Skills workers learn on the job

You curate the Library and run the Academy — but a worker also teaches itself, saving what it learns on the job and recalling it when it’s relevant again.

The library doesn’t start empty

Before a worker has taught itself anything, it can already recall from bundled skill packs askTheodor ships with — a small-business set and a 100-plus-skill marketing pack (SEO audits, keyword research, campaign & launch plans, email sequences, CRO, attribution, competitor analysis, and more). A relevant worker pulls these proven procedures from day one; its own on-the-job lessons then accumulate alongside them.

What you’ll learn

• How a worker turns experience into reusable knowledge.
• Where that knowledge lives and when it resurfaces.
• How to trigger and inspect it.

Learning by doing

As a worker runs tasks, it accumulates memory — its long-term, personal notes that persist across conversations. Through reflection, it periodically distills lessons from recent chats into that memory: a procedure that worked, a pitfall to avoid, a preference you expressed. These aren’t curated by you — they’re the worker’s own takeaways.

Recalled when relevant

Because memory persists, a worker can recall a saved procedure the next time a similar task comes around — so it doesn’t relearn the same lesson twice. This is private to that worker (distinct from the shared Library and the Company tribe memory), and pinned memories float to the top so the most important ones are always at hand.

Reflect on demand

You don’t have to wait for the scheduled reflection. A worker’s profile has a 🔮 Reflect now button that triggers it immediately — handy right after a worker nails (or fumbles) a tricky task.

See what it learned

The worker’s profile shows its Memories (pinned ones first) and an evolution card with lessons learned, plus an auto-written growth journal (it fires every Friday). That’s where on-the-job learning becomes visible.

How to actually use this

Reflection runs on its own, but you get far more out of it by steering it. Three habits:

Reflect immediately after a correction. You’ve just rewritten a draft because the worker misjudged the tone, or you told it your invoices always need the PO number. Hit 🔮 Reflect now while that exchange is fresh. You’re converting a one-off correction into something it carries forward, instead of hoping it comes up again.

Read the Memories list before you blame the model. If a worker keeps doing something odd, open its profile and look at what it thinks it learned. Occasionally you’ll find a lesson it drew too broadly from a single conversation — a preference you expressed once, now applied everywhere. Seeing it is usually enough to know what to correct.

Use the Friday journal as a management check. The auto-written growth journal is a short answer to “what has this worker actually been doing?” For a worker running unattended work, that’s a weekly sanity read — and if the journal is thin, that worker probably isn’t earning its place on the roster.

Self-taught isn’t the same as correct

These lessons are the worker’s own takeaways, not facts you approved. A worker can learn something confidently wrong. That’s exactly why your Library stays separate and authoritative — when the two disagree, the Library is what you fix.

Recap

Beyond the knowledge you give it, a worker captures reusable procedures from its own runs through reflection, stores them in private memory, and recalls them when they fit — getting quietly better over time. That completes the Knowledge track: the Library you curate, SOPs that are always on, Academy training, and skills learned on the job.

📖 Reference in the docs: Worker profile

➡️ Next: Back to the curriculum