1. Sign in and pick a tier
Sign in at syntic.ai and the dashboard opens to your Workforce. The first decision is which Syntic AI tier each Employee runs on — Fast, Standard, or Pro. Standard is the default for almost everything; switch to Fast for cheap quick lookups and to Pro for long, multi-step jobs that need depth. You can change a tier per Employee or per dispatch later.
2. Hire your first AI Employee
Open the Workforce panel and click Hire. An AI Employee is a named professional role — Receptionist, SDR, Bookkeeper, Researcher, Realtor, Collections Agent — that lives inside your dashboard. Pick a role from the templates or describe one in plain English ("an AI Employee that triages support tickets and routes the urgent ones to a human"). Give them a name, a phone or Slack handle if the role uses one, and let them self-onboard. The wizard asks what they should manage, who they report to, and what tools they need access to.
3. Train them on your context
An AI Employee gets dramatically better the moment you give them context. Upload your standard operating procedures, paste in the brand voice doc, connect Google Drive or Slack so they can read what your team writes. The Employee reads everything once and then the Agents they dispatch all start from that context.
Skip nothing here even if it feels obvious. "Always reply within two business hours" or "never quote a price without a manager's sign-off" are the exact rules that separate a useful Employee from one that ships embarrassing work.
4. Dispatch your first AI Agent
This is where the platform earns its keep. Click into your AI Employee and give them a real job: "Call this list of 50 leads, ask three qualifying questions, book a meeting if they're a fit, log the rest with notes." The Employee writes the plan, you sign it off, and a Syntic AI Agent runs it — actually placing the calls, taking the answers, writing back to your CRM. You watch the run from the dashboard or come back when it's done.
5. Review the outcome
Every dispatched Agent leaves a paper trail: what it did, what it heard, what it cost, what landed in the CRM. Open the run, listen to a sample call, scan the transcripts the Employee flagged for review, and approve the work. If anything looks off, the Employee learns from your edits and the next dispatch starts from the corrected behavior.
6. Set the recurring rhythm
Once a job runs cleanly, you don't need to dispatch it by hand again. Set a schedule (every Monday at 9am, or whenever a new lead lands in HubSpot) and the Employee dispatches the Agent on its own. Check the wallboard once a day to see what's queued, what's running, and what needs your attention. That's the loop — hire, train, dispatch, review, automate.
What to try next
From here, three good directions: install a Skill so the Employee inherits domain expertise (sales, finance, legal, healthcare), connect more tools so Agents can act in more places, or hire a second Employee that reports to the first. The Workforce gets compounding value as you stack roles.