Before you post that job,
let's have this conversation.

Adding a salary is an expensive decision. So is keeping a role that AI has already made obsolete. This session is where we figure out which situation you're actually in — before you commit either way.

• Business owners about to post a job for an admin, coordinator, or operations role
• Owners who have someone on the team they think AI could partially or fully replace
• Managers being asked to "do more with less" — and wondering if AI is actually the answer
• Anyone who suspects their headcount is higher than it needs to be, but isn't sure where to start

We break down the role in question — what the person actually does, hour by hour. We separate the work into two buckets: tasks that follow a pattern (scheduleable, automatable, AI-ready) and tasks that genuinely require judgment, relationships, or accountability.

Then we look at the math. What would it cost to automate the pattern-based work? What does a hire cost over 12 months including management overhead? What's the right decision for your specific situation?

You leave knowing whether to hire, automate, or do both — and exactly what the next step is.

• A written role analysis: every task mapped against automation potential and implementation effort
• A clear recommendation — hire, automate, or restructure — with the reasoning behind it
• If you're automating: a specific action plan with tools, cost estimates, and setup steps