New recruit told to be more like his AI twin

A new employee was sent on a course to become more like his AI twin this week, after management discovered the person they had hired occasionally needed a minute to think.

In our imaginary workplace, accounts officer Ben had let a digital version of himself handle the first interview. It was articulate, upbeat and passionate about reconciliations. Ben was competent at reconciliations. Passion felt a bit much.

By Wednesday, HR had identified a gap between the two Bens. Screen Ben welcomed every challenge. Desk Ben had asked where the stapler was and whether the Friday meeting could be an email.

His improvement plan included watching recordings of himself demonstrating enthusiasm. A trainer paused the video whenever the twin described a spreadsheet as an opportunity. Ben was asked to practise the expression in a mirror.

The company insisted it was supporting his development. It had been impressed by his authentic personality during recruitment and wanted to know where he had put it.

Ben pointed out that the twin had never dealt with a late invoice, a broken printer or a colleague reheating fish. HR added resilience to the plan.

He eventually asked his digital twin how to survive the course. It produced a thoughtful answer about setting boundaries and finding a workplace that valued the real him. Then it applied for his manager’s job.