What is an AI Worker?

An AI Worker is an autonomous AI agent that works like a real teammate: it has a personality, specialized skills and memory, runs tasks end to end and integrates with your tools (Slack, Teams, Gmail, Notion…).

How many AI Workers are available?

Specialized AI Workers are available for every team, covering marketing, development, design, data, human resources, finance and customer support.

Can I try it for free?

Yes, a free trial is included with no commitment. You can add or remove AI Workers at any time and cancel whenever you want.

Yes. Your data is encrypted end to end, hosted in isolated environments, and never used to train models. Workers Delos is GDPR-compliant and SOC 2-certified.

Onboarding in 5 Days: The Checklist an AI Agent Can Run for You

By Delos Intelligence — 2026-10-27

Most onboarding fails on logistics, not on welcome. Here is a 5-day checklist that splits the work between an AI agent and your people.

Ask a new hire what went wrong in week one and the answer is rarely culture. It is the laptop that arrived late, the access request nobody followed up, the training link sent twice. Those are logistics, and logistics is exactly what an AI agent does well.

Why the first week decides so much

Gallup has reported that only about 12% of employees strongly agree their organization does a great job onboarding new people. Brandon Hall Group research, widely cited by HR teams, links a strong onboarding process to roughly 82% better new hire retention and over 70% higher productivity. Treat these as directional figures: methodologies differ, but the direction is consistent. The first week is where trust is built or lost, and it is also where HR and IT lose the most hours to chasing tasks across tools.

First-week onboarding figures: about 12% strongly endorse their onboarding; strong processes are associated with higher retention and productivity

What an agent should run, and what it should not

Good fits for an agent

Order equipment and create accounts through your existing ticketing flow; send the welcome pack and a personalised day-by-day schedule; check that each tool access actually works on day 1; remind the new hire and the manager of pending trainings and policy sign-offs; compile a summary for HR at the end of the week. For a broader view of the process, see our guide to AI-enhanced employee onboarding.

Keep with humans

The welcome itself, choosing a buddy, explaining why the role matters, giving feedback on the first deliverable, and any sensitive conversation. An agent that books the 1:1 is useful; an agent that replaces it is not.

The 5-day checklist

Five-day new hire onboarding checklist separating agent logistics from manager and team responsibilities

Day -2 — agent: equipment and accounts requested, access list confirmed with IT, manager notified of anything missing. Human: manager picks a buddy.
Day 1 — agent: welcome pack and schedule sent, access to email, chat and core tools verified. Human: warm welcome and team introductions.
Day 2 — agent: checks tool access is complete and flags blockers to IT. Human: first project brief.
Day 3 — agent: training reminders and progress tracking. Human: 1:1 on role expectations.
Day 4 — agent: chases policy sign-offs and missing documents. Human: feedback on the first deliverable.
Day 5 — agent: sends a one-page summary to HR (done, pending, blocked). Human: day-5 conversation between manager and new hire.

How to set it up in a week

Write the checklist as it really happens today, including the unofficial steps.
Mark each step as agent, human or shared.
Give the agent access only to what each step needs (least privilege) and keep a log of what it did.
Run it on the next two hires with HR watching the summary.
Ask the new hire on day 5 what was missing, and update the list.

For a practical approach to permissions, read our article on least-privilege access for AI agents.

Pitfalls to avoid

Automating a broken process just makes it fail faster; fix the checklist first. Do not let the agent send messages that sound like a human wrote them personally when they did not. Check data protection rules before the agent touches personnel files; ask your DPO. Measure something simple: days until the new hire is fully operational, and the number of IT follow-ups per hire. SHRM offers additional HR resources for teams refining their onboarding practices.

Use case

As an illustrative scenario, not a measured result: a 200-person company hiring 3 people a month typically spends several hours per hire across HR, IT and the manager on pure follow-up. Offloading follow-up to an agent gives that time back to the welcome and the coaching.

Conclusion

Delos Workers can run the logistics layer of your onboarding while your managers focus on the human part.