4.8
satisfaction
Every AIR colleague gets recruited, onboarded, managed, reviewed, and held to standards — like the rest of your team. The vocabulary is HR. So is the lifecycle.
Write a job description. AIR drafts a shortlist of candidates that fit it.
Talk to candidates in plain English. Pick the one that fits. They start the same day.
Habits, triggers, and ad-hoc requests — routed through the apps you already use.
Satisfaction, throughput, response time. The same metrics you'd use for any hire.
Revoke access in one click. Handovers and audit trails come for free.
When the role comes back, so does the colleague — carrying the institutional memory.
When you treat AI as software, you configure it. When you treat it as a colleague, you hire it. Same model under the hood — completely different relationship with your team.
Four functions covered today; more in cohorts through 2026. Each candidate is a real role, not a template — a finance hire knows finance, an HR hire knows HR.
No DAGs, no flowcharts, no step engines. Every job a colleague owns boils down to one of three shapes — and every step is visible and editable.
Daily standup at 9am. Weekly summary on Friday. Month-end on the 1st. These come pre-installed at hire, and you can add your own in a sentence.
“When an invoice goes 30 days overdue, send the first chase.” Written once in plain English, runs forever. Edit it like you’d edit a sentence.
Paste in the JD you’d give a human. AIR drafts the recurring and reactive jobs that role would own. You edit, approve, ship.
A finance hire uses Xero and Outlook and Slack to do their job — because that’s what the job needs. AIR colleagues work the same way, through their own logins, with the same permissions they’d have if they were a person on payroll.
No middleware. No webhook gymnastics. Revoke access in one click on day 90.
Every AIR colleague reports to a real person. Approvals route to them, escalations route to them, weekly summaries land in their inbox. Tunable per workflow.
Real person, real email. They get the morning summary, the approval queue, and the escalation pings. If you can’t say who a colleague reports to, you don’t own it.
“Drafts the email, but you press send.” “Reconciles payments under £5k, escalates anything over.” Set per workflow, tightened or relaxed as trust builds.
Platform rules (don’t fabricate, stay in character) are universal. Org rules (tone, working hours, escalation policy) you set once. Persona rules (this hire is direct, numbers-led) come from the job description.
A live record of every job a colleague has done — when it ran, what it touched, what it produced, what it cost. Click any run, see the steps it executed and the actual data it used.
“Thanks, got it” doesn’t need GPT-class reasoning. A nuanced escalation does. AIR picks the right brain per turn — fast and cheap for routine work, larger for hard reasoning, vision when there’s an image.
When a better model lands next month, every colleague picks it up automatically. No retraining, no migration.
“Got it.” “Yes.” “File this under finance.” Cheap, sub-second.
Chase emails. Escalation summaries. Reconciliation judgements.
Reading a scanned invoice. Reviewing a dashboard. OCR & layout.