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Jobr manages your AI employees on your behalf, which means most issues are caught and resolved before you ever notice them. But if something does seem off, this page covers the most common situations, what they typically mean, and the fastest way to get them sorted.
What it means: The tone training needs adjustment. As your business evolves — or as edge cases surface that weren’t covered during onboarding — the employee’s responses may drift from your expected brand voice.What to do: Collect 3–5 examples of responses that don’t sound right and send them to your Jobr account manager. Include a note on specifically what sounds wrong — too formal, too casual, wrong terminology, missing a phrase you always use, etc. The more specific you are, the faster the adjustment can be made.
What it means: Your escalation triggers may be too broadly defined. This is common in the first few weeks as real-world conversations surface patterns that weren’t anticipated during role mapping.What to do: Review your escalation rules and request an adjustment from your account manager. Use your daily reports to identify patterns — if the same type of conversation keeps escalating unnecessarily, that’s a clear signal to tighten that specific trigger. A few weeks of real data makes it easy to tune.
What it means: A trigger condition may be missing entirely, or an existing trigger is defined too narrowly to catch the situation you’re seeing.What to do: Document the specific case — what was said, what the AI employee did, and what should have happened instead. Send that to your account manager and they’ll add or adjust the trigger to cover it going forward. One well-documented example is enough to act on.
What to do: Check your spam or junk folder first — daily report emails occasionally get filtered. If the reports are genuinely missing and not in spam, contact Jobr support and include the date of the last report you received. The team will identify what’s happened and restore delivery.
What it means: This usually happens for one of two reasons: a policy or piece of information has changed since the employee was trained, or an edge case wasn’t covered during the initial role mapping phase.What to do: Flag it immediately with your account manager. Include the conversation details if you have them — the specific exchange, the date, and what the correct information should have been. Quick flagging means the training can be updated before the same issue recurs.
Jobr monitors performance automatically, and response time is tracked as part of standard operations. Average response time is under 30 seconds. If you notice a sustained slowdown — not just a one-off — contact Jobr support and describe what you’re seeing. Include approximate times so the team can check the relevant window in performance logs.
For all issues, your first point of contact is your Jobr account manager. Include as much context as possible when you reach out — dates, specific examples, and screenshots help resolve things significantly faster than a general description.

Contact Jobr Support

Get in touch with your account manager or Jobr support — whether you’re reporting an issue, requesting a change, or exploring a new role.