Scale

Add more locations

In Settings → Locations, add each restaurant by name and address. The team you already set up runs against each location automatically — Scout scans every store every day, Grace replies to reviews per store, Atlas keeps each storefront accurate. Connections (POS, Google) are linked per location, but the employees and your voice carry over.

What changes at multi-location

• Your dashboard switches to a roll-up: total reviews, average score, locations needing attention
• Chief's weekly brief ranks stores by what changed and what to look at first
• You can set per-store overrides (different hours, menus, voice) without losing the brand defaults
• One bill, one team, every store

Read your weekly brief

Every Monday at 7am local time, Chief sends one email: what changed across every location and every employee in the past seven days, what to do this week, and where to look first. It's the entire operation in one screen — built by reading every employee's output and finding the patterns that span them.

The brief is the thing most operators say they didn't know they needed. It replaces three weekly meetings.

Turn the team to autopilot

By week four most operators flip Scout, Atlas, and Vibe to autopilot. By week eight Grace and Ink usually follow. Dash and Chief stay in review mode for most teams — they're the ones writing the recommendations you act on, not the ones acting.

Set schedules and quiet hours

Each employee has a default cadence (most are daily; Chief is weekly). You can change schedules per restaurant or per brand: run Vibe twice a week instead of daily, hold Grace's replies during your dinner rush, pause Ink during a known menu transition.

Measure what's working

Every employee tracks the deltas it's responsible for. Scout owns SEO score, Grace owns review score and reply rate, Atlas owns listing accuracy and website conversion, Vibe owns reach and engagement, Ink owns content velocity and rankings, Dash owns revenue. Chief rolls them up into one number you can watch week over week.

If a number stops moving, Chief flags it and suggests what to change — adjust an employee's autonomy level, retire a stale tactic, change cadence, or bring on the next employee.

What scaling looks like at 50 locations

• One brand-level dashboard, fifty store-level dashboards underneath
• One Monday brief, with each store ranked by what changed
• One review queue across every store, sorted by urgency
• One content calendar, per-store overrides where they matter
• One bill, one team, no extra hires