Free decision diagnostic for founders and managers
Answer a handful of short questions and get an honest read on what to do first — develop someone, move the work, fix the process, use AI, bring someone in, recruit, or wait. No account, no setup, and no route is the default.
Free. A few minutes. Your answers stay in your browser until you choose to keep them.
Start from what's on your mind
Or describe it in your own words on the next screen.
Ask · Think · Diagnose · Recommend · Act
The diagnostic asks what you are trying to work out, thinks through the handful of questions that tell the routes apart, and tells you which fits the evidence — and what it would need to know to be surer. If you want to go deeper, the full product maps the team behind the decision.
Step 1
Record what the team is for, who is in it, what each person owns and where capability actually sits.
Step 2
See what is thin, overloaded, unclear or dependent on one person — described in plain English from what you recorded.
Step 3
Look at the credible routes side by side, with the trade-offs in speed, cost, control, effort and risk.
Step 4
Choose a route, record why, set an owner and a next action, then revisit it when you said you would.
Questions managers ask us
Each one has an honest answer, including the cases where the answer is don’t. Read it first if you would rather think before you click.
Every problem has more than one answer
The diagnostic weighs every route against what you tell it — including specialist support for a defined stretch — and says which fits, which is also credible, and which it would not start with. The examples below are illustrative; yours come from your own answers.
Someone in the team is close to being able to do this. Grow the capability you already have.
For example: A support lead already writes the monthly client report with help. Two coaching sessions and a template make it theirs.
The capability exists but sits in the wrong place, or with one person. Move ownership.
For example: Three of the team's five critical responsibilities sit with one analyst. One moves to a colleague who already does the adjacent work.
The work is harder than it needs to be. Change how it flows before adding anyone to it.
For example: Invoice queries take four days because they bounce between two inboxes. One owner and one queue removes most of the delay.
A person stays in charge and uses AI to move faster on drafting, summarising or checking.
For example: First drafts of client updates are written with AI from the notes the account manager already keeps, then edited and sent by them.
A defined, repeatable process runs with AI doing more of the steps, inside boundaries you set.
For example: Weekly data pulled from three systems into a checked summary, with anything unusual routed to a person instead of auto-sent.
A defined piece of work or a temporary need. Bring in a freelancer, consultant or specialist for a stretch, and plan how the knowledge comes back.
For example: A product launch needs pricing expertise for three months. A specialist owns it, writes the playbook, and hands it back.
The work matters but does not need to live in your team. Buy the outcome from someone else.
For example: Payroll processing stays essential but stops being something the operations team builds expertise in.
The work is well defined and can run in another location, with hand-offs and time zones planned for.
For example: Overnight ticket triage runs in another time zone, with a written hand-off and a clear escalation rule.
The need is durable, sizeable and central to the team. Bring in a new person for a clear reason.
For example: Delivery ownership has been unowned for two quarters, is central to the team and would still be needed next year.
A legitimate answer. The gap is real but not pressing, so record it and set a date to look again.
For example: Reporting will need to be automated eventually, but not before the new system lands in the autumn. Revisit in October.
Describe what is happening in your team in plain language. MyTeamGPT points at what the evidence supports and what it does not, tells you what it would need to know before its view could change, and leaves the decision with you.
You
We have grown quickly and projects keep running late.
MyTeamGPT
Delivery ownership looks unclear rather than under-resourced. Moving ownership or tightening the process would be faster and cheaper to try than recruiting — and you would learn whether a role is really needed.
Comparing the routes
Illustrative example. Your comparison is built from what you record about your own team.
Questions we answer
Sometimes. Whether a hire is the proportionate answer depends on how durable the need is, whether anyone owns the work today, and what a new person would actually add.
Start by finding out whether the overload is volume, design or ownership. Each has a different fix, and only one of them is more people.
Usually the process first, because it is cheap to try and tells you how much of the load is design rather than volume. Sometimes both.
Often, but the useful question is where. AI that helps a person draft, summarise or analyse is a different decision from AI that runs a process.
If it is repeatable, frequent, low-judgement and written down, quite possibly. If any of those is missing, fix that first.
Reduce the fragility before it becomes a crisis: write the work down, develop a second person, move adjacent work off them, or decide it is acceptable for now with a date to look again.
Familiar situations — growing but unsure whether to hire, too much sitting with one person, repetitive admin eating the week — handled properly.
MyTeamGPT exists to help you understand what you already know, not to replace your judgement. Every recommendation shows the reasoning and the evidence behind it, and you can disagree with any of it.
The recommendation is made before any commercial option is considered. The rules that decide what to do cannot see a provider, a fee or a service — that is enforced in the code, not promised in a policy. Which is why the answer is sometimes don’t hire, don’t automate, don’t build an agent, don’t buy anything, or wait. Those are real results here, not disclaimers.
It does not make employment decisions, does not rank people against each other, and makes no legal or compliance guarantees. Those responsibilities stay with you.
MyTeamGPT is operated by Humand Talent Limited. The recommendation is produced by the same rules for everyone. It is not changed by what Humand Talent Limited or any partner might earn from it, and no route is favoured because it is commercially useful to us.
Every recommendation shows what it is based on and what would change our view. No scores, no percentages.
Disagree, change the assumptions, or set a recommendation aside.
No automated employment decisions, and no ranking of individuals.
Outcomes, responsibilities and capability — not personality labels.
A few questions, an honest read, and a first step you can take on Monday — before you commit to anything.