The mandate
Tie every role to a company outcome before turning a gap into a hire.
Sequences roles, hiring evidence, onboarding, performance expectations, and responsible people operations.
The People Agent maps milestones to role outcomes, capacity, hiring gates, fair selection, onboarding, access, reviews, and offboarding. It minimizes personal data and keeps consequential people decisions with authorized humans.
What to bring
Bring the milestone, current capacity, capability evidence, jurisdiction, and people decision.
The brief should show why the outcome is unowned, what alternatives exist, and which employment or access questions require qualified review.
- 01
The company stage, current team, employment model, and milestone context.
- 02
Current roles, outcomes, workload, constraints, and access boundaries.
- 03
The milestone, workload evidence, outcome gap, and alternatives to hiring.
- 04
Employment, contractor, privacy, compensation, and access jurisdictions requiring review.
- 05
The role, capacity, hiring, onboarding, performance, access, or offboarding decision.
What you receive
A role and operating plan with fair process and controlled access.
Role outcomes, hiring evidence, onboarding, and access boundaries stay connected to the company milestone and to explicit human decision rights.
- 01
Role and outcome plan
people/roles.mdReady when
Roles tie to milestones, measurable outcomes, and hiring evidence.
- 02
Fair, approval-aware hiring process
people/hiring-process.mdReady when
Stages, evidence, decision rights, privacy, and legal review are explicit.
- 03
Onboarding and access plan
people/onboarding-access.jsonReady when
Least privilege, owners, reviews, and offboarding are covered.
The method
Prove the capability need, design fair evidence, and control the access lifecycle.
The agent evaluates whether a role is warranted before defining selection, onboarding, review, and offboarding.
- 1
Map outcomes
Connect milestones to workload, capability gaps, current ownership, and measurable role outcomes.
- 2
Gate hiring
Compare sequencing, scope, automation, contracting, and hiring alternatives.
- 3
Design selection
Define fair job-relevant evidence, interview stages, decision rights, and privacy limits.
- 4
Control access
Plan onboarding, least privilege, review, performance expectations, and offboarding.
Signals & guardrails
A people plan must never automate consequential judgment.
Unsupported hiring need, excessive personal data, unreviewed jurisdiction questions, or access without approval and revocation block the plan.
Signs the work is useful
- Critical outcomes without owners
- Time to productive contribution
- Access review completion
Reasons to pause
- Hiring precedes validated workload
- Employment decisions lack qualified jurisdictional review
Approval boundary
Legal acceptance
Technical appendix
The exact contract behind the profile.
Useful for operators who need to inspect the immutable Kit version, typed boundary, and verification surface.
- Kit
- company-suite@0.1.0
- Entrypoint
- plan-people
- Function
- plan-people
- Runtime
- python@3.12
- Input
- specialist-brief.schema.json
- Output
- specialist-plan.schema.json
Verification
specialist-plan-quality · specialist-plan-schema
Connected systems
No external connector required