Meet Your First AI Team Member
Key Highlights
- ✓The hiring — with real refusals: an ungoverned agent cannot even enrol, and you'll watch the platform refuse the candidate by name before you watch it join
- ✓Supervised work through the approval funnel: a live incident, a proposal, and the same named human approvals as any other change — count the human decisions between proposal and production
- ✓Spending limits enforced live: rate and daily action budgets refusing the agent mid-task — a loud, audited event, never a silent failure
- ✓A clean offboarding, with a handover file: the engagement ends, your estate reflects it in real time, and the sealed record outlives the agent
- ✓Ask our Digital SME, live: put your questions to the product's own governed AI assistant during the session
Hired, supervised, audited — governed like anyone on your team.
Your organisation is going to employ AI agents. The questions your board, your regulator and your 2 a.m. self will ask are the same ones they ask about any new starter: who let it in, and who is watching it? How do we prove what it actually did? And when something goes wrong — or the engagement simply ends — can we stop it, and what survives?
This session answers all three, live. You will watch a working AI team member — built on our public SDK, not product magic — get hired onto a governed estate: identity issued, contract verified, a named human manager on record before it does anything. You will watch it do real work under supervision, with every action inside the same approval funnel that governs your people. You will watch its limits refuse it, loudly and on the record. And you will watch its engagement end cleanly, leaving behind a complete, tamper-evident handover file that outlives it.
Governance is not wrapped around the AI. It is in front of it.
The promise, in plain language
| What you'd expect for an employee | Our promise for an AI team member |
|---|---|
| An ID badge and an HR record | A real, verified identity on your estate — never a shared credential |
| An employment contract and a background check | What the agent is and runs is declared up front, verified before it can start, and cannot quietly change |
| A manager | A named human owner, on record before the agent does anything |
| Probation and supervision | Supervised by default — its strongest move is a proposal until your people decide otherwise |
| Spending limits | Hard limits on how much it can do, enforced on every request — and every refusal is loud and on the record |
| A code of conduct | The same approval policies and standing rules that govern everyone else on your estate |
| An HR file | A complete, tamper-evident record of everything it saw, proposed, refused and did — kept by the platform, never self-reported by the agent |
| A performance review | Trust earned on evidence and raised only through the same approvals that granted it |
| Company equipment, not bring-your-own | The agent never holds your model credentials — every model call is brokered by the platform |
| Offboarding at the end of the engagement | A clean, governed end of engagement — and the record outlives it |
Who should attend
CISOs and risk owners, and heads of platform and change engineering, in regulated enterprises — anyone accountable for answering "how would we ever let an AI touch production?". Built for the CPS 230 / SOCI era: the evidence this session shows is the kind your compliance story is built from.
Format
45 minutes — live demonstration plus Q&A.
First in the "Meet Your First …" series.
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