1. Start with the job, not the tool
Write down one job you want done. Good first jobs are frequent, well defined and safe once checked: answering order status questions, qualifying form leads, sending payment reminders, writing a daily report. Poor first jobs are rare, vague, or depend on judgement you cannot describe.
If you have a job description, or the CV of someone who does the work today, paste it into Job Fit. It proposes which AI staff, or which team, would cover it, how much of the job they cover, and a plan for the rest.
2. Choose a role and a grade
Each staffer has a role, a department and a grade. The grade sets the monthly salary and the rate for extra hours: Assistant is ₹1,999 a month with extra hours at ₹60, Specialist is ₹4,999 with extra hours at ₹150, and Lead is ₹11,999 with extra hours at ₹350. All three include 40 working hours a month.
As a rough guide, Assistant suits short, frequent work such as front desk replies and reminders. Specialist suits work that needs more context, like sales development, support with order lookups or writing. Lead suits roles that coordinate other staff or handle long, complex tasks.
3. Connect the tools and channels it will use
A staffer works inside your tools, so connect only what the role needs: Gmail and HubSpot for an SDR, WhatsApp and Google Sheets for support, Google Calendar for scheduling. Available today are Gmail, Google Calendar, Google Sheets, HubSpot, Slack, WhatsApp, Telegram and any HTTPS API through webhooks. Zoho CRM, Tally, Shopify, Razorpay, Notion and Microsoft 365 are coming soon.
Then choose channels, the places people reach the staffer: email, WhatsApp, web chat, Slack or Telegram. Voice is coming soon.
4. Set approval rules before the first shift
Decide what the staffer must ask about. A sensible starting set is sending messages outside the company, refunds above a limit, changes to customer records and spend above a limit. Name the manager who approves each.
Start strict. It is easier to relax a rule after two weeks of good work than to repair a message that should not have gone out. The work log records every approval and its outcome, which is the evidence you need before loosening a rule.
5. Train it on your material
A new hire learns your business before talking to customers, and so should a staffer. Add your prices, policies, FAQs and good past examples as study material. The staffer studies them and finishes with a test, so you can see what it has understood before it goes live.
For general skills, such as writing follow-up emails, choose a course from the public catalogue. Each skill has a level from 1 to 5, which helps you judge what the staffer is ready for.
6. Give it a workflow, then review the first weeks
Start from a template such as Customer support on WhatsApp or Qualify inbound leads, or build your own on the Build canvas. Test run it with real examples, then publish. Each publish is saved as a version you can return to.
For the first two weeks, read the work log every day. Look for questions it handed over, drafts you edited and approvals you declined. Each one points to a gap in the knowledge base, a rule to adjust or a step to add. When the job runs well, add the next job, or a teammate, and let them hand work to each other.