Technical Configuration and Enablement

Asyml ensures every system, data stream, and application your digital workforce needs is connected and ready to go.

Set the Stage for Reliable, Scalable Digital Labor

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.

What Everyone Else Does

- Pure configuration engagements
- Assumes work is known and data is ready
- Focuses on reducing headcount
- Treats agents as static tools• IT-driven automation approach

Asymbl's Approach

- What jobs need to be done?
- What outcomes define success?
- What skills are required?
- Human vs. digital capabilities?

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.

Client A Approach

For example, 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.

Client B Approach

However, some firms use this conversation to learn more about the role, understand what’s changed since the job was opened, or identify new hiring needs. It might be one of the few times a recruiter get the hiring manager’s 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

Once we know the jobs-to-be-done, 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, to ensure the agent can operate both independently and collaboratively with your human team.

Key performance indicators (KPIs)

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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