Digital employees, built for your business
It starts with a diagnosis. We sit with you and the people doing the work, learn how your business actually runs, and find the workflows that eat the most hours. Then we build agents that do that work inside the systems you already use: they act on their own where you allow it, ask a person before anything sensitive, and log every action they take.
Independent· The honest no, always on the table· Reply within one business day
The problem
Copilots, chatbots, assistants: every pitch ends with a tool your team has to learn, run, and babysit. That's why so many AI projects quietly die within months: the tool made nobody's workload smaller.
Hours every week on data entry, status chasing, reporting, and copy-pasting between systems, while the work that grows the business waits.
Licenses were bought, a pilot ran, enthusiasm faded. The tool didn't fit how the work actually flows, so people went back to the old way.
Every vendor demo ends with your team operating one more dashboard. Nobody offers to take the work itself off their plate.
The market is full of tools that assist your employees. What a business actually buys is work getting done. That's what a digital employee is for.
A note on language
If a phrase appears in every AI pitch you've ever received, it doesn't appear in ours. We describe your operation in your language, with numbers, and we put it in writing.
Our position
We build digital employees, but we don't arrive with one under our arm. We begin inside your business: how work moves, where decisions stall, what your people repeat every day, where customers wait. Only then do we decide which workflows an agent should take over, and which should stay human.
Sometimes the honest answer is a better process, not new technology. When that's true, we say so. You've lost nothing but a conversation.
That sentence is rare in this market. It's also why our recommendations are worth acting on: nothing gets built unless the numbers in the diagnosis say it should.
What we build
A digital employee is a system that performs a specific workflow end to end: it reads what comes in, does the work, and hands a person only the parts that need judgment. Not a chatbot. Not a dashboard. Work, done.
Your inbox, calendar, spreadsheets, CRM, books. It reads and writes where your team already works. Nothing gets ripped out or replaced.
You decide what it may do on its own and what waits for a person's sign-off. The rules are explicit, per workflow, and you can tighten them any time.
A complete record of everything it did and why, so you can check its work like anyone else's, and results measured against the baseline from the diagnosis.
How we work
Structured interviews with you and the people doing the work. We map your workflows, communication, decision-making, and customer journey, and we find where the hours actually go. No technology talk yet.
We rank every workflow by the hours and cost it can give back, and give each one a straight verdict: a digital employee genuinely helps here, a simpler fix wins here, or leave this alone. You get the plan in writing, with reasoning you can challenge.
Where the numbers justify it, we build the agent ourselves, connect it to your systems, and run it alongside the person doing the work today. It goes live with approval rules you set, a full log of every action, and results measured against the baseline from step one. If nothing clears the bar, the engagement ends with the diagnosis. As it should.
What you receive
Delivered within two weeks of starting. Not a slide deck of possibilities: a specific, prioritized document about your operation.
How work actually moves through your business today, including the handoffs and repeat work nobody had written down.
Every improvement we found, ranked by the hours and cost it gives back against the effort to fix it, so you know what to do first and what to ignore.
Where a digital employee genuinely helps, where a process change beats it, and where the right answer is to change nothing. With reasoning, not hype.
For the workflows worth handing over: which digital employee to build first, what it connects to, what it may do on its own, and how success will be measured against today's baseline.
Who you'll work with
Yaffe AI is a founder-led practice. When you engage us, the person who studies your operation, writes your diagnosis, and builds your solution is the same person you spoke to on the first call. No account managers, no juniors, no handoffs.
You'll work with professionals who implement AI agents for a living. Behind that is years of hands-on experience across the whole stack: LLMs and AI agents, coding agents like Claude Code, generative image and video models, automation pipelines, GPUs, and AWS infrastructure — all in production, not in theory.
The practice takes a small number of engagements at a time, because the diagnostic work doesn't compress. That constraint is a feature: it's what makes the honest no possible.
Questions
Then we tell you, in writing, with the reasoning. You still walk away with the operational diagnosis: a map of your workflows and a ranked list of improvements, many of which don't need new technology at all. Several of our best recommendations are process changes that cost nothing to implement.
Because adoption fails when the tool comes before the diagnosis. A tool that ignores how your team actually works will always lose to the old way of doing things. We start from the workflow, involve the people who do the work, and only introduce technology where it removes friction they already feel. That order of operations is the whole difference.
An agency arrives with a product and looks for a place to install it. We arrive with questions, and about a third of the time our written answer is: don't build anything. Every digital employee we do build is shaped around your workflow, not the other way around, and it only gets built when the numbers in the diagnosis justify it.
Exactly as much as you decide. You set the rules per workflow: routine actions run on their own, anything sensitive waits for a person's approval, and everything is logged either way. Most businesses start tight and loosen the rules as the agent earns trust, the same way you'd treat a new hire.
No. We assess your business as it is, spreadsheets and legacy systems included. Part of the diagnosis is determining what's realistic with what you have today, and what would only make sense after foundational fixes. You don't prepare for a diagnosis; that's what the diagnosis is for.
Everything we learn is covered by a mutual NDA before the engagement begins. During diagnosis, we work by observing and interviewing; your data stays in your systems, under your control. If a digital employee is later built, its access is scoped to the workflow it runs, documented and agreed with you before anything is connected, and every action it takes is logged.
The written diagnosis is delivered within two weeks of starting. If implementation follows, we scope it in small measurable stages. The first working result is typically weeks away, not quarters, because we deliberately start with the highest-impact, lowest-complexity opportunity on the list.
The founder. Every interview, every page of the diagnosis, every line of the implementation. That's why the practice takes a limited number of engagements at a time.
Start here
One short note about your business and its biggest operational bottleneck. We'll reply personally within one business day with an honest read on whether a conversation is worth your time.
What happens next: if it looks like a fit, we schedule a 30-minute diagnostic call. The goal of that call is to diagnose, not to pitch. You'll leave it knowing more about your own operation either way.
If it's not a fit, we'll say so plainly and, where we can, point you toward whoever is.
We'll reply personally within one business day. In the meantime, if anything else about your operation comes to mind, the annoying, repetitive, "there must be a better way" work, jot it down. It's usually where the diagnosis starts.
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