New Intelligent Dashboards and Findd's AI assistant, DiDi, connect to Findd’s HR, Work Operations, and Time & Labor solutions, so operators can see where they're losing margin and fix it in one place.

Today Findd is introducing the Frontline Operating System, and we’ll be demoing it at ISSA Show North America in Las Vegas from Nov 16 to 19, booth #437. The launch includes Intelligent Dashboards, which show operators what’s working and what’s costing them across every region, site, and contract, and DiDi, Findd’s AI assistant, which turns those findings into action.

Many cleaning companies know Findd for its market-leading biometric time clocks and payroll-ready time and labor software. With the Frontline Operating System, Findd now runs hiring, onboarding, scheduling, time, work, and quality for frontline teams in one connected system, and connects it to the payroll, HR, and accounting systems companies already use.

Most commercial cleaning companies run their operations across separate tools: a time clock in one system, hiring in another, inspections in a third, and spreadsheets to tie them together. By the time a problem shows up in payroll or a client complaint, the week is already over. The Frontline Operating System connects Findd's three core products, Findd HR, Findd WorkOps, and Findd Time and Labor Management (TLM), on the same employees, jobs, and sites, so the information leaders need is already in one place.

How the Frontline Operating System works

Findd HR, WorkOps, and TLM record what happens at the point of work: verified punches, completed tasks with photo proof, applicant tracking, schedules, and the pay rules behind every shift.

Intelligent Dashboards show what matters to operators: overtime, hand-edited time, payroll accuracy, quality of service, and retention are shown in real dollars and compared against each company's own best-performing sites. DiDi writes a plain-language summary of what stands out, and managers can drill down to the numbers behind it.

DiDi drives the action. Every dashboard comes with suggested actions, like sending district managers an overtime list every week or texting employees to confirm their hours before payroll closes. Managers choose which actions to take, DiDi sets up the workflow and sends the texts, and the dashboards show whether the numbers improved. Every conversation with DiDi can be reviewed by the back-office team.

For example, when Intelligent Dashboards show the same site going into overtime every week, the cause is often a coverage gap, not a scheduling mistake. DiDi tells the manager who owns the site, Findd HR posts the open role, and new hires are scheduled as soon as they're ready.

Executives see the whole business

Margin, overtime, retention, and payroll accuracy are all on one page, across every region, site, and contract. Problems are shown in real dollars and compared against your best-performing sites, so you know where to focus first.

Back office staff have employees and jobs in one spot

The same employee, job and time data everywhere. Budgets sit next to actual hours, so you can see which contracts are making money and which ones are slipping. When something needs fixing, DiDi sends it to the manager who owns it, and you can see if it got better the following week.

The frontline only needs one app

Frontline employees have a single experience from applying for a job, to punching in for their first shift, to asking questions about payroll, and completing their tasks. It works anywhere, online or offline, in their own language.

Connected to the systems companies already use

Findd connects to payroll, HR, and accounting systems, including ADP, Workday, UKG, Sage Intacct, and WinTeam. Employees and jobs come into Findd, and approved, payroll-ready hours go back out, so existing systems stay the source of truth. Findd also has an open API and integration specialists on staff for other systems.

For the companies that already use Findd for time and labor, the Frontline Operating System builds on what they have. Every product uses the same employees, jobs, and sites, so adding HR, WorkOps, or Intelligent Dashboards doesn't mean setting anything up twice.

When customers run their frontline operations on Findd, they get access to rich data every day. But data on its own doesn’t change anything, they need recommendations, and the tools to act on them. The Frontline Operating System turns that data into insights, actions, and measurable outcomes – all in one platform.

Dan Shaw, Chief Revenue Officer

We started Findd to make work easier for the people doing it. The Frontline Operating System gives every cleaner one app for their whole job, and gives the people running the business a clear view of what's working.

Tom Loveland, co-founder and CEO

Availability

Intelligent Dashboards and DiDi are available to Findd customers starting today in early access. Findd will demo the Frontline Operating System at ISSA Show North America, November 16 to 19 at Mandalay Bay in Las Vegas, booth #437. Book a meeting with us at ISSA or book a demo.

About Findd

Findd is the Frontline Operating System for commercial cleaning, facility services, and other frontline industries. Findd helps companies across the United States and Canada hire quickly, do the work right, and pay their teams correctly, with Findd HR, WorkOps, Time and Labor Management, Intelligent Dashboards, and DiDi, Findd's AI assistant. Findd was founded in 2016 and is based in Provo, Utah. To learn more, visit findd.ai.

Media contact

Marko Savic, VP Marketing

marketing@findd.io

An operations leader at a commercial cleaning company used Findd's Intelligent Dashboards to see how much pay came from hand-entered time, and where. With a short weekly review before payroll, hand-entered pay fell from 14.4% of hourly pay to 4.8% in eight weeks.

• 14.4% → 4.8%share of hourly pay entered or edited by hand, in eight weeks
• $400K+less hand-entered pay in the first two months
• Saves ~$3M a yearat the current run rate
• $9,500/week → $0/weekperformance bonus pay, once bonuses needed approval

Hand-Entered Time Adds Up

Every company has good reasons to type in or fix time by hand, like a broken clock, a forgotten punch, or a bonus for a job well done. Across hundreds of sites and supervisors, those small edits add up, and they're hard to see in a standard payroll report.

When this company's SVP of Operations noticed some unusual manual entries, the goal was simple: see how much pay was coming from hand-entered time, and where it came from.

Every Edit, Next to the Original Punch

Findd keeps an audit trail of every punch and every change. Intelligent Dashboards use it to show which paid hours were punched, which were typed in, and which were moved by hand, with the original time next to the edit. The Hand-Edited Time Watchlist breaks it down by site, manager, and type of entry, like bonus rows with no note, or entries approved by the same person who created them. Dashboards report what happened and don't judge anyone. Your team decides what each edit means.

A Weekly Review Before Payroll Closes

Each week before payroll locked, DiDi sent the operations team a short summary: how much pay came from hand-entered time, which sites stood out, and what changed since the week before. The team didn't have to dig through reports to find it. They decided to require approval for performance bonuses, and followed up with the sites that stood out.

Results in Eight Weeks

Hand-entered pay went down every week after the first review, from 14.4% of hourly pay to 4.8%. Performance bonus pay went from about $9,500 a week to zero once bonuses needed approval, and stayed there. In the first two months, more than $400K less pay went through hand entry, about $3M a year at the current run rate.

Some time will always be entered by hand, like a forgotten punch, so these figures show how much less pay went through hand entry, not confirmed savings.

See Your Own Hand-Entered Time

The Hand-Edited Time Watchlist is one of the dashboards included in Findd's Intelligent Dashboards, alongside overtime, payroll readiness, retention, and more. Every dashboard comes with suggested actions, and DiDi tracks whether the numbers improve.

Learn more about Intelligent Dashboards ›

Book a Demo

A good quarterly business review shows your client three things: the work got done, problems were fixed quickly, and you have a plan for next quarter. Bring a few numbers for each building, photos with a date and time, and an honest update on what changed. Keep it about their buildings, and keep it to an hour.

Why the QBR Is Worth the Time

Day to day, facility managers mostly see service requests and the occasional miss. The review is where they see everything else: the inspections your supervisors did, the periodics your technicians finished, and the cleaners who show up at their building every night. It's a scheduled time to show the client what your team did, talk through any issues, and agree on what comes next, long before anyone thinks about putting the account out to bid.

Industry advisors recommend it too. At NFMT East in March 2026, Jeff Carmon of Elite BSC encouraged facility managers to hold monthly partnership meetings where the cleaning contractor brings the agenda, and to "ask what their service framework is." BSCAI's Inside Cleaning suggests regular reviews that cover performance, staffing, finances, and operations.

Bring a Few Numbers for Each Building

Facility managers think in buildings, so organize your numbers the same way. You don't need a 40-page report. Pick the handful that matter for this client, show this quarter next to last quarter, and be ready to go deeper on any one building.

• Inspection or QA scores, and whether they went up or down
• Service requests: how many came in, and how quickly they were closed
• Coverage: hours worked compared with the hours in the contract
• Periodics completed, like floor care, carpets, and windows, compared with the plan
• Staffing: who's on the account, how long they've been there, and how often a supervisor visited

If the contract has a scorecard or KPIs, start with those, in the client's order and in their words.

Show the Work With Photos

A few photos with a date, time, and location answer the question every facility manager has at some point: was it done? Before-and-after photos work well for periodics, and a photo of a fixed issue closes the loop on a complaint.

Pick five or six that tell the story of the quarter. A slideshow of 300 photos is hard to sit through.

Bring Up Issues Yourself

If there was a missed trash run, a restroom complaint, or a new cleaner who needed more training, raise it first. Say what happened, what you changed, and how you know it's fixed. When you bring it up, the conversation is about the fix.

End With Next Quarter

The last part of the review is the most useful for both of you. Talk about what's coming: winter matting and snow, holiday schedules, building events, or a new tenant moving in. If the client is under budget pressure, suggest areas that could be cleaned less often, so you help shape where the savings come from. Then ask what they'd like to see more of next quarter, and write it down.

A Simple QBR Agenda

Here's an agenda for a one-hour review. Send it to the client a few days ahead.

1. Highlights from the quarter (5 minutes)
2. Scores and trends, by building (15 minutes)
3. Service requests and how quickly they were closed (10 minutes)
4. Staffing and supervision (5 minutes)
5. Issues and what changed (10 minutes)
6. Next quarter: seasonal work, scope, and budget (10 minutes)
7. Questions and feedback (5 minutes)

Make the Data Easy to Pull

The slowest part of a QBR is usually collecting the information: sign-off sheets from each building, photos on supervisors' phones, and hours from the payroll system. When cleaners clock in at the building and complete their checklists with photos on their phone, the record builds up through the quarter, and the review starts from a report.

That's how Findd customers prepare. Verified clock-ins from Findd Time and Labor and photo proof from Findd WorkOps are organized by building and date, and Intelligent Dashboards show scores, hours, and requests for each account.

Questions About QBRs

How often should we hold a QBR with a cleaning client?

Quarterly works for most accounts. Meet monthly for a large account, or in the first three or four months of a new contract, when the client is watching most closely.

Who should be in the room?

Your account or operations manager, the site supervisor who knows the building, and the client's facility manager. Bring a senior leader once a year, and before a contract renewal.

What if the numbers aren't good this quarter?

Bring them anyway, with what you're changing and when you'll report back. A review that shows the hard quarters along with the good ones is easier to trust.

What should we send after the meeting?

A short email the same day with the decisions, the follow-ups, who owns each one, and the date of the next review.

[SHARING: LinkedIn: Your next QBR is the best chance to show a client what your team did all quarter. Here's what facility managers want to see, plus a one-hour agenda you can copy. LINK Rep note: Thought this might help before your next client review. It's a short guide to what facility managers want to see at a QBR, with an agenda you can use as is.]

Findd, the AI-native workforce management platform purpose-built for frontline workers, today announced the appointment of Dan Shaw as Chief Revenue Officer. Shaw will build and lead Findd’s go-to-market organization across marketing, sales, customer success, and professional services as the company scales demand across facility services and specialty contractor end-markets.

Findd manages the full lifecycle of a frontline employee, from hiring and scheduling to time capture, compliance, and payroll prep, with a proprietary AI agent layer, DiDi, that executes work across the platform. Shaw joins following Unbundled Capital’s $21 million growth investment in the company earlier this year.

“Frontline workers are roughly 80% of the global workforce, but the software economy has largely passed them by,” said Tom Loveland, Co-founder of Findd. “We’ve spent the better part of a decade building a platform these operators genuinely rely on. One that manages the full lifecycle of a frontline employee, with a proprietary AI agent layer in DiDi that executes real work rather than just answering questions. As software goes headless and natural language replaces the software interface, the value shifts to the proprietary data, compliance logic, and execution underneath – and that’s where DiDi operates. And with Dan leading go-to-market, we can put that advantage in front of the market at scale.”

“The opportunity now is to scale go-to-market and get our platform in front of the thousands of operators still running complex labor and compliance in spreadsheets,” said Ryan Johnson, Co-founder of Findd. “Dan is the leader who does that. He’s built and scaled revenue engines from the ground up and knows how to sell multi-product value into complex buyers.”

Shaw brings a career spent building and scaling revenue engines in high-growth B2B SaaS, taking go-to-market organizations from early traction through exit.

“Having worked alongside Dan before, we know exactly what he brings: discipline, urgency, and the ability to build a revenue organization that scales,” said Shane Skiffington, Executive Chairman of Findd and Partner at Unbundled Capital. “Findd has a rare, AI-native platform in a large and underserved market, and Dan is the right revenue leader to turn that advantage into category leadership.”

“I’ve spent my career building go-to-market organizations, and it’s rare to find a platform this differentiated including an AI layer like DiDi that actually executes work, paired with a market this large and underserved,” said Dan Shaw, Chief Revenue Officer of Findd. “The product has more than earned the right to scale, and I’m here to help build the organization that gets it there.”

About Findd

Findd is an AI-native workforce management platform purpose-built for frontline workers. The platform helps facility services and specialty contractor companies automate time, labor, and compliance workflows. Headquartered in Provo, Utah, Findd serves customers across the United States and Canada. For more information, visit www.findd.ai.

About Unbundled Capital

Unbundled Capital is a concentrated investment firm led by seasoned entrepreneurs, investors, and operators who understand what it takes to build a great software business. We partner with founder-led vertical software companies, providing the expertise, talent, and capital to scale beyond product-market fit to category leadership. For more information, visit www.unbundledcapital.com.

Contacts

Media Contact

Marko Savic

marko@findd.io

PROVO, Utah — May 20, 2026 — Findd, the AI-native workforce management platform purpose-built for frontline workers, today announced a $21 million growth investment from Unbundled Capital. The capital will fuel product innovation, AI development, and go-to-market expansion across facility services and specialty contractor end-markets.

Findd manages the full lifecycle of a frontline employee: from hiring and scheduling to time capture, compliance, and payroll prep. Across facility services and other frontline-intensive industries, Findd captures biometric identity, location, job, and pay-rule data upstream of payroll and the ERP, and enforces complex union and jurisdictional rules at the point of work. DiDi, Findd’s proprietary AI agent layer, lets workers and managers interact with the software in natural language across SMS, voice, and email, with every action validated against real labor, compliance, and operational data before it executes. This proprietary data, captured at the point of work, powers all actions DiDi takes across the platform.

“Frontline workers represent roughly 80% of the global workforce, yet they remain one of the most underserved segments of the software economy,” said Tom Loveland, co-founder of Findd. “We built Findd to bring rigor, automation, and intelligence to the operational truth of how frontline work actually happens. Partnering with Unbundled gives us the leadership, capital, and operational playbook to capture this opportunity at scale.”

“Our customers have been telling us for years that we’re solving problems no one else can solve for them,” said Ryan Johnson, co-founder of Findd. “This investment lets us serve them better and bring that same value to thousands of companies who are still stuck managing complex labor compliance in spreadsheets.”

As agents replace dashboards, value is moving away from the UI and toward the systems that own the action layer, the proprietary data that they generate, and the compliance logic that agents need to be grounded in to act safely. The investment positions Findd to extend its leadership as the AI-native platform of choice for managing distributed, frontline workforces.

“Vertical software tied to real-world execution is where some of the most durable AI-native businesses will be built,” said Tim Keebler, Partner at Unbundled Capital. “This investment reflects our continued focus on partnering with founders building category-defining platforms in the industries that run the frontline economy.”

Unbundled Capital will support Findd’s continued investment in product development and the build-out of its go-to-market organization, with a focus on extending the company’s leadership in facility services and specialty contractor end-markets. As part of the transaction, Unbundled Capital Partner Shane Skiffington will join Findd as Executive Chairman of the Board.

“Vertical software is undergoing a sorting: smaller, nimble, AI-native companies have a structural advantage over the legacy incumbents trying to retrofit aging stacks,” said Shane Skiffington, Partner at Unbundled Capital. “Findd is exactly that kind of business – an AI-native, product-forward team building a category-defining platform for the frontline economy.”

About Findd

Findd is an AI-native workforce management platform purpose-built for frontline workers. The platform helps facility services and specialty contractor companies automate time, labor, and compliance workflows. Headquartered in Provo, Utah, Findd serves customers across the United States and Canada. For more information, visit www.findd.ai.

About Unbundled Capital

Unbundled Capital is a concentrated investment firm led by seasoned entrepreneurs, investors, and operators who understand what it takes to build a great software business. We partner with founder-led vertical software companies, providing the expertise, talent, and capital to scale beyond product-market fit to category leadership. For more information, visit www.unbundledcapital.com.

Media Contact

Marko Savic

marko@findd.io

Most cleaning companies know who was scheduled at each building tonight. Knowing who actually showed up, where, and when, takes punches that are checked as they happen: the right person, at the right building, at the right time. With that, a supervisor can fill a gap before the client notices, and payroll and billing start from the same hours.

Scheduled and On Site Are Two Different Lists

On a typical night, one office building might have night cleaners working their floors, a porter on the lobby and restrooms, a rover covering two accounts, and a floor tech stripping and waxing the cafeteria. In the same building there may be a security officer at the front desk and a maintenance tech answering a work order on the third floor.

The schedule says who should be there. Call-outs, shift swaps, a cleaner covering a second building, and a supervisor filling in for someone all happen after the schedule is written. Often the area manager only finds out the next morning, from a timecard, a text, or the client.

Who Needs the Answer, and When

The same question matters to different people at different times:

• Supervisors, during the shift, to see who hasn't clocked in while there's still time to call someone
• Area managers, across 40 or more accounts, to know which buildings are covered without calling each one
• Clients, at the QBR or after a complaint, to see who cleaned their space and when
• Payroll, every week, to pay for the hours people really worked
• Everyone on site, in an emergency, to know who is in the building

Getting the answer right protects your team too. When every punch is recorded as it happens, workers know their time is safe, and nobody has to sort out hours from memory at the end of the week.

What a Good Answer Looks Like

However you track time today, check it against this list:

• Every punch shows the person, the building, and the time.
• A punch from outside the building is flagged for a supervisor to review, so the worker still gets credit for their time.
• Supervisors see missing punches during the shift, not at the end of the pay period.
• Clocking in works in basements and buildings with no signal.
• Workers can clock in on their own phone or a shared tablet at the site, in their own language.
• Payroll and client billing start from the same hours, with nothing typed in twice.

Five Questions to Ask Your Team This Week

1. At 10 p.m. tonight, how would we know who is in each building?
2. How long does it take a supervisor to hear about a no-show?
3. When a client asks who cleaned their floor last Tuesday, how long does the answer take?
4. How many punches last pay period were entered by hand, and why?
5. Do payroll and billing start from the same hours?

Make Every Punch Show the Building

Findd customers use Findd Time and Labor so every punch is checked for the right person, at the right place, at the right time, with a selfie, liveness detection, and geofencing, online or offline. Supervisors see missing punches and overtime for their own sites on their phone, and approve time every day instead of all at once on payroll day.

Questions About Knowing Who Is On Site

Should a punch from outside the building be blocked?

Usually not. If the clock blocks it, the worker can't record time they really worked, and a supervisor has to enter it by hand later. Flagging it lets the worker clock in and lets a supervisor review it the same day.

What about buildings with no cell signal?

Choose a time system that checks and saves the punch on the phone or tablet, then sends it when there's a signal. Otherwise basements and secure buildings turn into hand-entered time.

How do we track floor techs and rovers who move between buildings?

Set up each building as its own location and have them clock in at each one, like everyone else. Their hours then land on the right account for job costing and billing.

Letting cleaners and supervisors use their own phones for work (BYOD, or bring your own device) can cost less than company phones and make a new app easier to adopt. It works when you set it up as a program: a real cost comparison, a choice for every employee, and clear rules about privacy, security, and support. Here are five common beliefs about BYOD, and what holds up in practice.

Is BYOD Always Cheaper Than Company Phones?

It's often cheaper, but it isn't free. Company phones come two ways. A device management company can source, support, and replace phones for a predictable monthly cost. Or your own team can buy and manage them, which gives you more control along with the setup, repairs, swaps, upgrades, and returns. Carriers often bundle phones into a service plan, at around $50 to $100 per device per month depending on the plan.

With BYOD, you pay employees a monthly reimbursement instead, often $5 to $25 per person. Some states require employers to reimburse employees for work use of a personal phone, so check the rules where you operate with your payroll provider or counsel. You'll also need a written policy, rules for who is eligible, and a record of what you pay.

Compare the full cost of each option over the life of a phone, including the time your office spends on it, not just the monthly line.

Will Older Employees Struggle to Use Their Own Phones?

Most of your team already uses a phone for work every day: calls and texts with their supervisor, photos of a finished floor, directions to a new site, and schedule changes. Age matters much less than having a choice and a little help at the start.

Offer two options:

• Employees who want to use their own phone can.
• Employees who would rather keep work off their personal phone use a company phone or a shared tablet at the site.

Then make the first few weeks easy:

• Ask your team which they'd prefer before you decide.
• Show the app at a shift meeting or over lunch, in each language your team speaks.
• Give them a one-page guide and a real person to call for the first two to four weeks.

When people choose how they work, the switch usually goes faster, with fewer complaints.

Can the Company See Everything on an Employee's Phone?

No, as long as you set it up that way. Work apps and their data can be kept apart from everything personal, so the company manages only what belongs to work. Common ways to do that:

• Work profiles, which keep work apps and data in their own space on the phone
• App-level management, where IT secures the work apps and not the whole phone
• Limits tied to shifts, like closing work access when someone is off the clock
• Removing work data only, without touching personal photos or messages

Tell employees in writing what the company can and can't see. Put it in the policy and go over it when they sign up, in their own language.

Is BYOD Too Hard to Keep Secure?

It's manageable when you control access to the work apps rather than the whole phone. The basics:

• Multi-factor authentication
• Conditional access, which blocks sign-ins from phones that are out of date or flagged as risky
• Minimum standards, like a screen lock, encryption, and a current operating system
• App protection, like blocking copy and paste from work apps into personal ones
• Access by role, so a cleaner sees their shifts and tasks, and only finance sees payroll

Work gets its own secure space on the phone, and the rest of the phone stays the employee's.

Will BYOD Overwhelm IT Support?

Not if you decide up front what you support. IT supports the work apps and signing in: setup, passwords, multi-factor authentication, and permissions. It doesn't support the phone itself, like carrier problems, cracked screens, or personal apps.

To keep requests down:

• Support a short list of operating system versions.
• Use a self-serve setup with a QR code and step-by-step screens.
• Publish a one-page list of what IT will and won't help with.
• Keep a company phone or shared tablet available for anyone who doesn't want BYOD.

That way, nobody on the help desk is resetting a night cleaner's personal iCloud password at 6 a.m.

A BYOD Checklist

1. Compare the full cost of company phones and reimbursement, including your office's time.
2. Check the reimbursement rules in each state where you have employees.
3. Give every employee a choice: their own phone, a company phone, or a shared tablet.
4. Write down what the company can and can't see, and share it in each employee's language.
5. Turn on multi-factor authentication and minimum device standards for work apps.
6. Decide what IT supports, and publish it on one page.
7. Plan two to four weeks of real help when you start.

Make the Choice Easy to Offer

Findd customers let each worker choose. Findd Engage, the Findd employee app, runs on any iPhone or Android phone or tablet, so cleaners can clock in on their own phone, and sites where phones aren't allowed use a shared tablet with a PIN and a selfie. Workers set up their face once and can use any phone or tablet in your company, in their own language.

Questions About BYOD

Do we have to pay employees for using their own phone?

In some states, yes, and many companies pay a monthly amount everywhere to keep it simple. Check the rules for each state where you have employees with your payroll provider or counsel.

What if an employee doesn't have a smartphone?

Give them another way to clock in, like a company phone or a shared tablet at the site. BYOD works best as one option, never the only one.

Who pays if a personal phone breaks at work?

Decide this before you start and put it in the policy. Many companies keep it simple: the reimbursement covers normal use, and IT supports the work apps, not the phone.

AI helps a cleaning or facility services company when it works from what really happened on each shift, knows your rules, and starts with a number you already track. Capture the work as it happens, give the AI your pay rules, contracts, and schedules, and pick one measurable goal, like overtime at your highest-cost buildings. Then grow from there.

Start Where the Work Happens

Most AI projects for hourly work stall long before anyone looks at a model. The work happens at 5:45 a.m. in a lobby, a loading dock, or a hospital corridor, and the record of it is often a paper sign-in sheet, a whiteboard, a group text, and a supervisor's memory. If the AI can't see what happened, it can't help anyone decide what to do next.

So the order matters. First the data, then the context, then one clear goal.

First, Capture the Work as It Happens

When time and task data is typed in after the fact, three things go wrong:

• It arrives late, after the moment to act has passed.
• It loses detail, because people summarize, forget, or tidy it up.
• Nothing can prompt a decision during the shift.

Data captured as the work happens gives you a reliable record of:

• who worked
• where they worked
• what they did
• what went wrong
• what it cost
• what happened next

A simple test: if a manager has to close the loop later by retyping notes, start here before anything else.

Second, Give the AI Your Rules and Context

Even with good data, a general AI model doesn't know your operation. It can write a fluent summary, but it won't know how your sites, roles, and union agreements work, which exceptions matter, what good looks like for each building and shift, or which client commitments can't slip.

Ask a general model to analyze your timecards and you'll get an answer that sounds right and may not be. The difference is context. Compare these two lines:

• Maria worked 12 hours on Tuesday.
• Maria worked 12 hours on Tuesday because a night cleaner called out at 1501 M Street, the contract requires full coverage, and covering the shift cost less than the missed service would have.

The second one is something a manager can act on. To get there, the AI needs the right context at the right moment, such as:

• job type and required training
• site rules and safety requirements
• schedules, pay rules, and overtime thresholds
• equipment and supplies at each site
• what each client contract promises
• what usually happens, and what changed today

Third, Start With One Number You Already Track

The best first project is a problem you already measure, where a small improvement is easy to see. Look at where you have too much of one of these:

• overtime
• turnover
• rework and re-cleans
• safety incidents
• schedule changes
• missing punches and timecard fixes
• compliance exposure

Use your own numbers and benchmarks to choose. A system that compares patterns across sites, shifts, and managers can also point to where the biggest opportunity is. Good first targets look like:

• reducing overtime by a few points
• preventing a few avoidable incidents
• cutting the re-clean you see most often
• keeping more new hires through their first 30 to 60 days
• improving schedule coverage at your highest-cost building

Before you start, write down what before and after will look like in one sentence. If you can't, pick a smaller target.

Make the AI Part Easy

Findd customers capture the work as it happens, with verified clock-ins in Findd Time and Labor and checklists with photo proof in WorkOps. Intelligent Dashboards compares sites and budgets with actual hours, and DiDi, Findd's AI assistant, uses your pay rules, contracts, and schedules to flag overtime and missing punches to the right supervisor. Managers choose what to act on, and every DiDi conversation can be reviewed by the back office.

Want a second opinion? Send our sales team your top three operational numbers (like overtime, turnover, rework, or safety), and we'll suggest where AI could pay back first.

Questions About AI in Cleaning Operations

Do we need perfect data before we start?

No. You need data that's captured as the work happens for the one problem you pick first. Start with that, and add more as you go.

Can we use a general AI tool like a chatbot?

It can help with writing and summaries. For decisions about pay, schedules, and coverage, it needs your rules, contracts, and real shift data, or its answers will sound right without being right.

Who stays in control?

Your managers. AI should point out what needs attention and suggest a next step, and a person decides what to do.

For most cleaning and facility services teams, the best way to clock in is a selfie on a phone or tablet. It confirms the right person is at the right building, it needs no special hardware, and nobody has to touch a shared clock. It works best with clear consent, an option for anyone who can't be matched, and a person who reviews the exceptions.

How Selfie Clock-In Works

When a worker arrives for a shift, they open the app on their phone or on a tablet at the site and take a selfie. The system matches their face to the photo they enrolled, checks that a live person is in front of the camera, and records the time and location with the punch. It takes a few seconds.

Why It Beats Badges and PINs

Badges and PIN codes identify a card or a number, not a person. They can be lent, lost, or forgotten, and every one of those cases turns into time a supervisor has to enter by hand. Fingerprint clocks are hardware you have to buy, mount, and fix, and some workers' fingerprints are hard to read.

A selfie works on the phones and tablets you already have, nobody touches a shared device, and every punch keeps a photo a person can check if a question comes up later.

Answer Your Team's Questions Up Front

Some employees will worry about where their photo goes. Answer that before you start, in writing and in their own language:

• Biometric data is collected only with their consent.
• It's used only for timekeeping.
• It's deleted on a fixed schedule.
• There is another way to clock in for anyone who can't be matched, reviewed by a person.

Check the biometric privacy laws in each state where you operate with your counsel, since some require written consent and a published retention policy.

What Your Clients See

Clients want to know the people in their building are the ones you assigned and trained. A verified punch with a photo, a time, and a location shows exactly that, and it's easy to share at a QBR or when a question comes up.

Paying for the Time People Worked

Rounding and hand-entered time make pay less exact, in both directions. With verified punches, you can pay to the minute, and workers can see their time was recorded correctly.

A Checklist for Rolling Out Selfie Clock-In

1. Write a short consent form and a retention policy, and have your counsel review them.
2. Translate both into every language your team speaks.
3. Decide how workers without a smartphone will clock in, like a shared tablet at the site.
4. Set up each building as its own location.
5. Decide who reviews exceptions, and how quickly.
6. Show the app at a shift meeting before go-live.

Make Every Punch Easy to Trust

Findd customers use Findd Time and Labor for selfie clock-in with liveness detection and geofencing. Face matching happens on the phone or tablet, so it works online or offline, and every punch keeps a photo that a person can review. Sites where phones aren't allowed use a shared tablet with a PIN and a selfie.

Questions About Selfie Clock-In

What if the app can't match someone's face?

The punch should still be recorded and flagged for a supervisor to review with the photo attached. The worker gets credit for their time, and a person makes the call.

Do employees need their own smartphone?

No. A shared tablet at the site works too, with a PIN and a selfie.

What laws apply to facial recognition for timekeeping?

Several states and provinces have rules for biometric data, like written consent and a published retention schedule. Check the rules where you operate with your counsel before you start.

Managing by exception means letting every employee clock in and out, even when something is off, and flagging the unusual punches for a supervisor to review. Supervisors spend their time on the few timecards that need a look, instead of checking every one or entering time by hand. It's faster for workers and more accurate for payroll.

Two Ways to Run Time

In an episode of Findd's Finding Solutions channel, Tom, Parker, and Ben compared two ways of handling time.

With a gatekeeper approach, the clock stops a punch that doesn't fit: the wrong location, an early arrival, a face it can't read. The worker can't clock in, so a supervisor enters or edits the time by hand later. Every hand entry is extra work, and harder to check afterward.

With management by exception, the punch goes through and is marked for review. The worker starts on time, the record shows exactly what happened, and the supervisor decides what to do with it.

What Counts as an Exception

Exceptions are the punches and timecards that don't match the plan, such as:

• a punch from outside the building's geofence
• a missing clock-out
• a late or early start compared with the schedule
• a missed or short meal break
• hours over your overtime threshold
• a face match that needs a second look

Everything that matches the schedule and your rules can be approved without anyone touching it.

Why It Helps

• Workers clock in and get to work, even when something is off.
• Supervisors review a short list instead of every timecard.
• Payroll gets fewer hand-entered changes and fewer surprises on payroll day.
• There's a clear record of every change: who made it, and why.

Where AI Fits

A short list of exceptions is also what makes AI useful. AI can spot patterns in that list, like a building where clock-outs are often missing, and suggest who should look at it. A person still decides what to change.

How to Start

1. Write down the exceptions you care about, and the threshold for each.
2. Decide who reviews each kind, and how quickly.
3. Let punches through and flag them, instead of blocking them.
4. Review exceptions every day, not once at the end of the pay period.
5. After a month, look at which exceptions come up most, and fix the cause.

Make Exceptions Easy to Handle

Findd Time and Labor checks every timecard against the schedule and the thresholds you set, approves the ones that match, and sends only the exceptions to a supervisor. Employees get alerts about missing time and can add it themselves for their supervisor to approve, and managers can approve exceptions by replying to an email from DiDi.

Questions About Managing by Exception

Won't flagged punches let mistakes through?

No. Every flagged punch is reviewed before payroll, and the record shows what happened. Blocking a punch usually leads to time entered by hand, which is harder to check.

How many exceptions should a supervisor expect?

It depends on your rules and your sites. If the list is long, look for the most common cause, like a geofence that's too small, and fix it.

Who should review exceptions?

The supervisor closest to the work, every day. Payroll then reviews only what's still open before the deadline.

People stay longer when they're paid correctly and on time, and when the office has time to help them. A time system that's easy for workers and accurate from the start cuts the hours your payroll team spends fixing timecards, so they can spend that time on your employees.

Turnover Starts in Small Places

Retention is hard for cleaning and facility services companies of every size. Pay, schedules, and supervisors all matter. So does something that's easy to overlook: a paycheck that's wrong, or a question about hours that takes a week to answer.

When the time system is hard to use, the office spends payroll week fixing timecards instead of answering questions, onboarding new hires, or following up with someone who's thinking about leaving.

What Payroll Week Looks Like Today

Getting pay right builds trust, and every payroll manager knows it. Time data matters for more than pay, too: job costing, client billing, compliance, and decisions about each building. When the data is pieced together at the last minute to meet the deadline, all of those suffer, and leaders may be making decisions from numbers that aren't right.

What Changes With a Better System

When workers clock in easily and supervisors fix mistakes as they happen, the data is ready when payroll starts. Payroll can be done by mid-morning, and the rest of the day goes to the people who work for you.

What to Look For in a Time System

• Easy for workers: they can clock in on their own phone or a shared tablet, in their own language.
• Accurate: every punch shows who, where, and when, and supervisors can fix mistakes from their phone.
• Daily approvals: supervisors approve time each day, not all at once on payroll day.
• Connected: it sends payroll-ready hours to your payroll system, with no retyping.
• Helpful to workers: they can see their hours, request time off, and fix a missed punch themselves.

Take the time to compare a few and talk to companies like yours that use them.

How Findd Customers Handle It

Findd customers use Findd Time and Labor so workers clock in with a selfie on any phone or tablet, in their own language. Supervisors see missing punches and overtime for their own sites and approve time every day, and payroll-ready hours go straight to the payroll system.

Questions About Time Tracking and Retention

Does time tracking really affect retention?

Indirectly, yes. Accurate, on-time pay builds trust, and an office that isn't buried in timecard fixes has more time to help employees.

What's the first thing to fix?

Start with whatever causes the most hand-entered time, like missed clock-outs or a clock that doesn't work without a signal.

Will workers use a new app?

They will if it's easy, works on the phone they already carry, and speaks their language. Show it at a shift meeting and give them someone to call for the first few weeks.

Hourly employees can do more of their own time management than most companies ask of them. Give them three things to own: clocking in on a system that records time accurately, reviewing their own timecard, and requesting time off in the same app. Supervisors and payroll spend less time fixing records, and employees feel trusted to manage their own work.

Engaged Employees Stay Longer

In cleaning, construction, and other hands-on industries, it's easy to treat hourly work as a set of tasks and nothing more. With a tight labor market and rising labor costs, that's expensive. People who have a say in how they work, and the tools to do it, are more productive and more likely to stay.

Time is a good place to start, because every employee deals with it every day.

1. Let Employees Record Their Own Time

Most companies either ask employees to write down their hours, or ask supervisors to do it for them. Both are hard to get right. People round to the nearest hour, forget when they took a break, or fill in a week from memory. Supervisors who enter time for their team are doing them a favor, but they're also doing a job that takes them away from the work.

Hours that aren't recorded accurately also throw off job costing. A building you think is profitable may not be, and one you're ready to give up on may be doing fine.

A better approach is a time system that records who, where, and when automatically, as the employee clocks in. The employee does it themselves, the record is accurate, and nobody has to argue about it later.

2. Ask Employees to Review Their Own Timecard

With a mobile time system, checking your own timecard takes a few seconds a day. Mistakes caught early are easy to fix, and they never become a paycheck problem.

Ask employees to review their time daily or weekly, and supervisors to approve their team's time every day. Payroll gets cleaner data, fewer prior-period adjustments, and fewer disputes.

3. Handle Time Off in the Same App

When time off lives in a separate system, or on paper, requests get lost and shifts go uncovered. Since employees and supervisors use the time app every day, it's the natural place to request and approve time off, and to check leave balances.

A Simple Plan to Start

1. Move clock-in to a system that records who, where, and when as it happens.
2. Turn on alerts for missing punches, so employees can fix their own time.
3. Ask supervisors to approve time every day.
4. Move time-off requests into the same app.
5. Show the changes at a shift meeting, in every language your team speaks.

Give Your Team the Tools

Findd customers use Findd Time and Labor so employees clock in with a selfie on their own phone or a shared tablet. If they forget to clock out, the app lets them submit the missing time for their supervisor to approve. Employees request time off and check their leave balance in the same app, and supervisors approve it all from their phone.

Questions About Employee Autonomy

Won't employees make more mistakes if they manage their own time?

Not with a system that records time automatically. Employees fix what's missing, and a supervisor approves every change.

What's the role of the supervisor?

Supervisors approve time and time off every day, and spend the rest of their time on the work and the people, not on data entry.

Where should we start?

Start with clock-in. Once time is recorded accurately as it happens, reviewing timecards and requesting time off follow easily.

It’s hard not to have heard, but Apple has released the iPhone X and ushered in the year of consumer facial recognition via its latest handset.

Due to the popularity of facial recognition, it begs the question: What about using facial recognition for time tracking?

The reality is that facial recognition time clocks have been around for many years. For the most part, they are proprietary hardware clocks. However, a new crop of so-called ‘software clocks’ are making facial recognition possible on any device and making biometrics suitable for both Android and iOS devices.

Facial recognition is especially suitable for time tracking solutions. The problem with all biometric time tracking solutions occurs when an employee is attempting to punch in and the system doesn’t recognize them.

Because facial recognition images are reviewable by people, a biometric time clock using facial recognition can allow a punch even in the rare case it can’t recognize the employee. An administrator can review the exception and ensure it is the correct employee. This allows your employees to get to work quickly, without the headache of a system that may or may not recognize them 100% of the time.

Finally, facial recognition works on the broadest variety of devices, since these days cameras are everywhere. All tablets and smartphones running Android or iOS now have front-facing cameras, allowing you to use inexpensive devices as time clocks.

A company is dependent on its employees. Not every employee has the same level of importance but they are all important in one way or another to the smooth and successful functioning of the company. The question is how do you keep them all happy and get their best efforts all of the time? The answer is you can’t. There are always going to be things like sick kids, traffic, or just a bad hair day that will prevent your workers from giving their best efforts. However, there are things you can do to ensure that you are not adding to these struggles.

The following are 5 ways you can improve the environment and work ethic in the workplace.

1. Improve the lighting: Working in dim lighting causes fatigue and even headaches from straining your eyes too long. It is also unsafe to operate any big or heavy machinery in improper lighting due to the increase in risk of injury. Additionally, while working in low lighting can sometimes be relaxing, it tends to wear on the mood producing a depressing feel when instead, you want to be supporting a bright and energetic glow to the area.
2. Encourage open communication: By keeping everyone looped in, not only are you building team communication skills but you are leaving no room for mistakes or errors that come from too little or bad communication. If you keep your employees in the loop, so that they understand both the successes and failures of the company, you will find they are more involved and motivated to enjoy the successes but also work harder to avoid the failures.
3. Trust your employees: If your employees feel like you trust them they will feel more confident in their work and in their skills. Trusting your workers is key to workplace atmosphere. Make sure you hire people you can trust, not people you feel like you have to constantly watch over their shoulders. However there are always going to be dishonest people no matter what you do. So instead of consuming all your time feeling like to have to watch them it’s worth it to invest in a system that can track their hours, location and even what they are working on. It’s also a way for them to track their own goals and time more easily. While some people work best under pressure, no one likes feeling like you are watching and judging their every move. Make sure your expectations are clear then give them the space to do their best work.
4. Routinely check to make sure the workplace is clean and in good repair: Nothing is worse than getting to work and there’s a disaster you have to take care of before you can even begin work or you find that the air conditioning isn’t working. Not only are you uncomfortable but it’s hard for you to concentrate on your work as sweat drips down your back. You want your employees focused on their jobs and not on the overflowing garbage bins, the 3 month old spaghetti with new green meatballs appearing everyday in the fridge, or the microwave that has turned into a decoration instead of an appliance forcing everyone to eat cold leftovers. By keeping the space where they spend most of their day in good repair your employees will feel more appreciated and important to the company.
5. Don’t keep them away from their friends and family longer than you have to: As much as your employees love you and love working (ok, maybe love is a strong word here), they love being home with their families a lot more. Even though they seem fine when you ask them last minute to work late, they are silently cursing you in their heads. Same thing goes for the super fun work parties you plan. If you plan a work party, invite the wives and husbands to come, and on occasion make it kid friendly and invite the whole family. That way they are still getting the family time they’ve been wanting all week and you are getting extra brownie points for those occasions when you do have to ask your workers to stay late.

Most people are a sucker for a compliment. If your employees feel as if they are appreciated and you are taking notice of their work they will be encouraged to keep producing great results in the future.

Your employees are the difference between success and failure. Happy employees are productive employees, so why do you let your organization’s policies make your employees upset?

Studies show that contentment at work leads to greater productivity (by as much as 20%) and increased retention over the long term. No matter what the industry, from general temp staff labor, janitorial, remote workers, to programmers and CEOs, if the employee isn’t happy they aren’t engaged. If they aren’t engaged, their work suffers and the likelihood that they will leave your organization increases. It is critical that your company makes every effort to unlock the secrets to make your employees happy.

If your organization is doing any of the following 3 things, stop it. It makes your employees cranky!

1. Not communicating the end from the means.

Yes, work is work. Not all work is glamorous and it’s hard to enjoy every job. But every job can be fulfilling if the worker feels like they are part of a greater purpose. Effective leaders successfully communicate the vision of the company. Good supervisors command respect by explaining how every single employee’s role is important to fulfill that vision. If an employee knows their work matters, this understanding will translate to greater performance.

2. No self-direction allowed!

There is good data that show employees that feel some autonomy in directing their work perform at a much higher level. In fact, most employees value autonomy more than they do money. One great example of this is Starbucks. Did you know Starbucks gives their managers freedom to organize the store the way they feel is best to serve their customers? They also let employees have some personal choices in what to wear. It is no coincidence that they call their employees “partners”. Look for opportunities in your company to give workers personal freedom. Where possible, foster an environment of accountability while at the same time allowing creativity for your employees to solve their day to day challenges using their own methods. You may find that your people working the front lines have some of the best and most effective ideas to improve your business and solve the problems they and your customers encounter every day.

3. Unfair time tracking policies.

Are you upset when an employee leaves at 4:45pm, but marks down 5:00pm on their timecard? How about when they are 20 minutes late and have their buddy punch them in? Just like you don’t like employees rounding or stealing time from you, this goes both ways. Some companies will round in their favor for each punch. If an employee shows up 6 minutes early to work, they will round up to the hour. If they stay 7 minutes late, they round down to the hour. Other times they will require an employee to begin work 10 minutes before they are able to use the time clock to punch in. Betrayal is one of the strongest human emotions and expecting your people to track their time accurately to the minute and not returning the favor makes for grumpy workers (not to mention, this rounding practice and requiring employees to work before punching is illegal in the USA and many other countries). In short, the best policy is transparency. Find a time system that is easy for your people to use and doesn’t compromise accuracy. Just get the correct time in the first place and there are no arguments or feelings of hypocrisy.

While management is the brain of a company, the employees are its hands and feet. A company won’t survive or at the very least grow without its employees. This is why if a company keeps on losing employees at a steady rate, it can have severe implications for your business.

Replacing employees is costly. You need to spend resources, not only on finding suitable replacements but also on advertising your job vacancy, training, and onboarding process. You also lose money to possible mistakes newbies make on the job and also to lost opportunities and productivity. According to a Center for American Progress study, you lose 16.1% of the employee’s salary for jobs paying $30k or less annually when you find a replacement for that person. Focusing on keeping your employees happy enough to stay with you is a much better option than finding replacements for those who quit. A high staff turnover rate is a problem to be addressed promptly. But why do employees leave even when they know that competition for work out there is tough?

Why Employees Leave

Here are some factors that drive employees away:

1. Stagnation

Employees join the workforce with dreams of progressing through the ranks and getting a higher position in the company. Those who have this ambition are often the most motivated ones at work but they are also the first ones to leave if they do not see opportunities to grow within the company. Having a clear career ladder or structure for advancement will keep your dedicated employees motivated. The promise of a higher position and a bigger salary, if they work towards their goal, will encourage them to stay with the company.

2. Overwork

Stress is experienced in all types of work but long-term stress and job burnout are a different story. Assess your staff’s workload, skill match, and work hours. An article on Lifehacker claims that 52-minutes of work, with a 17-minute break, is the ideal productivity schedule. Discourage overtime and stick to the 8-hour workday.

3. Vague Direction

When a company has no clear direction, it makes employees feel less secure. Employees look for stability in a company. If they sense that the company can possibly go bankrupt because of lack of direction, they will start to look somewhere else.

4. No Culture of Accountability

Accountability is an important factor in any relationship, including that of the employee and the company. Employees need to know that they can rely on you to give them a fair assessment of their work, to recognize their achievements, and to promote them and raise their salary when they deserve it.

Workers also want a trusting environment that empowers them to voice their ideas and make decisions on tasks related to their job. Managers should learn to listen to their staff and their opinions – they may surprise you with the solutions to some of your biggest problems. Instead of merely dictating what to do, true leaders will guide their staff on how to make sound decisions.

Motivated and thriving employees propel a business forward. If your employees are leaving, it’s time to rethink your culture, actions, and policies and make necessary changes before it’s too late.