How it works
What happens after you ask?
It starts with your message. Depending on what you ask and the access you have, SANDR can look through the records, draw on hospitality knowledge and prepare an answer or a piece of work.
For some changes, she’ll ask for your approval. You can look at what she used, what she did and whether it helped. Let’s walk through it.
On this page
How it goes
Five steps, one request.
Your request
She works out what you’re asking.
“Explain what this means.” “Compare these figures.” “Make a briefing from this.” Use your own words. SANDR follows the conversation, so you don’t have to repeat everything.
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Sometimes what you’ve already discussed is enough. For a question about your records, she’ll need to look them up. To change a plan, she’ll need to act in the app. You choose how much she can do in one answer through Performance: Auto, Quick, Context or Deep. Quick suits a short question or some writing; Deep gives bigger work more time and several steps.
The facts
She looks at what you already know.
When you ask about your business, SANDR looks through the venue records, files, reports, check-ins, plans, tasks and earlier conversations she can access. She reads the source itself, rather than just the search snippet. Where she can, she adds a reference so you can look for yourself.
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What’s available depends on the chosen venue, the sources switched on and your access. A business record isn’t automatically available to every conversation.
If you’re unsure, ask: “What’s that based on?” It helps you see what’s known and what’s still a guess.
A second point of view
Managers see one side of the business. The people working on the floor and in the kitchen see another. Through Frontline, they can share what they notice about prep, handovers, training or equipment. Management only receives what the employee has read and approved.
If several people notice the same thing, it’s worth a closer look. One person’s account can deserve attention too. That doesn’t tell you what caused the problem, but it helps you choose where to start looking. The employee decides what to share from their private conversation.
What comes first
She works out what comes first.
Say the kitchen falls behind every Friday. SANDR helps you look at what might be behind it. Is something being missed in the handover? Is prep starting too late? She compares situations like these with hospitality knowledge that includes practical steps, checklists and ways to see whether a response helped.
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Then it’s easier to decide what to try first. Sometimes that means a clearer handover before another round of training.
It’s a possible explanation to check. If the figures disagree or there’s nothing to compare against, SANDR should say she’s unsure. The first job is then to find out what’s still missing.
Example: every decision still comes back to the owner
The manager handles service well, but still calls the owner about suppliers, staff requests or urgent spending. Look at where those decisions get stuck. Does the manager need more knowledge or information, or is it unclear what they can decide themselves?
You can start with one responsibility. Agree what the manager can decide, what they need to know and when you’ll look at how it’s going together. Then check whether decisions are moving without the owner and whether the agreed limits are holding.
Something to use
Something to work with next.
Sometimes you need a briefing for tomorrow’s team, a comparison, a checklist, a calculation or a file for a meeting.
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You can ask SANDR to show the figures and assumptions she used, and what’s still missing. It makes the result easier to check and adjust.
When you upload a file, ask what she read. Uploading it alone doesn’t mean every page has been reviewed.
Check back
She remembers what matters, and checks back.
You can return to earlier conversations, summaries, saved work and memory without telling the whole story again. If SANDR can’t find something, she should say so.
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It’s worth coming back to the result too. You’ve finished the work, but have things improved? That’s a separate question.
Note what helped, what didn’t and what’s too early to judge. Next time, you can carry on from there.
She uses tools, one step at a time.
For a bigger request, SANDR breaks the work down: she uses a tool, looks at what she’s learned and decides what to do next. She can only use tools that fit your access and your request.
For example, she might find a report, read it, compare it with last month’s check-in and prepare a draft response. You can see the work moving: what she’s looking for, what she’s comparing and which file she’s preparing.
You decide what changes.
Ask her to update a task, record progress or move a calendar item, and the app checks your permissions just as it would if you did it yourself. SANDR can’t bypass that check.
If an action needs your approval, she waits. Afterwards, you can see what was done. Where it can be reversed, there’s an undo button.
- What SANDR suggested.
- What you approved.
- What actually changed.
Talk instead of typing.
When talking is easier, use your voice to work through a question, dictate a note or answer Check-in questions as you walk the floor. The same access and approval rules apply.
The things that are hard to remember by ear stay in writing too: tables, documents, completed work and what’s still waiting. Voice comes with the paid plans. If you only want to dictate some text, that uses fewer credits than a live conversation.
Want to go a little deeper?
The USOOSR paper explains more about the method SANDR draws on. Or open the B207 example to follow one response from start to finish, with its practical tools.
Questions people ask
Can SANDR actually do things, or just answer?
She can answer and act. With the right access and tools, she can find information, compare figures, prepare a document or update work in the app. Where your approval is needed, she waits for it. You can see what she’s done.
Does every message use tools?
No. A simple chat can use what’s already in the conversation. Look-ups, calculations and changes use tools, and only when your access and the Performance setting allow it.
Can managers read employees’ private chats?
No. A Frontline conversation stays private. Managers work from summaries the employee has read and approved, not from the conversation itself.
What’s on your mind this week?
Try the demo, or apply for the 60-day guided beta and start with a real situation from your business.