No staffing-agency steps. Hana arrives with role-specific skills and adapts to how your company works — you just watch her do the work and decide how much to give her.
| Step | What happens |
|---|---|
| 1. Meet Hana | See her role-specific skills, systems proficiency, and demonstrated outcomes before you commit to anything. |
| 2. Tell us your needs | Describe the work your team needs help completing — the systems, volume, and the outcome you're after. |
| 3. See her in action | Give her representative work and watch how she approaches it, handles uncertainty, and escalates exceptions. |
| 4. Review the results | Check her work against the same quality, reliability, and business-outcome numbers your team already tracks. |
| 5. Give her more | Expand her responsibilities, authority, or capacity as she demonstrates performance. |
| 6. Optimize | She keeps improving — accumulating operational knowledge specific to your vendors, your exceptions, and your approval chain. |