AI-Native Organisations Run on Skills: How to Structure and Scale Them — Imad Touil, QuantumBlack
This talk highlights the critical role of skills in AI-native organizations, emphasizing that they are the fundamental unit for achieving deterministic results at scale within agentic software stacks. The speaker identifies two main loops in this stack: the coding agent harness and workflows, with skills residing within workflows to define specific tasks. Skills governance is presented as crucial to avoid technical debt, ensuring reusability, discoverability, and quality across an organization's AI development pipeline. The speaker proposes a phased approach for scaling skills, from individual creation to a centralized, governed platform, ultimately enhancing productivity, quality, and cost-efficiency.
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The talk focuses on how AI-native organizations can effectively leverage skills within their agentic software stack to achieve deterministic and scalable results. The speaker introduces the concept of an agentic software stack having two loops: the coding agent harness and workflows.
The Agentic Software Stack:
1. Coding Agent Harness (Inner Loop): This loop comprises core components like the context manager, tool/MCP runtime (for managing multiple cognitive processing tools), memory & state, and a skills loader/router. The context layer feeds information like project instructions (e.g., agent MD files), tool/MCP schemas, memory, conversation history, and retrieved content (from files, codebases) to the harness.
2. Workflows (Outer Loop): This loop orchestrates the actions and runtime of the agent. It leverages skills, sub-agents, MCP services, and hooks. To enable these workflows, foundational components are needed: an environment sandbox, an MCP gateway (to manage and simplify MCP tools), a model gateway (to manage LLMs, both open-source and frontier models), a graph/knowledge graph (to abstract IT core systems, codebases), a skills registry, and a workflow marketplace.
The speaker emphasizes that in a real enterprise product delivery scenario, building a product involves a complex end-to-end lifecycle, far beyond simple coding. This lifecycle includes: strategy (product roadmap, success metrics, identifying plans), insights (market research, competitive analysis, customer interviews), discovery (problem statements, solution finding, validation, experimentation, user stories), raw product delivery (data pipelines, data quality validation, catalog data assets), software product delivery (building the product increment, feature flags, A/B testing), platform engineering ops (provisioning infrastructure, infrastructure as code modules), and launch (performance optimization, incident resolution).
The Problem: Ungoverned Skills Lead to Technical Debt: TheWithout proper governance, skills can lead to a new class of technical debt. The key challenges include:
Duplication: Teams repeat similar skill development, leading to redundant effort and code. Quality: Lack of testing and validation against evolving models degrades skill quality over time. Discoverability: Without a shared catalog, existing skills remain unknown and unused. Ownership: Unclear ownership hinders maintenance and evolution. Composability: Without design principles, skills are not easily combined, leading to conflicts. Security: Publicly sourced skills can pose security risks (e.g., prompt injection) if not vetted. * Permissions: Sensitive business logic within skills requires robust access control.
The Solution: Scaling Skills through Teams, Governance, and a Shared Platform: To address these challenges, the speaker proposes a phased approach for scaling skills across an organization:
1. Individual Level: Engineers should be empowered to create/extract, test/improve, use, and publish skills in a structured manner, not randomly. 2. Team Level: Skills should be shared within teams, fostering collaboration and rapid evolution due to shared technology stacks and products. 3. Centralized Platform: This is the most crucial step, where all governance mechanisms are implemented. It includes a skills catalog with metadata for discoverability, an MCP/Model gateway for accessing tools and LLMs, a skills CLI for pulling and pushing skills, dependency management, versioning & lifecycle management, access control, and evaluation & observability. This platform is overseen by various stakeholders like architects, engineering leads, and cyber leads. 4. Organization Level: Once the centralized platform is established, all teams can pull high-quality, governed skills from a single source, leading to increased productivity, improved quality and security, and reduced costs (due to decreased token usage and wasted effort).
Future Exploration: Skills Registry: Developing robust, multi-provider skills registries that support discoverability, versioning, and governance at an enterprise scale. Skills Evaluation: Establishing engineering discipline for instrumenting, validating, and auditing skills to ensure quality and efficacy. * Skills Auto-Evolving: Implementing agent updates from real-world usage, fine-tuning, and market observation to automatically refine and publish skills in response to specific use cases. However, this must be done with strong governance and guardrails to manage impact.