How we work
Integration isn't a buzzword. It's a structural decision about how work gets done.
Here's what happens at most organizations: one team identifies the problem. A different team designs the solution. A third team checks compliance. A fourth writes the communications. Each team does good work in isolation. But somewhere between the handoffs, intent gets lost, timelines stretch, and the end result is something nobody fully owns.
Tunlaw collapses those handoffs. Not by doing less — by organizing differently.
01
We start by understanding what's happening, not what the brief says is happening.
Briefs describe the intended state. We look at the real one. That means talking to the people doing the work, watching how systems get used in practice, reading the documents that exist and the ones that should. We're looking for the structural issue — the place where things break in a way that ripples outward.
This isn't a six-week discovery phase. It's built into how we start every engagement. The goal is clarity: what's broken, who's affected, and what does "fixed" look like from the perspective of the person on the other end?
02
The fix is designed with every constraint visible, including the ones that usually surface too late.
Compliance requirements. Accessibility standards. Content needs. Technical limitations. Organizational politics. These aren't separate workstreams, they're simultaneous inputs into the same design process. When the team designing the solution is the same team that understands the compliance landscape and the communication needs, you don't get surprises at the review stage.
This is the part most firms can't replicate by simply adding headcount. It's not about how many people you have. It's about whether those people are seeing the same picture at the same time.
03
Every deliverable explains itself, because eventually, we're not in the room.
We document the reasoning — why this approach, why these tradeoffs, why this structure — in language the receiving team can put to work immediately. Not a 200-page SOW addendum. Practical, decision-level context embedded in the work.
The test is simple: six months after the engagement ends, can your team make a confident decision about the work without calling us? If yes, we did our job. If no, we didn't finish.
This model works because the problems are the same everywhere.
It doesn't matter whether the mission is tax administration, national defense, environmental monitoring, or community health. The structural failures — fragmented teams, compliance as afterthought, deliverables that don't transfer — show up at every agency and every organization. The integration model solves the underlying structure, which means it adapts to whatever the mission puts in front of it.
The disciplines we integrate
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Strategy, communications & consulting
Campaign strategy and execution. Message development. Stakeholder engagement. Organizational design. Marketing and outreach. Graphic design and visual identity. Publication development. Event planning and logistics.
What this looks like: a nationwide awareness campaign, a stakeholder communications plan, a redesigned outreach strategy, a brand identity overhaul.
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Technology & digital services
Web design and development. Application development. SharePoint and collaboration platforms. UX/UI research and design. Cybersecurity and compliance. Systems integration. Process automation. Full-cycle project management.
What this looks like: a public-facing portal redesign, a SharePoint migration, a FISMA-compliant application build, a UX audit with remediation.
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Digital accessibility & compliance
Accessibility & compliance
Section 508 audits and remediation. WCAG 2.2 conformance testing. Assistive technology testing. Accessible document remediation. Plain language editing. User testing with diverse populations. Accessibility training.
What this looks like: a full 508 audit of a public website, accessible notice redesign, VPAT development, remediation of a 200-page PDF library.
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Your team keeps moving after people leave
Knowledge capture and documentation. Onboarding program design. Process documentation and SOPs. Cross-training programs. Succession planning frameworks. Collaboration tool implementation. Decision-context documentation.
What this looks like: your lead analyst retires — and the team that replaces them has everything they need to keep the program running on day one.