Interim AI workers, hired from a Role Card

Hire an AI worker team the way you hire interim staff.

Fixed term, managed weekly, measured against a baseline, gone when the job is done. Proposed on one page, read like a candidate, accountable every Monday.

Score your readiness See the Grab Method

What a good term looks like.

Every engagement ends its months with a savings report, and every figure on it traces to an event we logged and a price you signed. Three columns, no adjectives.

Banked

Cash effects you can point at: the debtor days that fell, the fee that was not paid out, the write-off that did not happen.

Released

Hours handed back to the people you already pay: the partner who stops chasing, the adviser who stops admin, the fee-earner who fee-earns.

Avoided

The costs that never arrived: the missed statutory date, the lapsed renewal, the hire you did not have to make to clear the backlog.

How we count savings, in full →

The Grab Method.

A grab is a point in your business where work is picked up, waits, or changes hands. Every process has a handful. They are where the time goes, and they are where we place workers.

Find the grabs

We map one process: where work is picked up, where it waits, where it changes hands, and what each wait costs. Measured from your own records, not recalled in a workshop.

Read the card

We propose the hire on one page, the Role Card: what it knows, what it can do, how it behaves, what it may touch, how far it can go before it must ask, and what it needs from you.

Manage the term

A fixed term under real management: the Monday Report, the approval queue you control, reviews at 30, 60 and 90 days, and an attested handover. You keep everything.

The method in full →

You hire from a card, not a promise.

Every GRABS worker is proposed on one page. Six parts, in the language of a job spec, including the two most descriptions leave out: exactly what it is permitted to touch, and exactly what it needs from you. Nothing starts until you have read it.

This one is the flagship. The first number we chase is debtor days. It is the number every owner already tracks, and the chase is the work nobody wants.

Read the role cards

Role Card

SMEs

Credit Controller

Authority A1 to A2 within caps

Runs your sales ledger to ground: reminders, statements and a polite escalation ladder until the cash is in.

Knowledge

What it knows. Yours, from the vault, not a model's general recollection.

Your payment terms, and each customer's paying history
The difference between a slow payer and a genuine dispute
When a written chase should become a phone call

Skills

What it can do, written as tasks a manager would recognise.

Drafts firm, on-brand reminders and statements
Sequences an escalation ladder that stays professional
Reconciles what has been paid against what is owed
Separates disputes from delays and routes them to a person

Behaviours

How it conducts itself when the work is ambiguous.

Persistent without ever being rude
Never lets an invoice age in silence
Escalates the judgement calls rather than guessing

Tools

What it is permitted to use, and nothing beyond that.

Your sales ledger, read only
Email, through its own address and your approval queue
Your reminder and statement templates

Authority

How far it can go before it must ask. Enforced in code, not by instruction.

A1 to A2 within caps

Works the ledger freely, releases through an approval queue, hard limits enforced in code.

Co-factors

What the role needs from you for it to work at all. Stated up front.

A named approver who clears the queue
Read access to the ledger
Your payment terms, written down once

When is an AI worker an employee?

When four things are true. Then it is bought like interim staff.

A job description

A mission, KPIs, a defined scope and an autonomy grade. The team knows what it is for.

A manager

A Monday Report, an approval queue, escalation routes. The work is managed, not set loose.

A personnel file

The vault: context, voice, access and compliance rules. Every action logged and attributable.

It can be sacked

A sixty-second sacking switch. Caps enforced in code, not by discipline. You are never trapped.

One term, end to end.

The employment lifecycle, run in full on every engagement. It ends at the attested handover.

Stage 1

Job spec

Mission, KPIs, scope, autonomy grade
Stage 2

Recruitment

The Role Card: proposed, read, agreed
Stage 3

Contract

Fixed term, outcomes, caps, data handling
Stage 4

Onboarding

The vault. Days, not months
Stage 5

Line management

Monday Report, approval queues, escalation
Stage 6

Performance review

Instrumented evidence at 30/60/90
Stage 7

Handover

You keep the vault, the playbooks and the attestation

Your next hire is a team.

All teams →

SMEs

the SME backbone

A good term ends with debtor days falling, hours back from the chase, and no invoice ageing in silence.

Debtor days

Accountancies

the Practice team

A good term ends with records in ahead of every deadline, and January without the panic.

Zero missed statutory dates

Recruitment

the Desk team

A good term ends with shortlists reasoned in writing and consultants selling, not sifting.

Time-to-interview

Law

the Fee-Earner Support team

A good term ends with bundles turned around in days, and gaps flagged rather than discovered.

Bundle turnaround

Financial services

the Adviser Support team

A good term ends with no renewal lapsing silently, and advisers advising.

Retention rate

Banks

the Back Office team

A good term ends with files prepared faster, every step on the record, and humans deciding.

File preparation time

Chief of Staff

the Office of the CEO

Preparation, synthesis, chasing and memory for the executive, with every decision kept human.

CEO hours reclaimed

The floor

The least any client ever receives is a complete structuring of their company's knowledge, the vault, and a step change in their knowledge management.

The worst case is your company's brain, structured and yours.

We are customer zero, five times over.

Every engagement below runs with full ceremony: an engagement letter, onboarding, Monday Reports, a 30/60/90 review and an attestation at handover. This site is engagement zero, baselined at launch. Attestation cards replace these promises as they land.

See our engagements

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Per-client isolation. One client never touches another.

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The AI worker's own identities, never yours.

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A sixty-second sacking switch.

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Every action logged and attributable.

Three rungs, priced like staffing.

A GRABS team is anchored to the day rate of the human interim equivalent and charged at a fraction of it. The fraction is published with the anchors. Between free and a full term sits a diagnostic you can buy this week.

Free

The Readiness Scorecard

Two minutes, ten questions, a straight answer on whether your business is ready to hire.

Score your readiness →

Fixed price

The Process Diagnostic

One process, one week, under NDA. The measured picture, the Role Card and the readiness list. Yours to keep whatever you decide.

Book a diagnostic →

Day-rate anchored

The worker term

A fixed term, typically 90 days, managed weekly and reviewed at 30, 60 and 90. It ends at an attested handover, and you keep everything.

The employment model →

The diagnostic is a fixed price, confirmed when you book. The pricing logic →

Questions buyers ask.

What is a grab? +

A point in your business where work is picked up, waits, or changes hands. Every process has a handful; they are where the time goes. GRABS finds them, measures what they cost, and places workers at them. That is the Grab Method: find the grabs, read the card, manage the term.

What is a Role Card? +

The one-page job spec every GRABS hire is proposed on: what the worker knows, what it can do, how it behaves, what it is permitted to use, how far it can go before it must ask, and what it needs from you. You read it the way you would read a candidate, and nothing starts until you have.

What happens when the term ends? +

The team hands over. You keep the vault, the playbooks, the trained process and the attestation record: a measured account of what the team did and how well. Renewal is a choice, never a default.

Who owns the data? +

You do, always. The vault, the playbooks and the per-client seasoning are yours and fully portable to you. The team works with its own scoped identities, never yours.

Can I sack the team? +

Yes, in sixty seconds. Authority is capped in code, not by discipline, and access is revocable at once. You are never trapped in an engagement that is not working.

How is this different from an AI tool or a seat? +

A tool is something you manage, integrate and judge yourself. GRABS places a team with a job description, a manager, a weekly report and a measured track record, on a fixed term. You buy staffing, not software.

How is it priced? +

Like staffing, anchored to the day rate of the human interim equivalent and charged at a fraction of it. Never per-seat, never a SaaS subscription. Fixed term, defined outcomes, no employment overhead.

How long does onboarding take? +

Days, not months. The induction is the vault: context, voice, access and compliance rules. A ready business onboards in about ten working days.

What if my knowledge is a mess? +

Then you start with the vault. Structuring your company's knowledge is a paid first phase, it is the floor of every engagement, and it is the asset you keep whatever else happens.

Is my data isolated from other clients? +

Completely. Per-client isolation is enforced by design; no instance ever reads across client boundaries. Every action the team takes is logged and attributable.

Two minutes tells you where you stand.

Score your readiness, then pick the process that hurts. A week later you will know what it costs and what would fix it.

Score your readiness Book a diagnostic