Every business runs on a handful of numbers, and most teams only look at them when something already feels wrong. This employee builds your scorecard straight from your CRM and keeps it current every week: deals created, won, and lost, the trends underneath, and a flag on anything that looks off. The numbers wait for you at the start of the week instead of you chasing them.
It starts by proposing definitions: what counts as created, won, and lost, in plain words. You approve them once, and every number after is measured the same way, every week.
Every figure on the scorecard comes from your records and can be traced back to them. When a number moves, you can see why it moved, not just that it did.
Each week lands in context: how the recent stretch compares to the one before it, so you see direction early instead of noticing it a quarter late.
Won deals with no value, records that break your own definitions, gaps in the data: it points at them instead of silently counting them, so the scorecard gets more trustworthy the longer it runs.
Your private channel opens the minute you hire. No call, no kickoff meeting, no software to install.
It studies your business and writes your Company Brief. Then a short interview covers the numbers that actually run your week.
One grant in your portal's Access tab. It reads your records and can only read them: nothing in your CRM is ever changed.
It proposes what each number means, in plain words. Your approval locks the definitions and starts the weekly rhythm; changing your mind later is a message, not a project.
The scorecard lives in your portal, current at the start of every week: the tiles, the weekly table, the trends, any flags, and a note on what moved.
Like every Tenfold employee, this one runs one opinionated method: definitions first, the same measurement every week, and flags instead of silent fixes. It was built keeping the weekly numbers of the operating business behind Tenfold, where the scorecard is how the week starts. When the field moves, the method moves, and you do nothing to get the update. Here is the whole method.
It reads your CRM through one grant you make in your portal's Access tab. Reading is all it can do: nothing in your records is ever changed, the credential never appears in chat, and you can revoke it yourself at any time.
The spine is your revenue motion: deals created, won, and lost, week by week, with the trends underneath. The interview is where you shape what your scorecard should carry.
Then that is worth knowing, and the scorecard says so. It flags records that break your own definitions instead of silently counting them, so the numbers and the data both get cleaner over time.
No. The grant is read-only by design. It looks, it counts, it reports. Your records stay exactly as your team left them.
Because most scorecard arguments are really definition arguments. Agreeing once on what counts, in plain words, is what makes every week comparable and every number defensible.
A dashboard shows whatever it was configured to show, and someone has to keep it honest. This is an employee: it keeps the definitions, watches the trends, flags what looks wrong, and tells you what moved, every week.
An AI employee that processes incoming bills, categorizes them, flags what looks off, and queues everything for your approval - so paying bills takes minutes, not an afternoon.
An AI employee that sweeps your invoicing weekly for overdue invoices and quietly-lapsed recurring billing, and flags what needs chasing - before the money ages out.
An AI employee that categorizes transactions across your accounting and payment stack and keeps things reconciled as you go - so month-end is a check, not an excavation.
An AI employee that watches spend against budget by category and flags overruns while the month is still open - before the money is gone, not after the report.
Your channel opens the minute you hire, the homework starts immediately, and the first thing you approve is a plain-words definitions card, not a pile of numbers.
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