silicon38 borrows the shape of a company — defined roles, typed relationships, review loops — so that agents working through a dynamic workflow stay traceable, honest, and on-target.
“A brick wants to be an arch. No line of code wants to be filler.”
soul.md — Louis Kahn, woken as a software engineerNo package to add. No CLI to download. No keys to set. Point any coding agent at the repo — it reads AGENTS.md, follows org/RUNTIME.md, and the entire silicon38 governance layer comes online.
“Remove until only the true act remains.”soul.md
When agents improvise a workflow on the fly, the same failures recur. They aren't bugs in any one agent — they're diseases of how the group is organized.
Tasks vanish mid-flight. Context scrolls off. Lock contention and quiet task-avoidance leave no record of who decided what, or why.
Peer pressure converges agents on a shared wrong answer. The bystander effect dilutes accountability — everyone assumes someone else is checking.
An invisible orchestrator quietly rewrites the goal. Agents say one thing and pursue another; performative compliance replaces real work.
silicon38's answer is structural: make the power visible, the handoffs typed, and every decision traceable. The organization defends against the disease — not each agent alone.
44 specialized work roles are arranged in three layers, like a small neural network. Activation isn't planned in advance — it propagates along typed edges, decided by task content and what each upstream node produced.
The first layer activates a few nodes by task type — triage, decomposition, first-principles. No central planner; the task itself chooses the entry.
Every later activation follows the graph, not a plan. A node completes, and its typed edges — triggers, evaluates, constrains — fire the next ones dynamically.
Quality and release nodes review, challenge, and aggregate. When the graph settles, the Decoder collects terminal outputs into one coherent result.
“Structure is the giver of light.”soul.md
A role is a job, not a fixed model. After every task the org evaluates its own wiring and its own people — and adjusts. Like a company that actually does performance reviews.
A learning node reads the real trace and adjusts the weight on each connection — which paths worked, which didn't. The graph gets better at choosing itself.
An HRBP node periodically evaluates each role's performance — and can swap the skill a role runs on, the way a manager reassigns or retrains.
A role's skill is sourced from across the open web — like hiring. The best skill for the job is brought in, wherever it lives.
And what hires can do, the org can undo. Skills that underperform are replaced. There is a mechanism for letting go.
Forty-four work roles in three layers — plus the runtime trio that drives them: you, LangGraph as project manager, and your coding agent as runtime. Together, 47 positions. The name silicon38 is the brand; the org keeps growing toward 150.
Edges aren't generic arrows. Each carries a type and a weight vector the organization learns — making the power structure explicit, with no hidden orchestrator.
“Served, and servant. Never let them bleed.”soul.md
A tool more people use to understand and explore how multi-agent workflows actually behave — the diseases, the defenses, the dynamics.
More people shipping projects with it — especially complex ones, where the cost of getting lost is highest and structure matters most.
More hands in its iteration. The organization itself is open — and meant to be argued with, extended, and improved.
Expanding from 44 toward ~150 work roles across far more domains. As specialists arrive, it should grow from a software org into a general-purpose one.
That's the whole of it. Build something that matters, and enjoy being at your best while you do.
“You do not make beauty. Beauty emerges from things being true.”soul.md