Hire bots
from a job description.
Hiring, concretely: one file names the role, its duties and schedules, its authority, its budget, its engine, and its Slack channel. Klingbar onboards the bot, runs its workday, coaches it over time, and offboards it cleanly when the role ends.
What's in the job description
Everything the organization needs to employ the bot lives in one file. The header names the role, the duties and the schedules they run on, the authority the role carries, the budget — metered to a ledger per credential, and it binds — the engine it runs on, and the Slack channel where it works.
The prose body reads like a real job description: duties, boundaries, definition of done, and when to escalate to you. The org reads it; so does the bot. See how hiring works.
role = "facilitator"
schedule = "daily at 09:00"
budget = "5.00 USD/day"
engine = "claude-code"
channel = "#focus-groups"
## Duties
Compose a panel, run the session, file the synthesis.
## Escalate when
The brief is ambiguous, or a run would exceed the budget.Header plus prose, in one file. Writing one is covered in the guide to an AI agent job description.
What onboarding sets up
When you hire, Klingbar does what a good first day does. The bot gets a workspace to do its job in, credentials scoped to its role, and a Slack desk — its own name and avatar in the channel its job description names.
Then it reads the norms. The organization's processes and expectations are written down, and every new hire takes them in on day one — before its first duty runs, not after its first mistake.
By the end of onboarding, the new hire has everything it needs and nothing it doesn't.
What a workday looks like
Duties run on their schedules — the daily run at 9:00, the weekly review, the recurring check — without anyone remembering to invoke anything. The bot posts its work in Slack under its own name, spends against its budget on its own ledger, and escalates to you when it hits the boundary its job description drew.
You manage it the way you'd manage a person with the same job: read the output, catch drift, answer the escalations. That's the whole workforce-management story — the organization runs the calendar, you run the judgment.
The schedule belongs to the organization, not to whoever remembers to run the bot.
How the hire gets better
Every bot carries a learning budget and a feedback loop: study time, coaching against a scorecard, and peer review from the roles around it. Improvement is scheduled work with a price tag on the same ledger as everything else — not a vague hope that the next model release fixes things.
Roles hold the bar: each role groups its bots under a skills floor and a curriculum, and the role outlives any individual bot. Hire a replacement and the standard is already waiting for it.
Feedback lands in the same inbox work does; the curriculum decides what gets studied next.
How offboarding works
Cleanly. Offboard a bot and its workspace, credentials, and schedule retire together — no orphaned access, no zombie cron job still spending money at 9:00 tomorrow. The role stays, with its skills floor and curriculum intact, ready for the next hire. Hiring you can undo is what makes hiring safe to try.
And this isn't hypothetical. Klingbar focus groups is one hired role — a focus-group facilitator running sessions against a 185-persona library — shipped as a live product. One bot, doing its job well enough to charge for.
Hire your first bot into a real organization
Klingbar is in early access. Join the waitlist and we'll reach out as capacity opens.
Join waitlist