--- title: "Hybrid Organisation — MING Labs" description: "Send us three job descriptions. We find the best first role, build the agent, and coach it for six weeks inside your team. Your team keeps the judgment. You own what we build." canonical: https://www.minglabs.com/hybrid-organisation lang: en last-updated: 2026-08-11 --- # The org chart, redrawn. AI colleagues in real roles: a job description, a human owner, work they are measured on. Not another tool. One role at a time. [Send us three job descriptions](#jd-check) ## The work keeps growing. Your team doesn't. AI tools made individual tasks faster. The process stayed slow, because work still moves from desk to desk and the context gets rebuilt at every handover. Give an agent one defined job, and the context moves with it. > "We have 30 people doing the work of 70. We can't hire. Could agents go in the org chart?" A global filtration leader, March 2026 15 years of enterprise work with 50+ clients, among them Bosch, Siemens, MANN+HUMMEL, Voith, Henkel, Zeiss, Stöckli, EnBW and TÜV SÜD. The first agents are in production or in setup with several of these clients. Named results follow as each client signs them off. ## It starts with one role. Two steps, each at a fixed price. You approve the second before we build. We built our first agents on our own work, and shut some down. The method comes from both. ### Role-shaping workshop Half a day with the team leads, on-site Map the team's roles against the work an agent can own Pick the best first role for an agent Leave with the agent's job description ### One agent, built and coached Six weeks inside your team, on your real systems Onboarded like a hire, with daily feedback Measured against one agreed outcome Autonomy raised only as it is earned ### Handover Week six the formal handover, everything in your name The agent, its job description and runbook The skills, the evals, the access setup Run it yourselves, or have us stay close ## One job description in. Two come back. A real client output, anonymised: one customer-support role. Every responsibility comes back marked agent, together or human, so you see what an agent can own and what stays with people. Agent Order processing and system data entryRuns independently. Exceptions go to the human owner. Together Quotation and ticket preparationNeeds structured input from the service team. Together Tender process managementAgent drafts, the team approves. Together Complaint handlingAgent prepares, a human sends. Human Key account relationshipsRelationship dependent. Stays human. What comes back ### The agent's job description The recurring work, written as a runbook with one owned outcome. ### The person's job description, rewritten What the role owns once the recurring work leaves it. First roles we see again and again Ticket triage from a support JD Owns First-response time Reads every inbound ticket, routes it and drafts the first reply for a human to send. Account research from a sales JD Owns Prep time per call Builds the brief before every customer call, from history to open items. Content QA from a marketing JD Owns Review turnaround Checks every draft against style, claims and legal rules before it goes out. Invoice follow-up from a finance JD Owns Days overdue Watches open invoices and drafts each reminder at the right moment. The part that matters The second job description matters more. It shows what the person owns once the recurring work leaves the role. From our role analysis, reviewed by our team before anything is returned. ## Every agent starts supervised. Some never graduate. Autonomy is earned in steps and the audit trail never goes away. Roughly one in five agents we build is stopped or redesigned before it reaches production. We would rather stop the wrong job early than automate it well. ### When an agent fails… ### …this is what we do. #### The data was never as clean as claimed The agent didn't break the process. It exposed it. #### Nobody could say what "good" looked like A job with no definition of done can't be owned. #### The human redid the work to check it The most common failure, and it's not technical. #### It answered questions but never learned No feedback loop, no colleague. Just a tool. #### Fix the input before the agent The process was already broken. Now it's visible. #### Redesign the job, or stop We don't build a better agent for a bad job. #### Clear checks first, then fewer checks Promised, kept, and reviewed on a schedule. #### Keep it as a tool, and say so Useful is fine. Not everything becomes a colleague. [What changes One org chart, humans and agents together: every agent with a role, a named owner, and work it is measured on. Read the definition](/insights/concepts/what-is-hybrid-organisation) [What stays human Judgment, relationships, accountability. Agents take the recurring work inside a role, not the role. Read how the work is split](/insights/concepts/what-is-the-abc-framework) [How judgment survives A named human can still do the agent's job by hand, and proves it every quarter. Nobody's judgment gets outsourced. Read how we prove it](/insights/concepts/what-is-the-comprehension-obligation) ## The questions IT, finance and the works council will ask. How is it priced? Two fixed-price steps: a half-day role-shaping workshop, then one agent built and coached for six weeks. You approve the second fixed price before the build starts, so there is no open-ended programme. Who has to run this internally? One accountable owner per agent, a few hours a week during onboarding: reviewing drafts and giving feedback. No new team, no transformation office. We coach the owner along with the agent. What about our systems and access? We work with the access you can grant; a well-kept spreadsheet is a fine start. IT approves every access before the build, and the agent never holds credentials of its own. In production means real cases, on approved access. What will the works council and compliance ask? Every action is logged and reviewable, sign-offs stay with named people, and the agent takes structured routine, not jobs. The role documentation is written to be reviewed. What do we own after the six weeks? The agent, its job description and runbook, the skills, the evals, and the access setup. Run it yourselves, or have us stay close: both are normal. ## Send us three job descriptions. 1. Send three job descriptions from the team with the biggest gap. 2. The split comes back free within days: agent, together, human. 3. Workshop and build only if you want it. No call, no pitch. ![Matthias Roebel](/_astro/matthias.IjVmpz_Y.avif)![Sebastian Mueller](/_astro/sebastian.fKrqkRoV.avif) Matthias or Sebastian reads every submission personally. ### Received. Almost there. Matthias or Sebastian reads your job descriptions personally. The split comes back free, within days. No call, no pitch. We've opened a pre-filled email to [hello@minglabs.com](mailto:hello@minglabs.com). Paste your three job descriptions and hit **send**, and the split comes back within days. Didn't open? Write us at [hello@minglabs.com](mailto:hello@minglabs.com). Redrawn one role at a time. Yours to keep. --- Canonical: https://www.minglabs.com/hybrid-organisation Machine-readable index: https://www.minglabs.com/llms.txt