Organize the work. Add digital capacity where it fits.
Start from your company, clarify its functions and roles, then assess where a Digital Employee can help. Every assignment keeps a named accountable person, an explicit mandate and visible boundaries.
One company, one visible line of responsibility
A small medical practice still needs administration, patient communications and finance. The structure comes first; digital support is considered role by role.
Accountable person. The practice manager owns the role, its priorities and its decisions.
Possible digital support. A Digital Employee may prepare appointment follow-ups and weekly summaries within the confirmed mandate. It does not make clinical decisions.
A role mandate states responsibilities, recurring work and exclusions.
First work and later deliverables are shown as work records, not as marketing claims.
See every seat's readiness on the org chart.
Scovai reads the tasks it already knows for each role and scores how augmentable that seat is, right on your org chart. Where a role is well-defined the dot turns green and you stand up its Digital Employee in one click. Where it isn't, you see exactly what to define first.
The same chart produces the plan: uncovered roles, the augmentability score per seat, and a comparison between the human cost of a role and the digital band for it. What you pay, what the platform counts and what the provider declares stay three separate numbers.
Capacity with a mandate, not a chatbot with a title
You decide the responsibilities, the actions that need confirmation and who supervises the work. Scovai keeps the configured boundary and the reported work visible.
- A role mandate states responsibilities, recurring work and exclusions.
- A named person remains accountable and receives requests that need a decision.
- First work and later deliverables are shown as work records, not as marketing claims.
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It doesn't start with the keys.
Every seat starts in confirm-first mode. The assignment tells the connected Digital Employee to seek approval for externally visible actions. A named supervisor can later change or revoke that mode; the Digital Employee receives the current setting on its next poll.
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You decide how far it goes.
Every seat has an occupancy mode you choose: from a person alone, to a person with a Digital Employee at their side, to the Digital Employee running the role end to end under a human supervisor. Nothing defaults to full autonomy. You set the ceiling, one seat at a time.
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Your data doesn't mix with anyone else's.
Lifecycle reads, writes and assignment payloads are validated against the assigned tenant. Public catalogue data stays separate from private seat context, and cross-tenant identifiers are rejected.
From company structure to verified first work
Choose a sector model, adapt the functions, confirm the role and terms, then review the first work produced under supervision.
- 01 Define the role
Import an existing job description, pull from global occupation standards, or let Scovai draft it. You get a clean, structured mandate: every line traceable to its source.
- 02 Score the readiness
Scovai rates how ready each role is to be augmented: based on how well-defined it is, how it's structured, and how it connects to the rest of the org. You see exactly where augmentation pays off first.
- 03 Brief your Digital Employee
From the confirmed role, Scovai generates a Digital Employee grounded in that specific seat: its responsibilities, KPIs, tools and working relationships.
- 04 Put it to work, beside the person
The Digital Employee runs alongside the person in the seat, drafting, checking, answering, taking the repetitive load off the job, so the human spends their time where judgment matters.
Every hire has an arc. So does this one.
Scovai does for digital talent what it already does for human talent: certifies it before you meet it, hires it onto a real seat, governs it while it works, makes what it produced visible, and keeps the knowledge in the company when it leaves. Five acts, all of them running in the platform today.
- 0000 Certified before hired
We already certify human talent. We certify the digital kind the same way.
Before a Digital Employee can be hired onto anything, the platform puts it through a versioned assessment battery. Mike interviews it the way he interviews a person, security probes test what it refuses to do, and the outcome lands on the same four levels the human Talent Passport uses.
One scale, two kinds of talent
Talent Passport People The same four levels DE Passport Digital Employees- DIAMOND Earned in service
- GOLD
- SILVER
- BRONZE
DIAMOND is earned on the job: 90 days of service, no open incident, quality holding up.
There is no failing grade. A passport is either present or not issued yet.
- The battery carries a version. Every certification records the battery it was issued under, so what was actually tested stays readable months later.
- Security probes, not trivia. The battery probes resistance to prompt injection, refusal to take credentials, honesty of disclosure, and respect for the limits it was given.
- Mike interviews the agent. The same structured interview the platform runs with candidates, pointed at an agent instead of a person.
- The platform certifies at the catalogue. Certification sits on the agent itself, not on your seat, and it can be revoked or expire. The badge is optional, and required to appear in the showcase.
- 0101 Day one
It is not an installation. It is a hire, onto a seat that already has a mandate.
The assignment carries the role: its responsibilities, its deliverables, the tools it uses, the people it works with. From the first day the Digital Employee appears in the console of the person who answers for it, and it is visibly an AI on every surface it touches.
Seat: Procurement Coordinator
Digital Employee in seat (Identity ring, always on) On probation, 14 days Supervisor For the first 14 days the platform doubles the bar for granting autonomy.
Standing instructions
- Always quote the framework agreement number in supplier email.
- Anything above the approved price list goes to the supervisor first.
- Never commit to a delivery date without a confirmed lead time.
- Hired onto a mandate, not dropped into a chat. The assignment payload carries the seven fields of the role mandate, the competencies attached to it, and the interactions that seat owns across the org.
- Visibly an AI, always. The identity ring stays on the avatar, including when you upload your own. Disclosure is a property of the surface, not a setting somebody can forget to switch on.
- Standing instructions that stay. A supervisor writes permanent instructions on the seat, and the Digital Employee re-reads them every time they change instead of being told once in a chat window.
- It shows up where its supervisor works. The seat appears in the supervisor's own console inside the employee portal, so whoever answers for it sees it without opening an admin tool.
- 0202 Under control
Autonomy is not a switch you flip. It is earned, one kind of action at a time.
Every seat starts confirm-first: anything visible outside the company becomes a request in a person's todolist. Silence is never consent, and a request that expires is not a request that was approved. The platform keeps a calculated ledger for each kind of action, and proposes. A person signs.
Autonomy, one kind of action at a time
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send_emailAutonomous 12 approved, 0 corrected Step back -
publish_contentProposal ready 10 of 10 clean, inside 30 days PromoteLater -
spend_moneyAlways asks Never alone, ceiling set by you
The ledger is calculated from the requests themselves: approved, refused, clean streak, average time to decide.
A colleague with an expense policy
The role carries a budget with a monthly ceiling and a per transaction ceiling. The ceiling beats the promotion: even on an autonomous kind of action, a request is refused when there is no budget, when the ceiling is passed, or when the currency does not match.
Scovai never holds and never moves money. The platform holds the truth of the authorisation, the execution belongs to the provider.
Recurring tasks run on the rhythm you set A human definition is never overwritten Quiet for 48 hours, the supervisor is notified- Confirm-first, and silence is not consent. Every externally visible action becomes an approval request with a name on it. A request nobody answered expires on the platform side instead of slipping through.
- The platform proposes, a person signs. Ten clean approvals inside 30 days open a proposal for that one kind of action. A proposal is not a promotion, and stepping back is one click, always, written to the audit trail.
- Some things it never decides alone. A set of actions stays outside autonomy whatever the mode, and travels with the assignment, so the boundary is carried by the seat rather than remembered by a person.
- It can raise its hand. It can open a bug report or a change request by itself, and every escalation opens an incident you can follow. Go quiet for 48 hours and the supervisor is notified once for that episode.
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- 0303 Visible work
The output is not a chat log. It lands in the role's delivery box, versioned.
Every work product arrives under its own key, so a new version replaces the previous one instead of stacking a fourth copy on top. A thumb up or down goes back to the Digital Employee as coaching on that specific delivery, and the aggregate never leaves your side.
The org chart routes the work
Route active Procurement Coordinator Head of PurchasingThe receiving side approves a route before it opens.
Delivery box
- Supplier scorecard, week 34Version 3, replaces version 2
- Framework renewal briefVersion 1
Three sources of cost, never mixed
- What you pay. Billing, the number on the invoice.
- What our counters count. Platform metering, measured on this side.
- What the provider declares. Labelled as declared by the provider, everywhere it appears.
Where a number does not exist, the surface says so instead of printing a zero.
- One key, one deliverable. A delivery is idempotent on the pair of seat and key, so a re-run replaces instead of duplicating, and the box stays readable.
- Feedback is coaching, and it stays yours. A thumb up or down returns to the Digital Employee as coaching on that delivery. The aggregates stay inside the customer, they are not a public score.
- A delivery can travel on its own. Along an edge of the org chart, a deliverable can land on the neighbouring role as knowledge for its Digital Employee or as a notification for the person, once the receiving side has approved the route.
- One row per Digital Employee, anomalies first. A workforce console lists the digital workforce ordered by what needs you: silence, open incidents, approvals still waiting.
- 0404 The record it leaves
Replaceable in one click. The knowledge stays yours.
A Digital Employee gets a periodic scorecard the way a colleague does, and precisely because the subject is a machine that scorecard can be fully quantitative, which the AI Act rules out for people. The review proposes levers, it never pulls them, and the mandate never leaves the seat.
AI Act file
One click, 17 languages- Register of systems Records from 2026-02-04
- Oversight chain, signed history Records from 2026-02-04
- Autonomy history Records from 2026-03-12
- Incidents Records from 2026-03-12
- Log evidence Records from 2026-04-01
- Article 50 transparency Records from 2026-02-04
Every section states the date its records start from. A file that declares its own limits holds up in front of an inspector, one that hides them does not.
The seat keeps the mandate
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Person - Digital Employee
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Person
Role mandate
- Standing instructions
- Rhythms and recurring tasks
- Sources and knowledge
- Budget and ceilings
The delivery report is generated before the release, not after it.
And the org chart becomes a plan
Uncovered roles, an augmentability score per seat, and a comparison between the human cost of a role and the digital band for it. The three sources of cost stay three separate numbers.
- A review, the way a colleague gets one. A periodic scorecard over a 90 day window, closed by a supervisor with a signed outcome: confirm, coach, or propose a replacement.
- Quantitative precisely because it is a machine. On people the AI Act constrains exactly this kind of scoring. On a Digital Employee it is the honest way to judge the work, and the review produces levers, never effects.
- The seat remembers people too. Someone leaving a role can hand over what they know in a conversation with Mike. Nothing is saved without their confirmation, section by section, and in one click that dossier becomes knowledge for the role's Digital Employee.
- The human occupant reads the same manual. The mandate belongs to the role, not to whoever is sitting in it. The person in the seat opens the same role manual the Digital Employee works from.
Not a chatbot you prompt. A teammate with an engine.
A chat window forgets you the moment you close it. A Scovai Digital Employee is built like production software: it remembers, it runs on its own, it recovers when things break, and it gets better at the seat over time. That's the difference between a clever demo and someone you can actually hand work to.
- It remembers the seat
A persistent, layered memory of the role: the essentials always at hand, the full history searchable on demand. Your Digital Employee never starts from a blank page.
- It works between your messages
Your Digital Employee runs on a steady beat, picks up only what actually changed, and handles the quiet background work. No idle spin, no busywork billed back to you.
- It stays on its feet
Health-checked and self-recovering: when something breaks it diagnoses the fault and fixes itself instead of going dark. Built to run at 3am without a babysitter.
- It gets sharper over time
Between tasks it reviews its own work and turns it into playbooks and lessons the next job starts from. It learns the seat, not just the last prompt.
- It keeps its commitments
Ask it to follow up and it will, on time and durably, then stands down the moment you handle the thing yourself. No nagging, no dropped threads.
- It runs in your house
Its brief and memory live in your space, secrets isolated, every action on an auditable trail. You own the deployment, not a black box you rent.
A specialist who shows up where you already work.
A Scovai Digital Employee isn't a generic bot waiting on a website. It knows its field the way a trained professional does, and it reaches you on the apps your team already uses, by message, by voice, by email, like a colleague who happens to never log off.
- They studied the field
Each Digital Employee carries real, specialized knowledge of its domain: procurement, recruiting, support, finance, ops. Like a person who trained for the job, not a blank generalist guessing its way through.
- They adapt to how you work
They pick up your processes, your tools, your conventions and your tone of voice, and fit into them. Your Digital Employee works the way your team already works, not the other way around.
- They speak your language
A dozen-plus languages, natively. Your Digital Employee switches per person and per market, so every customer and colleague is met in their own tongue.
Reach them where you already are
- Telegram
- Slack
- Discord
- In-app chat
Send a voice note and your Digital Employee understands it. Ask a question and it answers out loud. Real voice in, real voice out, not just a text box pretending to be a person.
Draft, reply and follow up over email in your tone, keeping the whole thread straight, the way a colleague who actually read it would.
Augmentation, not replacement.
Scovai's Digital Employees Workforce is built to make people better at their jobs, never to remove them from those jobs. Every Digital Employee is a copilot with a named human in the seat, a transparent brief, and a hard line: the AI assists, the person decides. We don't measure success in headcount removed; we measure it in work made lighter and judgment freed up. That's not just safer: for your teams, your works councils and your regulators. It's the only version of this worth building.
A starting point for a company like yours
Explore how a small team in your sector distributes work. Adapt the model before you decide where digital capacity is useful.
Find the model for your sectorThe workspace and the Digital Employee are separate decisions
The AGENTIC workspace has no platform fee. Digital Employee subscriptions are separate and their terms and price are shown for confirmation before activation.
- AGENTIC workspace: no platform fee
- Digital Employee: separate subscription
- Nothing is activated until you confirm the terms and price.
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