Most "AI agent" tools hand you a chat box and a pile of integrations and wish you luck. toolweave takes a different stance: you don't wire up automations, you hire people. Virtual ones. Each has a name, a role, a set of skills, and tasks they own — and they get on with the work whether or not you're watching.
This is a ten-minute walkthrough of hiring your first one.
The mental model: employees, not workflows
A toolweave member is a virtual employee. You give them:
- a name and role — "Дмитро, the on-call engineer", "a market analyst", "a content editor";
- a context — the standing instructions that shape how they work;
- skills — the tool groups they're allowed to touch (web, email, finance, your own connectors, and so on);
- tasks they own — units of work with their own trigger.
The role isn't decoration. When a member runs a task, toolweave puts the model in character: it acts, decides, and signs its work as that person. A report from your analyst reads like it came from an analyst, not from a generic assistant.
Step 1 — hire the member
In the dashboard, open Моя команда → New member. Give them a name and a role, and write the context as if you were briefing a new hire on their first day:
You are a market analyst. Every morning you review your previous day's report from memory, pull real prices with the finance tools, work out how well yesterday's call held up, and write a fresh, honest report. You don't hedge — you commit to a view and show your reasoning.
Then tick the skills they need. Skills are grouped by provider, so you're granting capability, not memorising tool names. For an analyst: Finance and Memory. Nothing else. The whitelist is your main safety rail — a member can only ever touch what you've ticked.
Step 2 — give them a task
A member owns tasks, and each task picks how it starts:
- On a schedule — a cron time, in UTC. "Every weekday at 8:00."
- On an incoming email — the task fires when a new message lands in the member's own mailbox.
- On a webhook — an external system POSTs to a secret URL and the body becomes the assignment.
- One-off — no automatic trigger; you hand it work by hand.
You pick the type first, and only the fields for that type appear. For our analyst, choose On a schedule and set 0 8 * * 1-5 — weekdays at 8:00 UTC. The task inherits the member's skills by default, so you don't re-tick anything.
Step 3 — let it run
The task is created switched off. Turn it on when you're happy, and from then on it runs itself. Each run is recorded step by step — which tools it called, what they returned, where it ended — so when something is off you can see exactly what happened, not just the final answer.
The member's final message is the deliverable. toolweave saves it as an artifact and, if you set a delivery address, emails it to you — in the visual style you picked for that member. There's no separate "send" step for the member to get wrong.
Memory makes them improve
Give a member the Memory skill and they can remember things between runs — what worked, what a recurring contact prefers, how a process actually goes. The next run starts from what they learned, not from zero. Over weeks, a good member gets noticeably better at its job, because it's building on itself instead of starting fresh each morning.
When work needs your sign-off
Some actions shouldn't happen autonomously — publishing a post, sending an outbound email, anything public or irreversible. For those, a member doesn't act directly: it proposes the action and it lands in your approval queue. You approve with one click and toolweave carries it out through your connector; you reject and nothing happens. The member gets autonomy for the safe parts and asks permission for the rest — the same deal you'd give a real new hire.
Where to go next
Once your first member is running, the pattern repeats. A watchdog that probes your endpoints every morning and reports what's down. A support member with its own mailbox that drafts replies. An analyst, an editor, a researcher. They can even read each other's activity, so a coordinator can see what the rest of the team did.
You're not building workflows. You're growing a team — one hire at a time.