Digital Workforce Planning & Design

Digital labor works best when it's treated as part of your team. We help you define motivation for success so your agents can contribute meaningfully from day one.

Define Roles That Support Business Goals

Every successful team depends on clearly defined roles. We collaborate with you to identify what each digital agent will do, how it will support recruiters, and how performance will be measured. By aligning digital labor with specific hiring outcomes, we ensure each agent brings measurable value to your organization.

Typical Industry Approach

- Delivers one-time configuration only
- Assumes data and processes are already prepared
- Measures success by cutting headcount
- Treats agents as static tools with no growth
- Relies on IT-driven automation projects

Asymbl's Approach

-Designs roles and success metrics up front
-Ensures data and systems are ready to support agents
-Focuses on business outcomes, not headcount cuts
-Develops agents as evolving team members
-Provides ongoing coaching and optimization for lasting value

Motivation Matters

A list of jobs-to-be-done is necessary, but sometimes the most valuable part of a task isn’t the task itself. Automating tasks without understanding motivation misses the “why” that drives business value.

Here's an example demonstrating how motivation helps define whether an agent or a recruiter is the best fit for a job-to-be-done:

Motivation: Speed

A recruiter at a staffing firm might be responsible for scheduling interviews with hiring managers, a task that sounds perfect for a digital agent. And it is, if a firm’s motivation is to move fast, get the interview on the books, and keep candidates in motion.

Motivation: Connect

Some firms use the conversation with a hiring manager to learn more about the role, find out if anything has changed since the job was opened, or identify new hiring needs. This might be one of the few times a recruiter gets the hiring manager’s undivided attention.

Assess Strategic Roles and Needs

Jobs-to-be-done

We start by pinpointing work that needs to be done that is ideally suited for digital agents, such as recurring tasks that follow clear rules or patterns. This helps ensure your digital agents are deployed where they can drive the greatest value based on your specific motivation.

Role requirements

After identifying jobs, we define what agents need to perform them. This may include access to data, systems, and workflows, as well as decision logic and handoff protocols, ensuring agents can operate both independently and collaboratively with your human team.

Key performance indicators

To measure agent success, we align metrics with business goals, like reduced time-to-screen, faster follow-ups, improved data quality, or smoother candidate handoffs. These KPIs help you track your digital employee’s performance and prove their ROI over time.

Let’s Design a Digital Workforce That Works

Ready to build a clear, measurable plan for adding digital labor to your recruiting team? Let’s talk.

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