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This is a community translation of the original Chinese text. The translation may contain inaccuracies. When in doubt, please refer to the original Chinese version.

Before the Agent Is Born

Treat an agent as a person and one question comes naturally: where did this person come from?

The answer is that they come from earlier than you think. What the model-training companies — OpenAI, Anthropic, the whole long list of names — deliver is not an agent. It is a candidate. Someone fully educated, capable, credentialed, but with no role, no responsibilities, no place to work. Pulling this person straight in as an employee is like seeing a resume on a job board and assuming the person is already working for you.

A candidate is not an employee

"We used the strongest model, so the agent should be strong" — seen through the lens of people, the flaw in that expectation is obvious. Hire a PhD from a top school and the company does not start running itself. You still have to give them a role, responsibilities, permissions, tools; tell them who they report to and what counts as done. The ability is theirs. The job is yours to give. Take away either one and this person sits idle — or runs wild.

The model is that PhD. The moment it comes out of training, it already has considerable general ability, but it knows nothing about which role it will fill, for whom, doing what. None of that is written into the model. It is written into everything you prepare for it after it is born.

Model ability is not agent ability

Here is a distinction that must be nailed down: model ability does not equal agent ability.

Model ability is the candidate's caliber — determined by training, yours the moment you buy it. Agent ability is what that candidate actually delivers in the role, with the tools, inside the environment you provide — determined by your engineering. The first is a ceiling; the second is actual performance. Between them lies the whole stretch of recruiting, onboarding, starting the job, and settling in.

Picking a model is one step in recruiting, not all of recruiting, and certainly not all of agent engineering. How well an agent performs usually depends less on how strong a candidate you bought than on how clearly you handled everything that comes after it is born.