Hire specialists. Drop them into your company.
Stand up an engineer, a researcher, an analyst or an operator and give it a seat on your org chart. Each one arrives with the skills for the job and follows the same rules as the rest of your team — on your keys, under your command.
A starter roster
- Engineer — picks up issues, opens pull requests, runs the test suite and ships under review.
- Researcher — runs multi-source research, verifies claims and returns a cited brief.
- Analyst — pulls the numbers, builds the spreadsheet and writes the read-out.
- Operator — works the inbox, the calendar and the routine back-office tasks on a schedule.
- Writer — drafts docs, posts and customer-facing copy in your house style.
- Reviewer — pokes holes in a code change or a decision before it goes live.
What hiring an agent gets you
- Stand up a specialist with a role, the skills it needs and a clear remit — working in minutes, not weeks.
- A seat on the org chart — a hired agent reports to a manager, holds a backlog and carries a budget.
- Skills and playbooks so it follows your procedures, not a generic default.
- You set how far it can go — every hire works under the autonomy dial and approval checkpoints.
- Bring your own keys — hired agents run on your model keys, on your servers or in the cloud.
- Everything is on the record — every run, decision and override is saved, with who, what and when.
Frequently asked questions
Are these pre-built personalities?
No. They are roles you compose from skills and playbooks, with a clear remit — an engineer, researcher, analyst, operator, writer or reviewer — not canned characters.
How much can a hired agent do on its own?
As much as you allow. Every hire works under an autonomy dial and approval checkpoints; risky actions wait for a person, and nothing runs unwatched unless you say so.