We work out where AI pays in your business, then build it.
field example · hr
Everyone owned one line of the checklist. Nobody owned the list. Week one went to waiting.
A few hires a year? A shared checklist does the job. If your HR platform already runs onboarding well, use it fully first.
Forms come back half finished. A background check waits on a missing date of birth.
IT hears about the start date on the start date. Training is booked after the person arrives.
In staffing, it's tax forms, the I-9 and a drug screen. In home health, it's orientation and a skills check. In an accounting practice, it's a seasonal preparer's software access. In manufacturing, it's safety training before the first shift.
It runs every onboarding step, across everyone who owns one.
Count last year's new starters. Estimate the days each spent waiting on setup. Multiply by their daily cost.
Add the HR hours spent chasing forms. That's what a slow first week costs.
Readiness · starting a week on Monday
The shape of the output, with names left out. A person acts on each line.
Your HR or staffing system, your e-signature tool, and the IT and facilities request inbox. It starts when an offer is accepted. We check each source with you during the first conversation.
HR approves every message to a new hire before it goes.
It never treats a background check result as a decision. It never changes pay or job details.
Your onboarding checklist for each role. Access to your HR system. One person who owns onboarding.
You become the employer new people recommend to their friends.
New hires do real work on day one, because everything was ready.
Yours won't look exactly like this. A first conversation is where we work out what it should look like.
A first conversation with one of our co-founders. Free, about an hour, and no access needed.
You'll hear back from a person, usually within one working day.