Hired like staff. Managed like staff.
An agent becomes an interim employee when four things are true: it has a job description, a manager, a personnel file, and it can be sacked. Here is the term, end to end.
One term, seven stages.
-
01
Job spec
We write the job spec: mission, KPIs, scope and the autonomy grade the team is sold at.
-
02
Recruitment
We recruit the team, composing the role from the competency library. No bespoke invention per client.
-
03
Contract
We agree the contract: a fixed term, typically 90 days, with outcomes, caps and data handling set down.
-
04
Onboarding
We onboard into the vault: context, voice, access and compliance rules. Days, not months.
-
05
Line management
We line-manage: the Monday Report, the approval queue and clear escalation routes.
-
06
Performance review
We review against a baseline at 30, 60 and 90 days. Kill, keep or scale, decided on evidence.
-
07
Handover
We hand over. You keep the vault, the playbooks, the trained process and the attestation record.
Authority, dialled up across the term.
Every role is sold at a maximum autonomy grade, set in the contract and raised as trust is earned.
A0
Supervised
Every output approved before release.
A1
Approved-output
Works freely, releases only through the approval queue.
A2
Autonomous within caps
Hard limits enforced in code, not by discipline.
The floor.
The least any client ever receives is a complete structuring of their company's knowledge, the vault, and a step change in their knowledge management.
Whatever else an engagement delivers, this is the least it can deliver. If a scoping call finds your knowledge is not ready, the vault is where you start, and the most valuable thing you can buy this quarter.
Security posture.
Per-client isolation. One client never touches another.
The agent's own identities, never yours.
A sixty-second sacking switch.
Every action logged and attributable.