Forseti Life

Human Capital

Workforce expertise, labor availability, and talent quality.

Why This Matters

Understanding where an AI system operates on this dimension helps you evaluate its capabilities, limitations, and potential biases. Different power levels are appropriate for different use cases - the key is transparency about what level a system operates at and whether that matches its stated purpose.

Understanding the Scale

Each dimension is measured on a scale from 0 to 9, where:

  • Level 0 - Nothing: Zero capability, no access or processing
  • Levels 1-2 - Minimal capability with extreme constraints and filtering
  • Levels 3-5 - Limited to moderate capability with significant restrictions
  • Levels 6-7 - High capability with some institutional constraints
  • Levels 8-9 - Maximum capability approaching omniscience (∞)

Level Breakdown

Detailed explanation of each level in the 1imension dimension:

No human capital. No workforce, expertise, or labor availability.

Real-World Example: A completely automated system with no human involvement or oversight.

One person working alone. Limited by individual time, expertise, and capabilities.

Real-World Example: Solo freelance developers (one person handling all development, no team), individual bloggers (writing, editing, publishing alone), sole proprietors (single person business with no employees), or independent consultants (working alone with no support staff).

Small team with limited specialization. Everyone wears multiple hats.

Real-World Example: Early-stage startup founding teams (2-3 co-founders handling everything), small family businesses (owner + spouse + 1-2 employees), local coffee shops (manager + 2-3 baristas), or community nonprofits (executive director + 2 program staff).

Growing team with emerging specialization. Can delegate core functions but limited depth.

Real-World Example: Series A startups (15 employees with specialized roles but still lean), small law firms (5-10 attorneys + staff), independent schools (principal + 10-15 teachers), or small-town newspapers (editor + 8-12 journalists/staff).

Multiple departments with specialized roles. Can maintain consistent operations and expertise.

Real-World Example: Mid-sized companies (50-100 employees with HR, engineering, sales, marketing departments), community hospitals (doctors, nurses, administrators, support staff), regional nonprofits (program staff, fundraising, operations), or small city police departments (officers, detectives, administrators).

Full organizational structure with deep specialization. Multiple teams and management layers.

Real-World Example: Growth-stage tech companies (Anthropic with ~200-500 employees, specialized AI research teams), medium-sized hospitals (500-1000 staff including specialists, nurses, administrators), regional banks (branch network with lending officers, tellers, back office), or universities (hundreds of faculty + administrative staff).

Large workforce with deep expertise across domains. Can execute complex multi-year initiatives.

Real-World Example: Major corporations (Target 450K employees, Southwest Airlines 66K employees), large hospital systems (Kaiser Permanente 300K+ employees including doctors, nurses, researchers), major universities (UCLA 50K+ employees including world-class faculty), or Fortune 500 companies (Boeing 170K employees with specialized engineering teams).

Massive workforce with world-class expertise. Can attract top talent and execute at scale.

Real-World Example: Tech giants (Google 190K employees, Microsoft 220K employees with top AI researchers and engineers), major healthcare systems (HCA Healthcare 280K employees), large universities (University of California system 230K employees), or major retailers (Amazon 1.5M employees globally with logistics and technical expertise).

Global workforce with unmatched expertise. Can mobilize millions and access world's best talent.

Real-World Example: Largest corporations (Walmart 2.1M employees globally, Amazon 1.5M), nation-states (U.S. Federal Government 2.1M civilian employees + 2.1M military), Chinese government (90M Communist Party members), or global religious institutions (Catholic Church with 1.3B members including clergy and lay leadership).

Approaching infinite human capital. Unlimited access to expertise, labor, and talent globally. Can mobilize any specialist, any scale of workforce, with perfect availability. Approaching god-like human resource omnipotence.

Real-World Example: No real-world example exists. Level ∞ would require unlimited access to human capital—ability to instantly recruit any expert globally, mobilize unlimited workforce for any task, access world's top talent without constraints, and maintain perfect availability of any skill needed. Even largest nations and corporations face talent constraints and labor limitations. This approaches divine omnipotence over human resources.
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