Past fifty bays, the plan cannot live in anyone’s head.

BayWise runs a digital twin of every location — planning each floor continuously, holding one standard across the group, and leaving a traceable record of every decision.

Past a certain size, no one person can hold it

A 45-bay, 75-technician workshop runs four zones at once — body repair, rapid service, mechanical, wash and detailing. Multi-day panel jobs alongside 20-minute express services. Outsourced work with its own return dates. Shift patterns for 75 people. Dozens of live promise times.

No dispatcher can track that, so the shop settles for less: bays idle because nobody noticed, qualified technicians waiting while work queues elsewhere, and a day only as good as whoever happens to be on the desk.

BayWise treats each zone as its own optimised pool automatically — a body job can only ever land in a body-capable bay, because each bay's real capability profile drives every assignment. Nobody has to keep body, mechanical and detailing scheduling separate by hand.

Workshops this size typically run at 45–50% efficiency — under half of open bay-hours are a car actually being worked on. Because that base is so low, closing 10–15 points of the gap isn't a 10–15% improvement. It's 21–32% more cars through the same bays, the same people, the same building.

Illustrative model — 45 bays, 75 technicians, 10-hour days, 26 days a month, 1.5-hour blended job time, starting at 47.5% efficiency. Assumptions are stated so you can substitute your own.

One standard. Every location. Its own floor.

Set operating hours, service menus, and incentive formulas once at head office, publish them to the locations you choose, and let a site override its own piece where it genuinely needs to. Each location's data stays strictly isolated — nothing about one store's schedule, customers, or performance is ever visible to another.

Currency and local time are correct everywhere with no per-site configuration. A US location shows dollars; an India location shows ₹1,00,000 the way it's actually written; each site's "today" is computed from its own clock.

Incentives compute themselves. Describe a plan in plain English — 5% of revenue, plus a bonus over 80% efficiency — publish it across the group, and every technician's payout is calculated nightly and visible on their timesheet the next morning. No month-end spreadsheet, no delay between doing the work and seeing the reward.

Nothing gets lost. Nothing is a mystery.

Every pause carries a real, governed reason — waiting on parts, waiting on the customer, payment hold — chosen from a structured list rather than written on a sticky note that means nothing a week later.

Jobs returned by quality control are flagged with the actual cause: paint defect, fitment issue, wrong part, missed step. Over a month, a pattern concentrated in one bay or one technician becomes visible — a training problem caught before it becomes a run of comebacks.

And every scheduling decision, automatic or manual, is logged. When a customer disputes a missed pickup time months later, the answer is specific: the job was replanned at 11:42 because a more urgent promise took the last EV-capable bay. Not a shrug.

Or start with the free plan — no commitment.