Trust is a set of testable promises.
An AI worker earns trust the way an employee does: with a job description, a manager, a personnel file, and the ability to be sacked. Every GRABS engagement is built on those four requirements, and every one of them is something you can test before you sign, not a claim you have to take on faith.
Promise 1
A job description
A mission, KPIs, a defined scope and an autonomy grade. The team knows what it is for.
The test: Ask to see the job spec before the team starts. Mission, KPIs, scope and an authority grade, in writing.
Promise 2
A manager
A Monday Report, an approval queue, escalation routes. The work is managed, not set loose.
The test: Ask who reviews the work and when. A Monday Report every week, an approval queue you control, a 30/60/90 review with instrumented evidence.
Promise 3
A personnel file
The vault: context, voice, access and compliance rules. Every action logged and attributable.
The test: Ask where the knowledge lives and who keeps it. The vault is yours, fully portable, and it leaves with you at handover.
Promise 4
It can be sacked
A sixty-second sacking switch. Caps enforced in code, not by discipline. You are never trapped.
The test: Ask how fast you can stop it. Sixty seconds, enforced in code, no notice period, no negotiation.
The evidence, in three places.
Proof & savings ledger
Every engagement runs with full ceremony, and the ledger shows what it saved. We are customer zero, in public.
Governance
Authority grades, approval queues, the disclosure signature and the sixty-second switch, in depth.
Security & data
Per-client isolation, least-privilege access, your ownership of everything, and a fully portable vault.
Prefer the long-form argument? Read the white papers or the faq.