Abstract
Multiple agents may often conflict in an organization: for example, one coding agent changes an interface in a repository, but another continues to develop on the old version where existing tests become stale. A conversation can resolve the episode, but when the participants change, what makes the lesson continue to govern the team? We introduce Relic, which turns recurring collaboration failures into organization-owned, executable protocols. Members reflect on visible work, propose rules, and govern their adoption. Adopted protocols bind triggers, responsibilities, required evidence, and execution consequences to the runtime, while remaining open to revision and retirement. In one traced case, repeated integration friction produces an interface-review rule that governs later pull requests and is revised as work continues. Across 360 controlled runs over ten software workloads and three models, Relic raises complete-contract delivery from 14.06% to 19.76% (+5.71 percentage points) over a matched structured team without the protocol lifecycle, improving all four verified production endpoints in every model stratum. Under fresh-member transfer, behavioral correctness is 25.4% with no inherited protocol, 34.6% with the same rules provided as readable text, and 41.2% with executable bindings, a +6.5-point advantage over text alone. On the full CooperBench benchmark, after excluding 183 broken benchmark pairs, Relic achieves 371/469 (79.1%), establishing the best reported result among peer-structured systems. On the 47-pair same-model subset, Relic also exceeds Solo (28/47 vs. 26/47), reversing the coordination loss exhibited by the official peer baseline. Together, these results show how collaboration experience can become persistent organizational state that remains useful beyond the members who created it.
Abstract (translated)
URL
https://arxiv.org/abs/2609.32965
