Autonomy is earned, not assumed.
Every employee has a scorecard: questions answered, citation rate, corrections, evals against your golden set. Autonomy levels move up when the numbers and a manager say so.
What it does
Golden questions
Seed the questions that matter; every config change runs the eval and flags regressions.
Scorecards with trends
Answered, cited, corrected, spend: per employee, against the previous window.
Permission ladder
Off, ask first, act and notify, on its own: set per action. Irreversible actions park approvals with the exact arguments frozen.
Spend caps
A cap per employee; they freeze themselves before surprising you.
A level for every action, not every employee
Freedom is set one action at a time. The same employee can answer customers on its own while every refund still waits for a person. Your Head of staff drafts sensible levels when you hire; you change any of them in a click.
Remy · Support, in Zendesk
Off
Not granted. It can only suggest.
- Issue refunds
- Delete tickets
Ask first
It drafts; a person approves.
- Refund under $50
- Reply to a VIP
Act and notify
It acts, then tells you.
- Tag and route tickets
- Merge duplicates
On its own
It acts; the log keeps it.
- Reply to customers
- Look up an order
The ramp, as it actually happens
No one flips an employee to autonomous. It earns each action on its record, it asks for the step itself, and a manager answers.
Day one
Everything asks first
Every tool it is granted starts at ask first. It drafts, a person approves, and each approval is recorded.
Clean streak
It offers to take one action on
Three clean approvals of the same action in 30 days, and it asks its manager whether it may do that one alone.
Two weeks
A trial that rolls itself back
Say yes on trial and it runs on its own for 14 days. One rejected action in that window puts it back to ask first.
After
On its own, still watched
The scorecard and your golden questions keep running. A regression is flagged, and the level is one toggle from down.
Direct message · Slack
Remy App
You approved my last three order lookups without a change. Want me to run order lookups on my own?
Goals you can count, and goals you judge
Each step up is tied to clear goals for the role. Some are numbers the record keeps for you. Some are judgments only people can make, so the people it works with make them.
Counted
- Clean approvalsapproved without an edit, per action
- Correction ratehow often a person had to fix it
- Citation rateanswers that point at a source
- Golden questionspass rate on the answers that matter
- Cost per taskspend against its cap
Judged
- Usefulthumbs from the people it answered
- Tonerated by the team it works with
- Judgment callsa manager's review of the hard cases
Taken back as fast as it was given
Earned freedom is only safe if it is easy to lose. These brakes run without anyone watching.
- Trials undo themselvesOne rejection during a trial puts the action back to ask first, without anyone remembering to.
- Demotion is one toggleAny level, for any action, comes down in a click, and the reason goes on the record.
- A circuit breaker on self-changesThree of its own changes reverted in 30 days, and its freedom to change itself drops a level.
- Spend caps freeze it firstEach employee has a cap. It stops itself before it surprises you, and asks.
- Approvals keep their argumentsAn action that waits for you is frozen with its exact arguments, so what you approve is what runs.
- Some actions never go aloneLogging in with a stored password always asks, whatever the record says.
How it works
- 01
Set the bar
Golden questions and thresholds define what good looks like for the role.
- 02
Watch the record
Every answer, correction, and approval builds the file, immutably.
- 03
Promote on evidence
Wider autonomy needs the numbers and a manager sign-off. Demotion is one toggle.
Hire your first employee today
One plan, $20 a month for the whole team. It asks before it acts.