ABC Sales AI logo
← All systems

Here’s what would solve your problem

AI Quality Audit and SOP Compliance System

Quality that holds when you are not in the room.

Everything runs properly only when you are around, and the second outlet never runs like the first. We write your best people's way down as the standard, AI checks every conversation against it, and your managers coach from what actually happened.

Book a free strategy callSee how it works
Kong Ming uses a magnifying glass to compare a conversation with the team’s SOP manual, preparing evidence for human coaching.
  • SOP writtenfrom your best person
  • Chat checked4 of 5 steps met
  • Manager coaches15-min weekly review
  • Your best people: written down as the SOP
  • Every chat checked: without you reading it
  • People decide: AI never disciplines
Would this help your business? Explore its potential value.

About 70 seconds: how the SOP Auditor works, with real product screens. Sound on.

The owner becomes the only auditor.

You read chats yourself to check how staff handle customers. The same mistake comes back every month. Big companies hire internal auditors for this. Small ones make the owner do it, forever.

Why this matters

Quality drops the moment you are not in the room, and the second outlet never runs like the first. Nobody audits the standard, so the same mistakes repeat, the reviews slip, and you stay the only person who can fix anything.

The familiar problem

Today

The standard lives in your head

5 hours a week reading chats yourself

  • Each person follows their own version
  • You spot the same gap and explain the same fix
  • The second outlet runs differently

What we put in place

With the system

A written standard, checked daily

15 minutes a week reviewing a report that is already written

  • One SOP, built from your best person
  • Every conversation checked against it
  • Coaching based on what actually happened

Nobody audits the standard. So the second outlet never runs like the first.

Sample data

Illustration of owner time, not a client result.

Write the standard. Check the work. Coach. Improve the standard.

  1. Step 1Find what worksWe study how your best person handles real conversations and write it as your SOP.
  2. Step 2Agree the criteriaYour senior staff design what gets checked, and we calibrate on real chats together.
  3. Step 3AI checks every chatEach conversation gets a score, the evidence, and one coaching point.
  4. Step 4Weekly review, one metricA manager reviews the report. If the metric does not move, the SOP changes.
Read the full approach

We make AI your internal auditor. Your best performers become the written standard, conversations are graded against it, staff see their own score and coaches themselves, and when following the SOP does not move the numbers, the SOP itself gets changed.

Inside each step

What you see at each stage.

01Chapter

Your best person's way becomes the SOP.

No SOP yet? That is the first thing we build. We compare what your best performer does with what everyone else does, and write the difference down.

So a new hire is trained to your standard from day one.

Real screen, sample data

A WhatsApp enquiry SOP written from the best performer's chats: five steps, each with why it works
Written from your best person · Your team reviews it
See the setup behind this: Your best person's way becomes the SOP.

We do not even have SOPs. Where do they come from?

Your real SOP already exists. It is inside your best performer. Nobody wrote it down.

1. Best-performer discovery: we work in reverse

We mine what your best people actually do, in real conversations and real work: what works, what does not, and why. Then it becomes your written SOPs: clear, practical, in your language. The document your business has needed for years.

The standard comes from your best people. So it is provably achievable.

02Chapter

The criteria belong to your team.

Your senior staff decide what gets checked. We grade a few real conversations together until the scores agree, so it is their standard being upheld.

So staff defend the standard instead of resisting it.

Graded together until the scores agree

  1. Your senior staff
  2. Real conversations
  3. One agreed scale
Kong Ming and a colleague mark the same record and compare their notes.

Workflow illustration

Senior staff mark the same few real conversations alongside us, until everyone reads the criteria the same way.

See the setup behind this: The criteria belong to your team.

How is it enforced without me micromanaging?

People do not resist standards. They resist standards done TO them.

2. Grading designed with your senior staff

The criteria are co-designed with you and your senior people, so it is their standard being upheld. Grading is transparent: staff see their own score, understands the gap, and coaches themselves. Top performers get recognized and rewarded.

The standard belongs to the team. So the team defends it.

03Chapter

Every conversation is checked, with the evidence.

The AI matches each chat against the agreed criteria and quotes the exact message behind each result. Staff can see their own feedback.

So coaching starts from what happened, not from a feeling.

Real screen, sample data

Conversation check for one staff member: the chat transcript, each criterion marked met or not met with the quoted evidence, a score and one coaching point
Evidence for every result · One coaching point
See the setup behind this: Every conversation is checked, with the evidence.

How does grading actually happen?

Evidence, not impressions. Conversations as they happen, not a monthly spot-check.

3. Recording where the work already happens

Real behavior gets captured where it already lives: the conversations and workflows your business runs on. The AI grades continuously against the agreed criteria, every day, without anyone standing over anyone.

An internal auditor that never sleeps, never quits, and grades everything.

04Chapter

A weekly report, and one metric watched until it moves.

One short review puts the week in front of your manager: scores per person, the step most often missed, and the agreed metric against its week 1 baseline.

Team follows SOP → Metric flat? → Change the SOP → Test again

So the standard gets sharper every quarter.

Real screen, sample data

Weekly quality report: chats checked and average score per staff member, the most missed step, the metric against baseline and a suggested coaching focus
Most missed step · Metric vs baseline
See the setup behind this: A weekly report, and one metric watched until it moves.

Who has time to read all this?

The report writes itself. Your job is one short weekly review.

4. Automated reports, the weekly rhythm, and incentives that ride on it

Grading runs continuously, the report writes itself, and a weekly rhythm puts it in front of you or your manager. Rewards ride on the audit, and we hand you the exact words to introduce it to your team: we found what our best people do, and we reward everyone who does it too.

Fifteen minutes a week, and you can see your whole operation.

What if the SOP itself is wrong?

Most consultants defend their SOP. Ours is designed to be improved.

5. The recursive loop: the standard that upgrades itself

One metric and its baseline, agreed in writing in week one: consistency, sales, or reviews. If the team follows the SOP and the metric still does not move, the SOP is wrong: we change it and re-test. Quarter after quarter, your standard gets sharper.

Not just enforced quality. Compounding quality.

Illustrative example

Will my staff feel spied on?

Not when it is built as coaching.

Resistance comes from a bad rollout, not from the tool. How you introduce it decides whether your team sees coaching or policing.

A worked example to explain the setup, not a customer result or a product screenshot.

Agreed criterion
Before ending a call, confirm the next action and when it will happen.
Recorded excerpt
“I will send you the quote.”
Coaching note for review
Timing is not stated in this excerpt. The manager checks the full conversation before discussing how to confirm the next step more clearly.

Feels like surveillance

Hidden rules, scores used to punish, the owner decides alone.

People hide mistakes instead of fixing them.

Works as coaching

“We found what our best people do, and we reward everyone who does it too.”

Criteria built with the team, staff see their own score, a person reviews before anything touches an incentive.

BusinessWork that gets checkedOne example criterion
Clinic or salonWhatsApp booking chatsOffers two specific slots before ending the chat
Sales teamRecorded sales callsConfirms the budget before recommending a package
Restaurant groupReservation and complaint chatsApologises and offers a fix in the first reply
Tuition centreParent enquiry callsBooks a trial class before the call ends
Service companyQuote follow-upsStates the next step and when it will happen

Examples

Example criteria by business type. Yours are agreed with your team.

An excerpt supports a question for review, not an automatic judgement about an employee.

A standard, a review routine and a team that knows how to use them.

The agreed work covers SOP discovery, assessment criteria, recording setup, reports and rollout guidance. You provide the incentive budget and retain performance and disciplinary decisions.

What you get

  • Written SOPs and criteria agreed with your team
  • Conversation assessment, coaching points and weekly reports
  • Recording setup and guidance for introducing the process

What we need from you

real access to how your best performers work, your senior staff's time to co-design the criteria, the fifteen-minute weekly review, and the decision maker at the working meetings.

Timeline:

the standard is discovered and written first; grading calibrates over the first weeks, then runs on its own.

Not included:

staff incentive budgets (yours, agreed during design) and disciplinary decisions, which stay yours. Not included on any system: WhatsApp, LINE or other messaging fees and credits, ad spend and ad management, and your other apps' subscriptions or API fees.

What is included
  • Best-performer discovery and your written SOPs
  • Conversations matched against the SOP from the transcript, hosted by us, with a score and coaching per person and a weekly average
  • Grading criteria co-designed with your senior staff, with calibration
  • Recording set up where the work already happens
  • Automated reports on the weekly rhythm, and the incentives that ride on them
  • The rollout script for your team

What you get

  • Written SOPs built from your best people
  • Conversations graded without you reading it
  • Staff who coach themselves off their own score
  • Quality that holds when you are not there

By yourself

Watch your best people for weeks, write the SOPs, design a fair grading rubric, listen to every call and read every chat, score them, and hold the weekly review yourself, forever.

With us

Real access to how your best performers work, your senior staff's time to co-design the criteria, the fifteen-minute weekly review, and the decision maker at the working meetings.

How we deliver it

Every install is the deployment of an AI system into your business, delivered as a service. In the categories IRAS uses for qualifying AI business services, the work is:

Consultancy and strategy
The business expert work above: the mapping, the definitions, the copy and the working sessions.
System development
The AI and system configuration above: the AI Employee, AI Manager and platform capability switched on and wired to your business.
Data and analytics
The data mapping and checks, plus any reports, briefs or alerts included in the agreed scope.
System-related training
Handover and training so your team runs it without us.
Already on ABC Sales AI?

Guided Launch set up one workflow with you, a first version built to get your first win, so what you already have depends on the one you chose. Typically:

Onboarding gave you

nothing that touches quality management.

This adds

Quality that holds when you are not there, and new hires trained to your standard: your SOP built or refined with you, conversations matched against it from the transcript, a score and coaching for each person, a weekly average that drives the bonus or the penalty, and one metric watched until it moves.

Agree the work before you decide.

Your consultant agrees the outcomes, scope and delivery checks with you, explains the investment, and provides a quote for your business.

Most clients are surprised that the written SOPs alone justify the engagement.

Book a free strategy call

Runs on your ABC Sales AI platform subscription. If you came through Guided Launch, you already have it.

We review your booking tools, POS, payment system and customer records during discovery. Your proposal identifies the connections we can build, the access they need and how we will test the agreed workflow.

We are a Singapore company. Can we claim this under the EIS 400% AI tax deduction?

Singapore company? Install work like this is generally the kind of AI spend the EIS 400% deduction covers for YA2027 and YA2028: up to about 51 cents of extra tax saving per dollar over a normal deduction, at the 17% headline rate. No pre-approval: when the work is completed and accepted we send the claim documents, and your accountant adds it to your normal return. Forward our accountant page, and confirm your own eligibility with your tax advisor.

Built with your team, improved until the metric moves

We build the standard with your team and keep improving it until your metric moves. The SOPs stay yours.

Our commitment and what you keep

In week one, we agree one headline metric and its baseline, in writing: consistency, sales, or reviews, your pick. System live, team graded weekly. If the team follows the standard and the metric still does not move, the standard is wrong, and we change it and re-test until it does. We do not promise how far the metric moves. What is yours stays in your hands: the standard your team is held to and the objective it serves. We bring the expertise, surface what your best people already do, propose the criteria and build the auditing. You decide. Everything we build stays yours:

  • Your written SOPs, extracted from your best performers: the asset you never had
  • The grading criteria, co-designed with your team
  • The recording setup and the report layouts
  • The incentive design and the rollout script
  • Everything the audit already revealed about what works and what does not

Whatever happens, you finally own the SOPs your business has needed for years, written from reality, not theory. Best case: the second outlet opens and the quality does not drop, and you take a week off and nothing slips.

Honest fit check

Perfect for:

  • A team whose daily work runs through conversations and recordable workflows
  • Owners planning the second outlet, or drowning in the first
  • Businesses where quality depends on whoever is on shift

Not built for:

  • Solo operators who genuinely see everything themselves
  • Owners who want surveillance instead of coaching: that is not what this is

Quick answers

We have no SOPs at all. Is that a problem?

It is the best starting point. Discovering your real SOP from what your best performer already does is the first deliverable, and for most clients the most valuable one.

Will my staff feel spied on?

It is coaching, not policing: co-designed criteria, transparent grading, and rewards for the people who meet the standard.

Could the AI grade unfairly?

Criteria are agreed upfront, the first weeks calibrate together, and a human reviews the weekly report before anything touches an incentive.

Who sees the scores?

You decide. Owners and managers see the report; each staff member sees their own score, which is what makes self-coaching work.

What if the numbers do not improve?

First we check compliance. If the team follows the standard and the metric still does not move, the SOP itself is wrong and we change it together. That loop is the product, and we stay on it until the metric moves.

We are a Singapore company. Can we claim this under the EIS 400% AI tax deduction?

Often, yes. For YA2027 and YA2028 the EIS gives a 400% tax deduction on up to S$50,000 of qualifying AI spend per year of assessment. IRAS's examples of qualifying AI business services include system development, consultancy and strategy, data and analytics, and system-related training. At the 17% headline rate that is up to about 51 cents of extra tax saving per dollar compared with a normal deduction; your actual saving depends on your tax position. Grant-funded amounts and non-AI items such as messaging fees do not qualify, and mixed packages are split. There is no application and no pre-approval: you claim it in the tax return you already file. Our part is to make it effortless. When the install is completed and accepted, we send the necessary documentation, itemised under this system's title, and we work with your accountant on anything else the claim needs from our side. Whether your company qualifies depends on your own situation, so confirm with your tax advisor.

ABC Sales AI · abcsales.ai · Every install is scoped to your business and quoted by your consultant. Outcomes depend on your market, offer and execution; what we commit to is the work, not the result. You are responsible for the content you send; campaigns are vetted against your industry's rules before launch. ABC Sales AI is not a tax advisor; any Singapore EIS treatment is for your tax advisor and IRAS to confirm.

Which problem keeps coming back when you are not there?

Bring one recurring issue to a strategy call. We can discuss what good work looks like, what records are available and how a coaching review could fit your team.

Book a free strategy callOr talk to a consultant on WhatsApp