AI systems and automations, with a fractional COO beside them.

I map the work first, then build each system as a role with one job: a reply desk, a call-back, a collections clerk, a weekly report, an onboarding coordinator, a morning list. Each one drafts and prepares. A named person on your team reads, decides and sends. My human in the loop AI guide shows where that person goes in each system.

Everything is written down before I hand it over, so your team can run and change it without me. For my own practice I run the same kind of system: an AI system I built in Claude Code reads my calendars, inboxes and project files every morning and hands me one ordered list. The AI Chief of Staff Starter Kit is that workspace as a template.

What you get

• A map of the work, and the order to build in
• Each system built and tested on real work
• A named owner and a written procedure for each one
• Clear limits: what it may draft, and what always comes to a person
• Training for the people who run it
• A support window after handover

Two of these start with a fixed two-week setup. In the Speed-to-Lead Setup, I set up and tune the lead reply tool you pick, then run what happens after the booking. The AI Operations Setup connects the AI you already pay for to your inbox, calendar and job software.

I work inside the business part-time. I sit in the team meetings, run the weekly review, and make the operational calls that reach your desk today. I decide with you what gets automated, who owns each process, and which calls stay yours.

I answer for the outcome. If the model is new to you, read what a fractional COO does and when to hire one, or how an engagement runs.

What you get

• An operations audit in week one
• A weekly leadership rhythm and review
• Decision rights: who owns what, and when it comes to you
• A one-page weekly report and job profitability checks
• Written procedures for every core process
• Vendor and contractor management
• A monthly performance review with you

A system needs an owner. I write the role, screen applicants against a written playbook, run the interviews and build the first week, so the person you hire knows exactly what they own.

At a home services company I hired and onboarded the operations coordinator who now runs the day to day.

What you get

• Role definitions and a hiring scorecard
• Screening against a written playbook
• Interviews and offer support
• Paperwork due within 48 hours of an offer
• A first-week plan where every step has an owner
• 30, 60 and 90 day measures, and oversight if you want it