Hiring a Coworker · Workforce Intelligence docs

A Coworker can be created in one of three ways, depending on the creation setting an admin has chosen for your company (see Coworker creation setting). Everyone in the company creates Coworkers the same way at any one time.

Setting	What you do	What happens
Minimal	Give a name and one sentence about what the Coworker should do.	The Coworker is created in the Interview phase and you can chat with it right away.
Guided	Complete the five-step hiring wizard.	The Coworker is created in the Interview phase.
Strict	Complete the same five-step wizard.	The Coworker is submitted as a proposal and waits for approval before it can be used.

You need the manage_coworkers ability. Without it, the page tells you that hiring requires the Manage Coworkers ability and to ask your administrator to grant it.

To start, open Coworkers and select Hire a Coworker.

Creating with a name and one sentence#

When your company uses Minimal, the page is headed Create a Coworker, with the line "A name and one sentence." above the two fields.

Enter the Name. Use a colleague's name, never a product name.
Under What should it do?, write one sentence, for example "Draft first-pass replies to vendor billing questions".
Select Create Coworker.

You become the Coworker's Supervisor, it uses your company's default model, and you go straight to a chat with it. Your sentence becomes the Coworker's instructions. If your company has no default model, creation stops with a message asking you to choose a model or ask an admin to set a default.

The job description, performance expectations, Opportunity Scorecard and Knowledge Bases can all be added later from the Coworker's details page. See Coworker details.

The hiring wizard#

Under Guided and Strict, the wizard has five steps, shown as a progress bar: Analyze the human JD, The six elements, Opportunity Scorecard, Identity & model and Offer the interview. Use Back to return to an earlier step and Continue to move on. If a step is incomplete, a short message beside the buttons says what is missing.

Your progress is kept in your browser tab. If you refresh, the wizard shows "Resumed where you left off." Select Discard and start fresh to clear it.

Step 1: Analyze the human JD#

Paste the full job description into the box. It can be your own, or the role the Coworker will scale.
Select Continue. The description is analyzed task by task, to separate work that is structurally human from work a Coworker can own.

Prefer to build the list yourself? Select Enter tasks manually instead.

If the analysis takes too long or cannot be completed, a message tells you so ("The analysis took too long to finish." or "The analysis couldn't be completed.") and suggests you try again or enter the tasks manually.

You then see two columns:

Tasks the Coworker can own become the Coworker's Primary Responsibilities.
Tasks retained by the human become its Scope Boundaries, the things it does not do.

You decide the final split. Drag a task to the other column to move it, select the pencil to edit its wording, or select the cross to remove it. Use the field at the bottom of each column and Add to add tasks the analysis missed. Tasks the Coworker owns carry a label of Eliminate, Redesign or Create, which you can change from the drop-down; open "What do the ELIMINATE / REDESIGN / CREATE labels mean?" for a short explanation of each. Start over clears the list and returns to the pasted description.

To continue you need at least one task in each column. If the retained column is empty, a suggestion to keep "Review and approve the Coworker's output" is offered.

Step 2: The six elements#

This step collects the rest of the job description. It also drafts some fields from your job description, marked "suggested from the JD — edit freely"; change any of them.

Knowledge Domain. Write a one-line summary of what the Coworker must know, then choose the Knowledge Bases it should draw on from the list (type to filter; each shows its lane and owner). Knowledge Bases marked human-only are not offered, because Coworkers cannot be given them. If you have the manage_knowledge_bases ability, you can also create a new Knowledge Base on the spot by entering its name and a short description of what it contains, then selecting Create.
Primary Responsibilities. Listed from the first column of step 1.
Working Relationships. Who the Coworker works with.
Performance Expectations. Measurable criteria at 30 days, 90 days and 365 days. The 30-day criterion is required.
Scope Boundaries. Listed from the second column of step 1, as "Does NOT ..." lines.
Supervisor. Choose the named human who is accountable for the Coworker. The list shows people who hold the manage_coworkers ability, and starts with you if you are one of them. A named Supervisor is required.

Knowledge Bases are optional. If you select Continue with none attached, you are asked "Create this Coworker without a Knowledge Base?" Select Create Coworker to go on, or cancel to pick some. You can attach Knowledge Bases to the Coworker at any time after hiring.

The Knowledge Base list, the option to create one and that question follow the Knowledge Bases switch on Settings, then Features. When the switch is off, Knowledge Domain is only the one-line summary and Continue moves straight on.

Step 3: Opportunity Scorecard#

Score seven dimensions from 1 to 3: Volume, Knowledge availability, Output measurability, Time burden, Supervisor availability, User readiness and Strategic alignment. Each score has a short description of what it means. You must score all seven.

The total out of 21 appears with a verdict:

18 or more: a strong first-deployment candidate.
12 to 17: viable, with reservations.
Below 12: the opportunity scores low. You can proceed anyway; the wizard suggests you record why in the interview notes.

Step 4: Identity & model#

Name. Required, and it must be unique in your company. Use a colleague's name rather than a product name. If another Coworker already has the name, hiring is refused with a message saying so.
Role title and Practice area.
Team. Optional. Choose one of your company's Teams, or leave it as — none —.
Model binding. Required. Choose the model the Coworker runs on; the company default is preselected when there is one. You can change it later without losing the Coworker.

If a model's context window is too small for reliable Coworker conversations, you see a message saying so and cannot continue with that model. If a model's context window cannot be confirmed, you see a warning that it may not support long conversations.

Step 5: Offer the interview#

The last step summarizes the offer: the Coworker's name, role and practice, its Supervisor, what it owns, what it never touches, its scorecard total and its 30-day expectation.

Under Guided, select Create in Interview phase. The Coworker is created in the Interview phase, where only its Supervisor can see it, and you are taken to a chat with it.

Under Strict, the summary says the Coworker is submitted as a proposal, and the button reads Submit for approval. A page then tells you the Coworker is waiting for approval, with View the Coworker's name and Back to the roster. It cannot be chatted with until an admin or executive approves it. If you are an admin you can approve it yourself; if you are an executive, another admin or executive has to. Meanwhile its Supervisor can keep editing its details. See Proposed Coworkers.

Next, see Advancing a Coworker and retiring it for how the Coworker moves from Interview to Full-time.