Digital AI Staff Engineer (Contract-to-hire)

You bring digital staff to life using the latest AI tools and techniques.

You’ll design intelligent agents and create the tools they use to access systems and data in the broader world. You know how to combine AI logic, real-world integrations, and reliability practices so digital staff can perform like seasoned teammates..

Required Technical Skills

• AI Fundamentals
• Understands how LLMs interpret prompts and context
• Basic understanding of agent memory and context windows
• Awareness of the strengths and limits of different models
• Building Core Agents
• Comfortable modeling business logic as workflows via prompts
• Designs for non-technical end users
• Designs fallbacks, retries and escalations
• Designs incorporate logging and monitoring
• Building Tools
• Comfortable building integrations with REST API endpoints
• Familiar with authentication and authorization flows (OAuth 2, API Keys, etc)
• Comfortable scripting in Python and/or Javascript (parsing, transforming and mapping data)
• Collaboration
• Consults documentation before diving in
• Documents new agent & tool patterns

At Lextech, we created AIWhy to help companies scale with digital staffers — AI-powered teammates that take on real work. Our digital staff plug into existing teams, systems and processes, delivering business outcomes quickly without the heavy lift of traditional tech projects. We’re obsessed with making AI practical, reliable, and results-driven so our clients can focus on what matters: growing their business.

Responsibilities

1. Build digital staff that deliver results: design, prompt, and configure AI agents that perform real work and drive business outcomes in n8n, RelevanceAI and other platforms.
2. Translate needs into solutions: collaborate with Outcome Architects and teammates to understand customer goals and translate them into working agents.
3. Keep digital staff running smoothly: test, tune, and iterate quickly to maintain performance and reliability. Tune digital staff prompts and rework staff to address any issues and tuning output results.
4. Extend agent capabilities: build and maintain integrations and tools that give agents access to data and systems they need.

Best Performance (Attitude & Habits)

1. Learning sponge: the environment is changing faster than anything before with lots to learn. Exciting stream of learning with tinkering, research and implementation.
2. Prompt whisperer: clearly craft AI agent prompts that utilize tools to get the job done and handle exception cases and feedback loops cleanly. You test, measure, and deliver.
3. Know the why: understand what customer success looks like for each staff member and ensure that’s the focus, not the tech.
4. No surprises: you communicate early and clearly, keeping your team and leaders informed before problems grow.

Best Results (Outcomes)

1. Digital staff are humming: customized staff are running smoothly with minimal intervention and delivering on its defined goals.
2. Quality matters: digital staff intentionally does what they’re supposed to, not occasionally or by accident. All builds are easy to understand, maintain, and reuse.
3. Fast turnarounds: new agents and updates move from concept to working versions quickly.
4. Continuous improvement: agents are tuned and refined based on feedback, performance data, and client outcomes.

Heroic First 6 Months

1. First agents live and delivering measurable results: you’ve built and tuned digital staffers that clearly demonstrate business value. Digital staff delivered are quickly delivering results and require minimal tuning or fixes.
2. Agent library growing: several reusable agent or tool patterns documented and shared with the team.
3. Speed and reliability proven: quick turnaround and consistent delivery on roadmap items.
4. New integrations working in production: agents successfully using external data and systems through tools you’ve built.

Drives Me Crazy (Deal-Breakers)

1. Defaulting to no: instead of exploring options and paths to yes (unless no is the right answer after vetting).
2. Keeping others in the dark: if leadership or the team has to chase you for status, it is already broken.
3. Fire and forget doesn’t work: staff functioning needs to be validated and regularly observed including adding key checkpoints into ops logging. Something working once is not a sign of being done.
4. Focusing on tech instead of results: clients care about outcomes, not tools.

Contract Type: 1099
Expected Pay Rate: $40-$60/hr