How it works

You never hold the wrench. We build, train, place and manage.

Here’s exactly what happens when you add a digital employee to your org chart, step by step, and honest answers to the questions owners ask us most.

A relaxed small business owner leaning back at his desk, work under control
AI-generated image

A traditional hire vs. a digital hire.

You already know how hiring works. Here’s the difference.

Time until they’re doing the job
Traditional hire
Recruit
Weeks of training, on your dime
Working
Digital hire
Trained by us first
Working from the first day, with minimal ramp-up
Illustration, not to scale.
A traditional hire
Hire first. Train later.
You find the person, then train them yourself
Weeks or months of ramp-up, on your dime
When they leave, the knowledge leaves too
A digital hire from us
Trained before day one.
Trained on the role and on your systems before it starts
Useful from the first day, with minimal ramp-up
We keep managing it, so the know-how stays

Why not the other two options?

There are two common ways owners try to get help with AI today. Both leave you doing the work.

DIY courses
Learn to build it yourself.
Great if you have the time and the technical people. Most owners we talk to have neither.
Build-and-bail developers
Pay someone to build it and leave.
You end up holding something you can’t change or fix, and it still feels like software.
Our way
Hire digital staff. We manage them.
Changes and improvements are part of the service, not a new project.

Four steps. One of them is yours.

You take the first step. We handle the rest, and the big decisions still come to you along the way.

STEP 1 · YOUMapSTEP 2 · USBuild & trainSTEP 3 · USPlaceSTEP 4 · USManageWe keep improving it as your business changes
1

Map

We start with the Digital Org Chart Map: a 60-minute conversation with a person, then a map of where digital staff fit in your business and which role to hire first.

2

Build & train

We build your digital employee and train it on the job and on your systems before its first day. No weeks of ramp-up on your dime.

3

Place

It gets a box on your org chart, just like any hire: a written job description, a supervisor on your team and clear limits on what it can do.

For example, at a manufacturer:
Examples, not yet running for clients
Quote Follow-up
Digital employee
RFQ Intake
Digital employee
Customer Status Updates
Digital employee
4

Manage & maintain

We keep managing it. We check that it’s healthy, fix what breaks and improve it as your business changes. Changes are part of the service, not a new project.

Clear limits

They work on their own. A few things always wait for you.

Day to day, they just do the job, no babysitting. A short list of big decisions always comes to you first, and they only touch the systems in their job description.

Without a human’s express permission, they never:
Send email or messages to anyone outside your business
Publish or post anything in your name
Spend money or make a payment
Change who has access to your systems

Honest answers.

The questions owners ask us most.

Will it replace my people?+
It takes the work that keeps slipping, so your people can do the work only they can do. It sits on the org chart next to them, and a person on your team supervises it.
Is my data safe?+
A digital employee only touches the systems written into its job description, and nothing consequential (sending, publishing, paying, changing access) happens without a human’s express permission. We’re powered by Onsite Logic, a Kansas City Managed Services Provider and Cybersecurity company.
What if it makes a mistake?+
It will, sometimes, like any new hire. That’s why it has limits, a supervisor and daily health checks, and why we manage it. When something goes wrong, we fix it as part of the service.
I don’t have time to manage another thing.+
You don’t manage the technology; we do. Your part is the same as with any employee: tell it what good looks like and approve the things that matter.
What does it cost?+
The first step is the Digital Org Chart Map: $495, and the full amount is credited toward your first digital hire if you hire within 60 days. Digital employees are priced by role, and the map gives you a ballpark for your first one.
Isn’t this just ChatGPT?+
The AI is one ingredient. What you’re getting is a trained employee in a defined role, connected to your systems, with a supervisor, health checks and someone managing it every week.
The first step

The Digital Org Chart Map

A short form and a 60-minute conversation with a person. Within three business days you get:

Your org chart, with the boxes where digital staff fit
Your top three digital roles, ranked
A ballpark cost and timeline for your first hire
A draft job description for that first digital employee
$495
Credited in full toward your first digital hire within 60 days.
Interested? Let’s talk
We reply the same business day.

See it on us first.

We’re building our own sales and marketing department this way, in public. Meet the team and read how it’s going.