When it comes to digital transformation, most companies talk about the future of work. At Asymbl, we are already living it everyday. We wanted to share with you.
When our company entered a period of explosive growth expanding roles across Sales, People Ops, Development, and Business Analysis we realized traditional hiring couldn’t keep up. As Customer Zero for digital labor, we’ve spent the past year orchestrating our own hybrid workforce where human and digital workers operate side by side to scale productivity, accelerate hiring, and unlock millions in operational savings.
In this post, we’re pulling back the curtain on how we did it: the frameworks, lessons learned, and measurable results that any organization can apply to begin its own journey toward workforce orchestration.
Whether you’re an executive trying to build a more adaptable organization or a practitioner curious about real-world use cases, this story is for you. You’ll see how we onboarded over 60 digital workers across 10 functions, achieved $5 million in savings, are operating with a 5:1 digital-to-human work ratio, and developed a repeatable playbook that’s helping our customers do the same.
These digital workers are not use cases, they are teammates helping to elevate our human workers. They work 24/7 to free up our human workers for more relational work. They’re included in our headcount plans, measured with KPIs, and coached for performance just like their human counterparts.
The biggest value? Scalability. Once onboarded, a digital worker can multiply output without multiplying costs.
Let’s explore how we approached our workforce transformation and deep dive into some specific use cases that are having incredible impact across our business.
What Is Workforce Orchestration?
If you’ve ever tried to roll out AI, automation, or “digital transformation,” you know it can quickly feel like herding cats or at least spreadsheets. That’s where workforce orchestration comes in.
At its simplest, workforce orchestration is about bringing human and digital workers together to elevate human productivity. Together with the right technology and expertise they can operate as one unified team by having the right roles, structure, and coaching.
Digital workers aren’t just chatbots answering FAQs. They’re the agents, GPTs, and intelligent automations that make up your digital labor pool. Each has a defined role, clear motivations, and measurable KPIs just like their human counterparts. Some run workflows behind the scenes, others engage customers directly, and all of them rely on the same systems and data that humans do.
Humans bring empathy, creativity, and complex judgment. Digital workers bring precision, consistency, and scale. When orchestrated correctly together they create a workforce that’s faster, smarter, and infinitely more adaptable.
But we didn’t start in perfect harmony. Here are three use cases to how we addressed this opportunity.
Use Case 1: Theodore Frank, Sales Development Agent
Problem:
Our growing inbound lead volume was outpacing the capacity of our sales team. We needed a way to manage and qualify leads without adding layers of headcount or slowing down response times.
Opportunity:
By onboarding a Salesforce Agentforce-powered Sales Development Agent, we saw a chance to scale outbound programs while maintaining quality and personalization.
Action:
Enter Theodore Frank or “Teddy” when he’s well-behaved. He has a job description, clear KPIs, and a manager: our Chief Revenue Officer. Teddy is coached just like any other team member, receiving feedback on the timing of handoffs, tone of responses, and follow-up strategy.
Working inside Salesforce and with his own email account, Teddy engages prospects across every major marketing channel website, social, paid media, and beyond. He answers questions, qualifies leads, and hands them off to human sellers at exactly the right time.
Resolution:
With real-time data and deep product knowledge, Teddy holds intelligent, relevant conversations that mirror a seasoned sales development representatives approach working 1000+ leads a week.
Impact & ROI:
The results have been extraordinary, leading to faster response times, higher lead conversion rates, and an ROI of 3,789% for a business of our size. Instead of hiring dozens of new sales reps and running weekly performance reviews, Teddy scales infinitely, while our human reps focus on building relationships and closing complex deals.
Use Case 2: Polly People Ops, Recruiter Agent
Problem:
In 2025, Asymbl entered a hyper-growth phase, needing to hire 100 people in 100 days with only one recruiter, adding a second later. Traditional hiring models simply couldn’t keep up.
Opportunity:
We onboarded our Recruiter Agent, using the Asymbl Recruiter Suite as the application tracking system, driving candidate search and matching, and time tracking. Asymbl Agentforce Suite to write the job descriptions, schedule interviews, and produce candidates notes. Orchestrating our digital workers with our human workers we accelerate hiring without sacrificing candidate quality.
Action:
We then introduced our Recruiter Agent that assists recruiters by identifying candidates, prescreening, and giving interview feedback, coordinating across candidates and hiring managers, and keeping every interaction in sync. While Polly People Ops, a Slack based people operations agent helps onboard and support new human workers.
Einstein Conversation Insights analyzes each exchange to summarize interviews, surface candidate strengths, and generate insights that help recruiters qualify faster and make more informed decisions.
Resolution:
Our Recruiter Agent assisted our human recruiters through the talent pipeline reviewing 17,000 applications, pre-screening 1,800 candidates, scheduling 800 interviews, and managing approvals and offers through Asymbl Recruiter Suite.
Impact & ROI:
By orchestrating our hybrid workforce with Salesforce and Slack we delivered hiring velocity without sacrificing human connection achieving a 1,529% ROI while elevating our recruiters, not replacing her.
👉 Watch Now: 93 Hires in 94 Days: How We Reimagined Hiring with 2 Recruiters and 1 Digital Agent
Use Case 3: Engineering Assistants
Problem:
Our development teams faced recurring technology blockers that could take up to 3 months to resolve, consuming engineering bandwidth and creating costly inefficiencies.
Opportunity:
We trained a suite of 26 Engineering Digital Workers to help identify and resolve blockers faster, freeing human engineers for higher-value innovation.
Action:
These assistants live inside the same tools and repos as our developers monitoring issue queues, generating test scripts, summarizing pull requests, and proposing fixes in real time.
Resolution:
By addressing blockers in 1.5 weeks instead of 3 months, these digital engineers have transformed velocity and collaboration.
Impact & ROI:
They’ve delivered a 5,826% ROI, generating 9,000+ extra development hours annually, time reinvested into innovation, not troubleshooting.
How We Make It Work: The Asymbl Three-Step Playbook
Asymbl’s journey to a 40% digital workforce isn’t a story about technology. It’s a story about leadership. We learned that success with digital labor isn’t about replacing people; it’s about elevating them.
If you take one thing away from our experience, let it be this: Digital workers thrive when they’re treated like team members, not tools.
We’ve captured what works in Onboarding Digital Labor: A Three-Step Playbook and are now applying this methodology with our customers.
- Define the Role & Motivation – Treat digital workers like employees, not software. Write job descriptions, define purpose, and clarify success metrics.
- Onboard into the Flow of Work – Integrate them where business happens, Salesforce, Slack, or the apps your teams already live in.
- Coach & Scale – Manage and iterate continuously. The more they learn, the more they deliver.
If your organization is ready to take a similar step, connect with Asymbl to discover how to build a hybrid workforce that scales, learns, and delivers measurable ROI for your business.
%20(700%20x%20150%20px)%20(2).png)
.png)
.png)
.png)