BoteamWe build it. Your team approves it. We keep it performing.
Four steps from the first conversation to a managed AI employee doing a defined job inside your business. You are never asked to become technical, and nothing is built before you agree to the role.
Scope the workload
A short review of the role and the actual work behind it, what is repeatable, what needs your judgement, what the employee will and will not do. We tell you honestly whether it is a fit.
You walk away with: A straight yes or no on whether there is a role worth building.
Define the role
We write the job description: the work, the defined capacity, the inputs and outputs, and the person who approves each significant output. You agree it before anything is built.
You walk away with: A written job description you can hold us to, with the capacity agreed up front.
We build, train and supervise it
We set up and calibrate the AI employee to your documents, tone and process, and connect only the systems it genuinely needs. Your manager approves the first outputs before it goes live. Then we supervise daily, watching outputs, catching drift, fixing issues before they reach your team.
You walk away with: A trained role producing real work, with your manager approving the first outputs.
We keep it performing
Monthly performance reports with clear KPIs, you see exactly what the AI employee carried, how accurately, and where it improved. Quarterly calibration and updates as your business changes. If quality slips, repairing it to the agreed standard is our job, not yours.
You walk away with: A role that stays at standard, and a report you can interrogate.
What the first six weeks actually look like.
Most owners want to know how much of their own time this costs, and when it stops being a project. Here is the honest sequence.
A short screen
About twenty minutes on what is eating the week. If there is no role worth building, we say so and that is the end of it.
Your time: 20 minutes
The job description
We write the role, the capacity and the approval points. You review it and change anything that does not match how the work really runs.
Your time: one review pass
Build and train
We build it against your documents, tone and process, and connect only the systems the role genuinely needs. Your manager approves the first outputs before it goes anywhere.
Your time: approvals only
It goes live
The role starts carrying real work under supervision. We watch the outputs daily and correct drift before it reaches your team.
Your time: approving output
Calibration
We tighten the parts your team flagged, adjust the capacity if the workload moved, and settle into the reporting rhythm.
Your time: one calibration session
Where our responsibility stops and yours begins.
A managed role is only honest if the line is drawn clearly. This is the line.
- The employee in role and performing to the agreed standard.
- The training, the connections and the upkeep.
- The reporting you can hold us to.
- Final approval on what goes out the door.
- The business decisions the role supports.
- The right to change the role as priorities move.
The honest list of things only you can give us.
This is not a hands-off purchase, and anyone who tells you it is has not done it. The good news is that the effort is front-loaded and small.
Samples of the real work
Past quotes, replies, documents and how you normally handle them. Real examples beat documentation every time, because they carry your tone as well as your rules.
A named manager
One person on your side who owns the role and approves what goes out. Roles without a named manager fade, because nobody feels responsible for the output.
Access to the systems it needs
Only the ones the role genuinely needs, no more. If a system access is not required for the work in the job description, we do not ask for it.
Twenty minutes to be honest
The first screen only works if it is honest about what actually consumes the week, including the parts that are hard to hand over.
If any of this is a poor fit for how your business runs, the right answer is not to proceed. We will tell you that at the screen.
What happens when the quality slips.
Every managed role drifts eventually, because your business changes underneath it. What matters is who notices, and who pays to fix it. It is us, and it is included.
We watch the output, not just the uptime
Daily checks on what the role actually produced, against the standard agreed in the job description. Drift is caught in comparisons of output, not in a status dashboard.
Repair is our cost, not an extra
Retraining, reconnecting or re-scoping a drifting role sits inside the managed agreement. You are not invoiced for us fixing something we are responsible for keeping right.
If it cannot be held at standard, we say so
Sometimes the honest answer is that a role should be narrowed, paused or retired. We would rather tell you that plainly than let it quietly degrade while the invoice keeps going.
Priced and sized on workload, not on hope.
Every engagement is priced against the work the role reliably carries and the capacity agreed in the job description, a defined volume you can plan around. It is not metered per task and it is not an open-ended promise. The right question is whether the role earns back more than it costs in handled workload, recovered capacity and work you never miss.