Your expertise.
Your identity.
Clear boundaries.
PROXXY is designed to help organizations preserve valuable institutional intelligence while respecting the people whose experience helped create it.
The company keeps its institutional intelligence.
The person keeps their identity.
Ownership, access, and retention are governed by applicable agreements and law.
PROXXY is an early-stage company. This page describes the proposed product and governance architecture, subject to applicable law, contractual agreements, and enterprise deployment terms. Where a capability is not yet implemented, we say so.
Three parties. Distinct responsibilities.
- Controls authorized company workflows.
- Defines enterprise data access.
- Establishes policies and risk boundaries.
- Approves delegated authority.
- Governs company work records and validated institutional precedent.
- Uses PROXXY to reduce repetitive work.
- Reviews and corrects interpretations.
- Understands what information is collected.
- Has clearly defined personal privacy and workspace controls.
- Can inspect what PROXXY has learned within the permissions of the deployment.
The company purchases the platform.
The employee benefits from the assistant.
PROXXY provides the infrastructure.
PROXXY operates the software infrastructure, supports decision capture and evaluation, enforces configured access and authority rules, and maintains system records and audit capabilities as implemented. PROXXY retains its underlying platform technology, subject to customer agreements.
Personal experience. Institutional memory.
A personalized workspace designed around the employee.
- Individual preferences.
- Personal settings.
- Private notes where supported.
- Assistant interaction preferences.
- Employee-specific corrections and feedback.
Privacy, access, export, and deletion rights depend on the relevant data classification, company policy, applicable law, and contractual terms. Not all work-related information in an employee's workspace is personally owned.
Company-governed organizational intelligence.
- Authorized business decisions.
- Company policies and workflows.
- Documented business rationale.
- Validated precedent.
- Operational outcomes.
- Approved organizational playbooks.
The organization retains access to authorized institutional records according to its rights and retention obligations.
Not every employee interaction becomes organizational precedent. A work decision may be recorded without becoming validated guidance.
Ownership is not authority.
A proposed framework, subject to applicable law, contractual agreements, and enterprise deployment terms.
Knowledge can remain. Identity doesn't have to.
- Employee account access ends.
- Personal delegation settings are disabled.
- Employee-specific impersonation or identity representations are not continued under the standard model.
- Eligible personal settings or information may be exported or removed according to defined rights.
- Retention and deletion follow the applicable agreement and legal requirements.
- Authorized company decision records remain where permitted.
- Validated organizational precedent remains accessible to authorized roles.
- Company policies and workflows remain.
- Audit records follow established retention requirements.
- Employee-specific decision patterns receive separate treatment according to documented rights and technical feasibility.
The organization shouldn't lose its history when someone leaves. The individual shouldn't become a permanent digital replica.
Complete anonymization or deletion of derived knowledge is not promised. Treatment of employee-specific patterns depends on documented rights and verified technical capabilities.
Every action has an authority. Every decision has a record.
An employee's decisions help PROXXY develop and test its understanding.
The organization determines which categories PROXXY may handle, within specific limits.
PROXXY acts only under an explicitly approved organizational rule.
PROXXY should never attribute an autonomous action to a person who did not actually approve it.
Legal responsibility is not fixed in advance. It depends on contracts, applicable law, and the circumstances of each action. Neither the company always bearing liability, nor an employee never bearing it, is claimed here.
Not all data is the same.
A separate caseDerived decision patterns, the statistical understanding PROXXY builds from many decisions, are a distinct technical and contractual issue requiring explicit treatment. They are not silently folded into any category above.
Each entry above distinguishes a proposed design control from a legally established right and an implemented capability. Where treatment is uncertain, the framework says so rather than implying completion.
Transparency is part of the product.
Users should understand what relevant information is collected and how it is used.
Access to company information should follow approved organizational roles and policies.
PROXXY should not misrepresent autonomous actions as human decisions.
Shadow Mode is intended to measure PROXXY's predictive performance, not score employees. The proposed pilot prohibits employee ranking and performance evaluation using Shadow scores.
Collection, access withdrawal, record deletion, and derived-knowledge removal are distinct processes with different legal and technical limitations.
These are PROXXY's proposed governance requirements, presented as design commitments rather than a claim of current implementation.
Intelligence should compound. Trust should not be compromised.
PROXXY is being designed around a simple balance: organizations should preserve the knowledge developed through their work, while employees should understand and benefit from how their professional experience contributes to that intelligence.
The company gets smarter.
Its people get their time back.
Help shape how organizational intelligence, employee benefit, and responsible delegation work together.