Choose your first job

Use this guide before opening Employees. You will define a first job that your team can explain, test, and measure.

Before you begin

Choose the team that will own the AI employee and gather the source material that team already trusts. Avoid beginning with every possible audience or workflow.

Steps

Choose a starting path

Pick the outcome closest to your goal. You will see what to prepare, a first test, and the guides to follow. If you are unsure, start with website questions and an answers-only employee. You can add other capabilities after the basic answers work.

Prefer to plan it yourself? Work through the six steps below.

1. Choose the audience

Name the people the AI employee will help, such as website visitors, new customers, learners, callers, or an internal operations team.

2. Choose one repeated task

Pick a task that happens often enough to review and improve. Examples include answering common questions, preparing a support handoff, guiding one onboarding stage, qualifying a visitor, or explaining training material.

3. Choose approved information

List the websites, documents, presentations, policies, videos, or written notes the AI employee may use. Start with one current source when possible.

4. Define a visible result

Choose a result that shows whether the job worked. Depending on the role, that might be a visitor reaching a clear next step, a prepared handoff, a completed onboarding stage, or a learner understanding the material.

5. Add boundaries and human handoff

Write down what the AI employee must not guess, which requests need a person, and which connected actions require confirmation.

6. Complete the job sentence

Use this structure:

This AI employee helps [audience] complete [one task] using [approved information]. It succeeds when [observable result] happens. It must not [boundary]. When it cannot help, it should [approved human handoff]. The person responsible for reviewing it is [owner].

Share the sentence with the team that owns the source material. Revise any vague word before building.

Expected result

You have one agreed job sentence, a named owner, an initial source, a boundary list, and a result you can review after testing or launch.

Status meanings

Planning a first job has no Aivah status. Treat the plan as ready when the audience, repeated task, approved source, boundaries, owner, and observable result are all named. If any item is missing, keep the job in draft and narrow it before building.

Usage credit impact

Defining the job outside the workspace does not consume usage credits. Building and testing the employee may use credits through supported activity; check the balance shown in your workspace.

Information stored or shared

This planning exercise is not stored by Aivah until you enter the information into the hiring form in Employees. Do not place private customer records, passwords, payment details, or secret connection values in the job definition.

Limits and permanent actions

A result such as “better customer experience” is too broad on its own. Choose something your team can observe in the available records. The first job is not permanent: you can improve it after testing, but the Presenter capability is fixed in the current edit form, so a different capability can require a separately validated employee.

Common problems and recovery

• Several teams want different jobs: choose one owner and publish separate job definitions for later work.
• The source has conflicting versions: select the approved version and remove the rest from the initial build.
• The result cannot be observed: replace it with a concrete next step or record your team can review.
• The job involves sensitive or high-stakes decisions: keep a person responsible for review and final decisions.

Next step

If your account is new, sign in or prepare a new account. Otherwise, create your first AI employee.