DOpS
The Digital Operations System. Not a framework or a forecast: a working platform ConverGen installs on your premises or in your cloud, delivering the full lifecycle of a digital workforce, end to end.
ConverGen provides the system. You own the workforce.
Like bringing on a remote worker through a placement agency: the agency supplies the infrastructure; you own the role, the supervision, and the accountability.
Digital Worker Builder & Agentic Advisors
Compute environment, on-premise or client cloud
Telemetry, dashboards & value meter
Named human supervisor & management controls
Dynamic Insurability Score & auditability
Acceptance of work output & residual risk
Evidence export & carrier advocacy
Employer-of-record status for the digital workforce
Build it in-house, because now you can, and because it has to be.
Until recently, developing AI capability in-house meant a research team most provider organizations couldn’t staff. That is no longer true. DOpS lets your organization develop and run its own digital workforce directly, without the heavy lifting that used to require an AI lab.
And in-house isn’t just now possible. For digital labor, it is necessary. A digital worker only performs well when it is tightly integrated with your human team and has learned your real operational context: the SOPs, the payer quirks, the exceptions, the unwritten preferences that make your organization work. That knowledge is deep, constantly evolving, and specific to you. It is exactly the kind of institutional knowledge that should never leave the organization, and with DOpS, it doesn’t. The platform deploys inside your infrastructure, on-premises or your own cloud, and stays model-agnostic, so your context, workflows, evidence, and digital workforce remain yours.
THE QUESTIONS WORTH ASKING UP FRONT
You.
You.
You.
You.
You.
The same experience as hiring
Describe your organization. Define the role. Explain what you want. Set credentials and access. The Builder does the rest.
Contextualize
Name the work backing up, and who would normally be hired for it.
Define the Role
Scope, responsibilities, prohibitions, and the named supervisor it reports to.
Set Access
Credentials, permissions, and the systems the worker may operate through.
Supervise & Improve
Monitor performance, handle exceptions, and tune autonomy over time.
Like a well-trained team member
- Reports to a named supervisor you assign
- Works through the same interfaces your staff use: email, portals, EHR
- Asks when unsure; escalates on exception
- Holds institutional memory inside your boundary, without leaking it
The Digital Worker Factory, delivered to your environment
DOpS isn’t a model you call. It is the full operational machinery around a digital worker: context, controls, evidence, and learning, assembled into one system that runs inside your boundary.
Local Context
SOPs, payer rules, contracts, staffing: the operational reality the worker runs in.
Retrieval
Source hierarchy, freshness checks, provenance, so answers stay current and traceable.
Controls
Identity, least privilege, guardrails, rollback. The worker stays inside its bounds.
Bounded Autonomy
Scope, thresholds, escalation, and deterministic revocation criteria.
Human Interface
Uncertainty handling, correction, approval, and one-click stop controls.
Telemetry & Evidence
Tool calls, reviews, escalations, outcomes: logged, attributed, immutable.
Monitoring & Learning
Validation, drift detection, policy updates, continuous coaching.
Tools & Actions
EHR writes, payer submissions, scheduling, messaging, routing.
A digital worker does the work of an administrative FTE, at a fraction of the cost
Compute, telephony, monitoring, platform. 24/7 availability, no PTO, no attrition. Coachable, not re-engineered.
Salary, benefits, payroll taxes, space, software seats, management overhead, training, and attrition cost.
One supervisor oversees many workers. Throughput scales with headcount; cost-per-action falls with volume. Payback typically inside one quarter.
Each correction and SOP teaches your workers your operational context. That learning compounds into proprietary capability, an asset that stays inside your organization rather than accruing to a vendor.
Run cost is illustrative for an administrative role at typical clinic-network volumes; fully-loaded FTE cost reflects salary, benefits, overhead, and attrition for U.S. mid-market provider organizations. Ten administrative digital workers return roughly $0.5M to $0.8M per year, before any risk-mitigation or experience benefit.
Benchmarks: AMA · CMS · HFMA · MGMA revenue-cycle data · ECRI · Joint Commission · public provider filings.
A bounded pilot: one role, one site, 8 to 12 weeks
One role, one supervisor, one site
Defined Dynamic Insurability Score thresholds from day one.
8 to 12 weeks
Joint read-out with your broker and carriers at close.
A working digital employee
Plus a full evidence trail and a baseline DIS you own.
An endorsement conversation
Grounded in real operational evidence, not a questionnaire.
Net-new risk must be measured, priced, and underwritten
Digital labor is net-new operational risk, not a feature. It doesn’t require reinventing insurance. Evidence generated by DOpS lets endorsements fit cleanly into existing insurance towers.
The DOpS Record
DOpS is built compliant from the ground up: generating the documentation and policies, supporting audits, tracking every action, and giving you local observability and control.
Dynamic Insurability Score
A 0 to 100 composite, updated continuously. Gates autonomy in real time. If the score drops, scope narrows.
Agentmatics
Operational telemetry for digital labor: exposure, controls, performance, and outcomes. Always on.
Two-Plane Sharing
Provider sees everything at full fidelity. Insurer sees aggregates. The firewall is architectural, not procedural.