Scale your business, not your headcount. Give Alfred a job - he uses your software and gets it done.
Put him on marketing, operations, or any other job.
Give Alfred a responsibility the way you would give it to a new colleague. He works in your tools and keeps the work moving, across days and weeks.
Alfred uses your tools just like you do. Gmail, Drive, Linear, your CRM. He works only with the access you give him, and you can take it back at any time.
Describe the work, share the context, and explain how you want it handled. He asks what a new hire would ask, then writes the job back so you can check he understood it.
He follows up, handles recurring work, and keeps you updated, across days and weeks. Decisions still come to you, with the options laid out.
Gmail
HubSpot
Google Sheets
Google Drive@Alfred Pierce own outbound. 200 new UK drinks brands a week. Test two angles at a time, kill anything under 3% reply, scale what works. Copy doesn’t send without my sign-off.
Understood. One thing before I start: 200 a week over the 4 inboxes we have is 50 a day each, above the warm-up cap. Do I add inboxes, or start at 120 and ramp?
Week 1: “we watched your last 10 posts” beat the case-study angle, 6.5% against 2.1% reply. Case study paused. Two new variants in your inbox for sign-off.
The variant with a 40-second Loom is at 8% after 90 sends. Moved it to the full list. 3 calls booked, all in HubSpot.
Week done: 412 sent, 27 replies, 5 calls. Next week’s test is subject lines. Copy is in your inbox.
Reports go in Drive as a PDF, summary first.
Q3 report done, in Drive.
From memoryExplain something once. He remembers it, and applies it the next time anyone on the team asks.
He gathers what is missing from the right colleague and brings the finished work back to whoever asked.
alfred@northwind.exampleCustomers and suppliers write to Alfred directly. A reply lands and the work moves on, without anyone forwarding it.
He has a machine of his own. He opens the files, does the work, and hands back the finished thing.
He makes the change where the work lives: the ticket, the record, the sheet.
“Feels like my team 10x’d. We doubled our MRR in the first two months of having him on board, without any new hires or extra work.”
Ongoing responsibilities that run across people and tools: a launch, supplier onboarding, the monthly close. Anything you would hand to a capable new colleague and check in on, rather than a single task.
In Slack or Telegram. Anyone in the channels you choose can ask him, and everyone sees what he did and why. He asks what a new hire would ask and writes the job back so you can check he understood it.
You explain something once. Feedback becomes part of how he works from then on, for everyone on the team, not just the person who gave it.
Only the tools and access you give him, and you can take it back at any time. Every action is logged under his own account. See Security.
When a choice involves money, customers, or a commitment on your behalf, he lays out the options with a recommendation and waits for your answer.
The first week. He joins your workspace, you connect the tools, and you give him his first responsibility. No engineer required.
A team price with usage included, and ongoing work priced as it runs. See Pricing.