We interview every person who does the work

AI projects are too often specified by someone who does not do the task, and end up unused. We go and ask the people who do.

How it works

There is a second effect worth naming. Staff who were asked what slows them down are more likely to use the system that fixes it. A system nobody uses has failed however well it was built, so the interviews are as much an adoption strategy as a discovery method.

What you get

One document, presented in person to your leadership team within ten working days of the final interview.

• A map of how the business actually runs, department by department, as described by the people in it rather than as the org chart implies.
• Every inefficiency found, with the hours it costs each week and what those hours are worth at your own cost of labour.
• A recommendation against each one: automate it, change the process, or stop doing it.
• Build cost and build time for each automation, so you can see what you are buying before you commit to it.
• A prioritised roadmap: what to do first, what to do next, and what can wait a year.

You own the report outright. The roadmap is written so that another developer could work from it, which keeps us honest about what we recommend.

What it costs

One published price covers the whole first engagement: R10 000 all inclusive for businesses up to 10 staff. That is every employee interviewed, the report and roadmap, one system built from it, and your first month of support.

Confidentiality and POPIA

Interviewing your staff means handling their personal information, so the terms are settled before the first session rather than after it. A mutual NDA is signed before any interview takes place. Each participant consents in writing, in their own name, after being told what the interview is for, that it will be recorded, how the recording is handled and who will read the result. Anyone may decline to be recorded and is interviewed on written notes instead, and a refusal is not reported to their employer. Recordings are not shared with management.

This is how we meet the Protection of Personal Information Act. It is also why people tell us the truth. An employee who thinks their answers will reach their manager with a name attached will describe the process as it is written down, not as it actually runs.