Here is the whole path, from today to out of every loop, in the order you will want to know it. The first three steps cost nothing and end with a document you keep either way.

What happens first?

A thirty-minute conversation with me. No preparation, no homework, nothing to bring. We talk about your business and what you want from it: your week back, growth without hiring, a business you can leave for a month, a business you can sell. I will ask what you have already tried and paid for to get out of the day-to-day, because most owners have a story there, and it usually tells us where this one should start.

That is the whole first step. By the end of it you'll know whether your business is a fit, and how soon it could be running without you in every loop. The only decision left is when to start.

What do I get before I decide anything?

A written job description for your AI Employee, and a look at how one works before you pay for anything.

It starts with a second conversation, sixty to ninety minutes, and this one has a little homework: a list of the work you do by hand every week. I will ask you to walk me through what happens between "the work is done" and "the money is in the bank." Which parts you dread. Who requires a formal submission or an approval. Who else does this work when you don't. Where the checkpoints are, and what the known-correct answer looks like at each one. You leave with a short list of candidate duties.

Then, with your permission, we give our AI read-only, time-boxed access to your calendar, your inbox, and the system that holds the recurring work, whether that is your accounting system, your CRM, or the tool your team lives in. It reads a quarter's worth and does the discovery a consultant would take weeks to do by interview: it finds the recurring loops, who they involve, what triggers them, and where you are the bottleneck. Then it drafts the job description. I review it, and within ten business days you have it in writing: the first five duties, what triggers each one, what done looks like, the systems the employee needs, who it reports to, and the fee.

No obligation. The document is yours whether or not we go further. And you have now watched an AI Employee do real work on your real business, which is a better basis for a decision than any proposal.

What do I have to do?

Three things. Name the person the employee reports to, which is usually you. Grant it access to the systems its duties run in. And show up for the first ninety days, because an employee needs a manager while it learns the job. For the first few weeks it drafts and you do the work. Then it does the work and you approve. Then it runs, and you read a five-minute report.

That is the commitment. It is the only part we cannot do for you.

How long does it take?

Onboarding runs eight to ten weeks. The first duty runs within thirty days. By day ninety the agreed duties run unattended, and you are reading reports instead of doing the work.

What does it cost?

The books tell you to work on the business instead of in it. Until now that meant hiring someone to do the work you are doing, and for a business this size the economics rarely worked. Count what a good operations hire really costs: salary, benefits, turnover, and the hours you spend managing them.

An AI Employee costs a fraction of that. It runs each duty with the same care you put into writing it down. It does the work the same way every time. And it takes on more duties, and more volume, without another hire.

The fee is in the job description, agreed before anything starts. No surprises, no hourly meter. Onboarding is a fixed fee. After that, the employee is managed on a monthly retainer.

What if it doesn't work?

What happens after that?

The employee gets a manager, and that is us. Every week you get a run report: what ran, what it found, what it did, and what needs a human. We make corrections, keep the employee current as the AI models and your applications change, and review its performance against the job description every quarter, the way you would with anyone on your team.

Every month of run reports is another month of track record, and track record is what makes this an asset rather than a project. A year of it is worth more than six months. Two years is worth more than one. When you want the employee to take on more, it can, and it takes on more volume without any change at all.

Whose is it?

The playbook is yours. The records are yours. The employee works for you, and we keep it trained. It runs on your accounts, in your systems, from a playbook written in plain English that you keep. If we ever part ways, you keep the playbook and every run report, and you can hire anyone to run it.

Why now?

We take two onboardings a month. That is real capacity for two people who are also running their own business this way, and we would rather say it plainly than pretend otherwise.

If you are curious what the employee actually is and what it needs from you, How It Works explains it in plain English.

Ready for the first half hour?

Thirty minutes, no preparation. We'll talk about your business and what you want from it. By the end you'll know whether it's a fit, and how soon your business could be running without you in every loop.