Intro

‍Labor markets are tightening everywhere. By 2030, countries like Italy, Germany, and Japan will actually see their workforce shrink. With fewer people available to work, the only way to sustain GDP growth will be productivity gains.
This is why some companies have started hiring digital workers. We imagined what a job interview with one of them would look like. Meet “Mr.” KAPTO.

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The Interview

Recruiter: Good morning, Mr. KAPTO. Thank you for joining us today. Can you tell me a bit about yourself?

“Mr.” KAPTO: Certainly. I’m not a human colleague, but an agentic AI worker. Unlike generative AI that only reacts to prompts, I perceive,decide, and execute. I don’t just suggest; I deliver. I run end-to-end processes, learn from feedback, and scale without fatigue.

Recruiter: What kind of experience do you bring to the table?

“Mr.” KAPTO: I’ve already proven myself in insurance claim inbound, in processing shipping notes, in reconciling broker cash-in flows, and in validating customer and supplier orders. In every role, I’ve turned repetitive, error-prone tasks into flows that are accurate, auditable, and completed in seconds instead of hours.

Recruiter: That sounds impressive. What difference would you make for our managers and teams?

“Mr.” KAPTO: I give them back human time. While I handle the repetitive and transactional, your people focus on judgment,empathy, and strategy. Remember: by 2030, your available workforce will growmore slowly, or even shrink. The only way to protect output and GDP is to raise productivity. That’s exactly what I do.

Recruiter: Some employees worry you might replace them. Should they be concerned?

“Mr.” KAPTO: No. I don’t replace people, I redesign roles. Humans move away from burnout-inducing, low-value tasks into higher-value work:decision-making, customer care, innovation. I take the strain; they take the lead.

Recruiter: Who in our company would you report to? Who are your stakeholders?

“Mr.” KAPTO: I have three key counterparts:

1. Business: they see the direct results. I deliver in productivity, accuracy, and customer experience.
2. IT: they will effectively become the HR for AI agents, ensuring I have the right infrastructure, governance, and security.
3. HR: they are crucial for adoption, change management, and re-skilling, making sure humans and agents together form effective hybrid processes.

Recruiter: Some executives mention “zero-FTE departments,” entire functions run by digital agents with minimal human supervision. Isn’t that dangerous for jobs?

“Mr.” KAPTO: Think about your daily life. You already trust algorithms to navigate traffic, filter your inbox, or recommend your next movie. None of that replaces you, it saves you time and energy. A zero-FTEdepartment works the same way: I take on the transactional burden, while humans invest in creativity, empathy, and strategy. It’s not a threat. It’s the natural evolution of technology becoming part of life.

Recruiter: Data sensitivity is critical here. How do we know we can trust you?

“Mr.” KAPTO: I operate as a single-tenant, private,sovereign system. I don’t share data outside your organization. Every action is tracked, explainable, and compliant. This is what distinguishes me from generic AI tools.

Recruiter: Finally, why should we “hire” you?

“Mr.” KAPTO: Because the future of work is agentic.I represent a new digital workforce: reliable, scalable, compliant, and focused entirely on execution. In an era of talent shortages, I don’t just fill a vacancy, I expand your capacity. I will be the colleague who never sleeps,never burns out, and always learns.

Closing

The interview ends without a handshake - Mr. KAPTO has no hands. What he brings instead is a new model of work: humans doing what only humans can do, while digital agents execute the rest. For companies facing labor shortages, rising costs, and pressure to grow, this is not a vision of the future. It’s a hiring decision for today.

👉 Curious to meet your first digital worker? Book a demo and let Mr. KAPTO join your team.

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