Who we are
We built the meeting policy leaders can actually enforce.
Bram Tierie and Joris Knulst. Two decades between us running cross-functional teams, close enough to leadership to see the cost: decisions waiting on meetings nobody prepared for. Every leader we spoke to wanted to change that. None of them could make it stick.
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The problem leaders inherit
Unprepared meetings are a culture problem, not a time problem.
Every organisation says it values preparation. Then the calendar fills up, and the first fifteen minutes of every meeting go to catching everyone up.
Leaders try the usual fixes: a meeting-free day, a memo about agendas, a reminder to send something to read beforehand. It works for a few weeks. Then the habit slides back, because nothing holds it in place.
Culture is what happens when nobody is checking. So we built something that checks.
What we built
One policy that holds, across the whole company.
You decide which meetings qualify. Every one of them gets a brief: the owner sets it up with our framework, everyone invited reads it and shares their voice, and the owner processes every voice into the final brief.
No brief, no meeting. If the brief is not set up in time, VoiceHubs reschedules the meeting and tells everyone. Nobody has to chase anyone, and nobody has to be the one who says no.
The meetings that run start on what is still open. Over time, preparing is simply how your company meets.
Who founded VoiceHubs?
Co-founder · Operations
Bram Tierie
Long-time operations leader. Spent more Tuesday afternoons than he can count chasing context one DM at a time and orchestrating decisions across teams that couldn't all be in the same room. Built VoiceHubs because the job he was doing didn't need a calendar that full.
Co-founder · Product
Joris Knulst
Long-time product manager. Lived in cross-functional planning meetings for a decade. Joined Bram to give every team member a real voice without forcing them into another standing call.
What's next
Change it from the top.
Start with the meetings that matter most, roll the policy out to your leadership team first, and widen it as the habit grows. Or talk to us about rolling it out company-wide.