Onboarding
Somebody was hired and the forms were filled by whoever was free. Classification, exempt or not, set by guess. The letter comes a year later.
Do you want the pitch, or how I ended up on this side of the desk?
I spent 15 years inside HR.
The letters I watched owners get were almost never for not caring.
They were for rules nobody in the building had been taught. I kept seeing the same three doors, onboarding, pay, exits, and the same owner who had been reading about AI for a year and installed nothing. TechOther is what I built when I got tired of being on the side of the desk that only talks about it.
The pitch is the part you cannot vet. How I got here, you can.
First call, oneWe talk about what is going on.
TwoWe walk the checklist.
ThreeI show you AI doing the task you named.
FourWe write the steps down.
How I got here
15 years of HR first, then the tools. Both, in that order.
That is the order TechOther was built in, and it is the order your plan gets built in.
- Then
15 years inside HR.
I was in the room when the decisions got made: who got onboarded how, who got paid what, who got let go and why. I watched the letters land on owners who had never heard of the rule.
- The pattern
The same three doors, every time.
Onboarding done wrong. Pay done wrong. Exits done wrong. Not once did the owner not care. Nobody in the building had been taught.
- The other half
The same owner, reading about AI for a year.
Articles, posts, tools compared and not bought. He knew it would help the business. Nobody had shown him the first task.
- Now
I built TechOther.
I got tired of being on the side of the desk that only talks about it. TechOther is the team I built so an owner never has to be the HR department and the technologist alone.
Or take the pitch from whoever posts the most, and vet a headline again.
The three doors
Three doors, every time: somebody onboarded wrong, paid wrong, or let go wrong.
On the first call we find which one your letter came through, and what closes it. The answer is not to fire the admin. It is a checklist a person walks with you.
Pay
Payroll, time and wage, overtime. The rules changed outside the business while the business was being run.
Exits
Somebody was let go the way it felt right that day. Final pay, paperwork, timing. This is the door most owners find out about last.
The task, not the tool
I do not start with a tool. I start with the task you named, and I show you it done.
The owners I work with have payroll and no HR department, and every one of them is trying to get AI into the business and does not know how. They have read the articles. They have watched the posts. What nobody handed them was a first step.
Mine is a conversation about what you want AI to do, then a working example of it doing that: hours of your week, done in minutes or overnight, with a set of tools I already know how to connect. Examples from other clients if you want them. Your own task if you have one.
Name the one task you would hand off tomorrow →The first call
Nothing gets automated until I have sat with you.
Onboarding is in person, me, before any tool. I would rather hear the problem in your words than guess it from a form. This is what the first conversation is, in order.
- 1
We talk about what is going on.
In your words. The letter, the admin, the thing you want off your desk. I listen before I say what I would do.
- 2
We walk the checklist.
The HR you already have, door by door: onboarding, pay, classification, exits. You see where the letter came through.
- 3
I show you AI doing the task you named.
Not a tool list. The task you would hand off tomorrow, done in minutes or overnight, with a stack I already know how to connect.
- 4
We write the steps down.
A people plan and a step by step AI plan, with a timetable. Then we act on it, and I stay your resource as you grow.
The call
We can work together.
That is what TechOther means, spelled phonetically. Book the first conversation. Bring the business as it is. We decide together where to start.
Prefer email? larry@techother.com