in the decisions that need you. Not the rest.
Put approval gates where the risk actually sits. Everything else moves without you. Every call is logged with its context and its owner, so it doesn't get reopened by someone who wasn't in the room.
A new hire doesn't cost you three people's month.
Day one, they open the same process everyone else works in and learn by doing it. That's what makes the twentieth hire as productive as the fifth, instead of a tax on your senior people.
AI that works like a team member, not a chatbot.
AI gets a seat in the process, like a colleague: its own steps, its own scope, and a moment it is expected to act. It drafts, researches and adds to the board while the work is happening — and a named person reviews and signs off, so everyone knows what AI produced and who owns the final version.
The rituals that keep a company sharp run on their own.
OKR check-ins, quarterly planning, 1:1s, team pulses, business reviews — set them once and they run on schedule, tied to the work that moves the numbers. Discipline stops depending on who remembers.
The same team.
A different quarter.
When the process carries the coordination your leadership team does by hand, the ordinary week looks different.
“I'm working part-time and we opened a new office.”
What happens when leadership stops being the glue.
"We went from being stuck — with me having to be everywhere and overworking — to I'm working part-time and we opened a new office. What Nova gave me is time back to think, to grow, to achieve."
"It made my team proactive. They could start a project, move to next steps, and not wait for me. We also use it to gather feedback from clients async — it's helped us move things faster and given the team confidence to take ownership and initiative."
Start with a process you already run — and run it properly.
Ready to use. Open one, assign the people it needs, run it this week — no setup project, no rollout plan.
Product Roadmap
Bring product, sales and delivery into the same roadmap — with stages, owners and the decision points where leadership signs off.
Open this processQuarterly Rocks
Turns a quarter’s ambition into 3–6 priorities, each with a measurable target and one owner — then the who-what-when list and meeting rhythm that keep them on track.
Open this processStrategy Clarity
Turn the strategy in your head into something the whole company can act on: what you are betting on, what you are not, and what changes on Monday.
Open this processOKRs & Management
Set objectives with owners, connect them to the work that moves them, and run the check-ins on a cadence that doesn't depend on anyone remembering.
Open this processTeam Onboarding
Get new hires to full output without borrowing your senior people's weeks — including their 30, 60 and 90-day plan, with progress you can see.
Open this processSales Sprint
Run the pipeline as a process: the questions to ask each client, what happens after each call, and where the deal actually stands.
Open this processClient Onboarding → Handoff
The stretch where margin leaks. Kickoff, internal work, client touchpoints, approvals and the handoff to delivery — all in one process.
Open this processTeam Management
1:1s and performance reviews that happen on schedule across every department — so managers manage without you reminding them.
Open this processQuestions leaders ask us
What’s Nova?
Nova is where the work between teams actually happens — the system that holds a company’s processes, rituals and habits, drafted by AI in seconds and shaped by the team as they go.
The process holds everyone the work touches — team, clients, partners — and AI coworkers assigned to real roles inside it. Leadership sees every decision, and who gets to make it is set upfront.
How do AI coworkers work in Nova?
Every other tool gives AI to a person. Nova gives AI a seat in the process — the same kind of seat a colleague has.
It gets assigned, like anyone else. When a process is built, AI is given steps the way a person is: a role, a scope, the moment it is expected to act, and what it owes when it does. Its turn arrives because the process says it is its turn — not because somebody remembered to open a tab and prompt it.
The process is the rail. The process already describes how your team works: the standards, the context, what “done” means here. So AI has something to run on, and nobody re-explains the company to it every morning. That’s the difference between an assistant guessing from a prompt and a coworker that knows how you operate.
It collaborates in real time. AI works in the same space as everyone else, while the work is happening: adds ideas to the board, runs the research nobody had time for, drafts the deliverable, captures what a discussion concluded, pulls the missing input from the right person. Visible to the team, in the moment.
Its work belongs to it. A document produced by AI shows up as produced by AI. Nobody wonders where something came from, and nobody quietly passes AI output off as their own.
A named human owns the final version. The process says who reviews AI’s work and who signs it off. That person’s version is the one that counts, and the chain stays on the record.
Is Nova right for my company?
Nova is built for companies of 20 to 500+ people where work across departments — or with clients — is complex, needs real collaboration, and needs visibility on decisions. If more than two of these are true, Nova probably isn’t for you — but if you have questions, get in touch:
If that's you today, bookmark us. When coordination between teams becomes the thing slowing growth down, that's when we should talk.
What's the best way to start?
Every company picks a different entry point. Some start by moving meetings async. Some set up one department. Some go company-wide to break the silos.
We usually recommend defining your company engine first: the recurring processes each department runs, and what success looks like for each. Nova AI turns those into live processes in seconds.
Open the company engine template
You also get an account manager. Our team defines the operational engine with you and sets it up alongside your team.
Our overhead is growing faster than revenue. Does Nova help with that?
We hear this constantly: "We doubled headcount and delivery got slower. We're throwing bodies at broken processes instead of fixing how we operate."
Almost always the same cause. More people means more collaboration and more context lost, so you add check-ins and follow-ups to compensate — and a new hire's output still never matches what you expected.
With Nova they reach autonomy faster: they know what's expected, who approves, who they work with and when. And because Nova sets the process around cross-functional work, handoffs happen without hundreds of meetings.
We set clear quarterly goals, but cross-functional alignment dissolves within 30 days. How does Nova help?
Nova is where you run the discussion that sets the goals — objectives, quarterly rocks, priorities — then the cadence that tracks them and the rituals each department needs to stay on them.
That's the part most companies skip. Goals don't dissolve because nobody cared — they dissolve because nothing in the week reinforces them.
If your team wants help during implementation, our team supports you through it.
Are Nova processes like a document or a Notion page?
No. Nova has no documents and doesn't help you document processes.
A Nova process is a living space where the team decides and produces something. Thinking through a strategy? Nova sets up the whiteboard and the best practices for working through it, then the steps that come next so ideas don't stall: feedback, approval, risk check, action plan. Each step shows who leads and who collaborates.
How do we increase operational capacity without hiring?
Give the team back the hours spent coordinating, meeting to stay aligned, and redoing work that was misunderstood the first time.
Then hand part of the work to AI. In Nova, AI holds its own steps inside the process — so capacity grows without headcount growing with it.
Most teams see execution roughly double, and we've seen departments move several times faster within six months. How far you get depends on implementation and culture — our team sets it up with you.
Can I get help with implementation and training?
Yes. We have several plans. We integrate fast, work at your level, and deliver outcomes that hold up as you scale — whether you need onboarding support, hands-on implementation, or ongoing coaching.
What’s the pricing? Do you have packages or enterprise pricing?
Pricing is at app.novatools.org/pricing. We also have enterprise packages, plus packages that bundle training, support and the platform — some of those are at novatools.org/our-services.
Worth talking to us first: we adapt the package and the support to how complex your setup is. From fractured systems to siloed teams, we find what isn’t working, build the operational structure that scales, and lead the execution. We don’t just advise — we implement.
Are there any resources you recommend?
Start with the Operating Process — a complete operating system for a leadership team. Not a framework to study, but running processes that replace the informal, personality-dependent way most companies hold themselves together. It answers the question most leadership teams can't answer cleanly: how does this company actually run?
And three pieces from our blog worth your time:
Every quarter you wait, the same handoffs get missed, the same decisions get re-made, and the coordination cost goes up with headcount.
Start with one process.
Set it up yourself on the free plan, or bring in a coach who maps Nova to how your company actually runs, department by department, and stays until it sticks.
Free plan available · No credit card · Implementation support available
Make the changes our CTO requested and move forward — no need to wait on me. Loop in marketing for the plan.