Table of Contents
Direct Answer
The documented source lists customer-facing and back-office roles including Cleaning, Customer Service, Lawyer, Purchasing Agent, Logistics Manager, HR Manager, Delivery Driver, Programmer, Graphic Designer, DJ and Security Guard.
Confirmed facts for this question
- The documented employee references cover Cleaning, Customer Service, Lawyer, Purchasing Agent, Logistics Manager, HR Manager, Delivery Driver, Programmer, Graphic Designer, DJ and Security Guard.
- Two concrete assignments are documented: customer service can work cash registers or checkout counters, while HR uses a Computer Workstation in headquarters; delivery drivers use warehouse vehicles.
A role list becomes useful at the station
The documented employee material covers Cleaning, Customer Service, Lawyer, Purchasing Agent, Logistics Manager, HR Manager, Delivery Driver, Programmer, Graphic Designer, DJ and Security Guard. It also separates recruitment routes: Anderson Recruitment Corp is used for retail-oriented hires, while City Workforce Inc is used for HQ and office roles in the cited material.
The important operational detail is assignment. A candidate’s skill only matters when the employee reaches the relevant station, vehicle, computer or business schedule. The source also notes that Customer Service employees carry a cleaning skill, which can matter when you compare a small store’s first hire with a later dedicated cleaner.
- Name the blocked task before choosing a skill.
- Check the station, vehicle or Computer Workstation first.
- Assign the employee and observe one complete operating cycle.
- Treat exact unlocks and skill effects as version-sensitive community data.
Practical Setup
Match the employee to the operation
Employee pages are most useful when role, station, skill, schedule and cost are considered together. A role list alone does not tell a player when hiring it is justified.
- Name the work that is actually blocked: cleaning, checkout, purchasing, logistics, HR, delivery or specialist production.
- Check the business or headquarters station required by the role before recruiting.
- Choose the recruitment route and candidate skill described by the documented details.
- Assign the employee to the correct station, vehicle, computer or schedule.
- Watch the operation for a complete cycle and compare service, stock, route or satisfaction results.
- Add another employee only when the observed bottleneck and recurring wage justify it.
Checks before you commit
- Does the role have a real station or vehicle?
- Is the required agency or headquarters location confirmed?
- Are hours and demands compatible with the business schedule?
- Is the extra skill worth the extra wage in this player state?
Limits and Version Notes
The documented materials contain naming differences between community lists and the current directory. Treat the current hiring screen and workplace requirements as the final authority.
What not to assume
- Hiring high skill without a documented workload for it.
- Treating an employee list as a guarantee of every current unlock.
- Ignoring station access, shift limits or employee demands.
Sources
The current baseline is full-release 1.0. Official listings, community pages and videos keep their original status below; a community result is a reference point, not a guaranteed rule.
Continue with a related guide
These same-locale pages cover the next decisions that connect to this topic.