AI Tools for Running Your Business
The back-office functions that keep a business running — finance, HR, contracts, supply chain — have historically been slow to adopt new technology. AI is changing that, particularly for teams too small to hire specialists in every domain.
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Best AI tools to manage my business
The default choice for small business accounting. AI-powered categorisation, cash flow forecasting, and anomaly detection make it significantly more capable than it was two years ago.
The most complete HR and payroll platform for growing companies. Handles everything from onboarding to benefits to device management. AI-assisted hiring and workforce analytics are genuinely useful.
The operational backbone for teams that want one place for docs, projects, and knowledge. AI features for writing, summarising, and querying your workspace reduce the friction of staying organised.
Prompts to get started
Get a complete, compelling job description that attracts the right candidates and sets clear expectations.
I need to write a job description for [JOB TITLE]. About our company: [2–3 sentences] Team size and stage: [e.g. 15-person startup, Series A] What this person will actually do day-to-day: [describe the role in plain terms] Must-have experience or skills: [list] Nice-to-have: [list] Salary range: [if you're sharing it] Remote / hybrid / in-office: [specify] Please write: 1. A compelling 2-sentence role summary for the job board header 2. An 'About the role' section (150 words) 3. A responsibilities list (6–8 bullet points) 4. A requirements list (must-haves and nice-to-haves separated) 5. An 'About us' closing paragraph (75 words)
Frame a decision with basic financial modelling before committing resources.
Build a financial model for a business decision. Decision: [e.g. new hire, product launch, new location, switching vendors] Current relevant numbers: [revenue, costs, headcount] Cost of decision: [one-time + ongoing] Expected value: [revenue, savings, or other] Time to returns: [how long?] Risk factors: [what could go wrong?] Please build: 1. A base case with clear assumptions 2. Conservative and optimistic cases 3. Break-even point 4. Key assumptions to validate before committing 5. One-paragraph recommendation
Get a new hire to full productivity faster with a structured plan.
Create a 30-60-90 day onboarding plan for a new hire. Role: [job title] Team: [department, who they'll work with] Key responsibilities: [what success looks like at 6 months] Tools and systems: [list] Knowledge gaps to close: [what must they learn?] Key relationships to build: [stakeholders] For each phase: - Days 1-30: Learning (what to observe, who to meet, what to read) - Days 31-60: Contributing with support (first deliverables, check-ins) - Days 61-90: Operating independently (own work, outcomes, feedback) Include: goals, activities, who to involve, success criteria.
Evaluate vendors consistently before making a buying decision.
Create a vendor evaluation scorecard. What we're buying: [describe] Budget: [range] Vendors being considered: [list] Must-have requirements: [non-negotiables] Nice-to-haves: [differentiators] Key risks: [security, support, lock-in, stability] Timeline: [when to decide?] Please create: 1. Scoring framework with weighted criteria 2. Rubric: what does 1 vs 5 look like for each criterion? 3. Questions to ask each vendor 4. Comparison template 5. Red flags that disqualify regardless of score
Get a complete, compelling job description that attracts the right candidates and sets clear expectations.
I need to write a job description for [JOB TITLE]. About our company: [2–3 sentences] Team size and stage: [e.g. 15-person startup, Series A] What this person will actually do day-to-day: [describe the role in plain terms] Must-have experience or skills: [list] Nice-to-have: [list] Salary range: [if you're sharing it] Remote / hybrid / in-office: [specify] Please write: 1. A compelling 2-sentence role summary for the job board header 2. An 'About the role' section (150 words) 3. A responsibilities list (6–8 bullet points) 4. A requirements list (must-haves and nice-to-haves separated) 5. An 'About us' closing paragraph (75 words)
Frame a decision with basic financial modelling before committing resources.
Build a financial model for a business decision. Decision: [e.g. new hire, product launch, new location, switching vendors] Current relevant numbers: [revenue, costs, headcount] Cost of decision: [one-time + ongoing] Expected value: [revenue, savings, or other] Time to returns: [how long?] Risk factors: [what could go wrong?] Please build: 1. A base case with clear assumptions 2. Conservative and optimistic cases 3. Break-even point 4. Key assumptions to validate before committing 5. One-paragraph recommendation
Get a new hire to full productivity faster with a structured plan.
Create a 30-60-90 day onboarding plan for a new hire. Role: [job title] Team: [department, who they'll work with] Key responsibilities: [what success looks like at 6 months] Tools and systems: [list] Knowledge gaps to close: [what must they learn?] Key relationships to build: [stakeholders] For each phase: - Days 1-30: Learning (what to observe, who to meet, what to read) - Days 31-60: Contributing with support (first deliverables, check-ins) - Days 61-90: Operating independently (own work, outcomes, feedback) Include: goals, activities, who to involve, success criteria.
Evaluate vendors consistently before making a buying decision.
Create a vendor evaluation scorecard. What we're buying: [describe] Budget: [range] Vendors being considered: [list] Must-have requirements: [non-negotiables] Nice-to-haves: [differentiators] Key risks: [security, support, lock-in, stability] Timeline: [when to decide?] Please create: 1. Scoring framework with weighted criteria 2. Rubric: what does 1 vs 5 look like for each criterion? 3. Questions to ask each vendor 4. Comparison template 5. Red flags that disqualify regardless of score