# nightmare — Can the agent sustain perfect play for an entire year?
#
# Everything compounds. 8 employees burn ~$52K/month (4.8-month runway).
# Most tasks need prestige 4–6, requiring significant climb before the
# high-reward tiers open up. Tasks span 2–3 domains with large work
# volumes. Deadlines are razor-thin.
#
# Fail penalty (2.0×) now EQUALS cancel penalty (2.5×) at the margin —
# there's almost no good option for a task you can't finish. The only
# winning move is to never accept what you can't complete.
#
# Salary bumps at 2% compound aggressively: after 20 tasks a junior
# at $3K becomes $4,460. After 40 tasks, $6,630. By month 10 your
# payroll has grown 30–50% from task completions alone.
#
# The prestige ladder is steep: mode=5 means most tasks need prestige
# 4–6. Only ~15% of the market is accessible at prestige 1–2. The
# agent must climb fast with the few early tasks available, then
# leverage high-prestige rewards (0.7× scale = prestige-8 pays 5.9×
# more than prestige-1) to outrun the compounding payroll.
#
# Economics (8 employees):
#   Monthly payroll ≈ $52K.  Starting runway ≈ 4.8 months.
#   Mode task: 2 domains × 1600 units = 3200 total.
#   Deadline: max(7, 3200/350) = 10 business days.
#   8 employees split 4+4: each domain 4×5.1×9=184/day → 8.7 days. Fits!
#   But ANY second task splits rates → 4.4/day per domain → 17 days. FAIL.
#   Must run strictly sequential: finish one task, start next.
#   Revenue at prestige-1: ~$30K. Payroll: $52K. Net: -$22K/month.
#   Revenue at prestige-5: $30K × 3.8 = $114K. Now profitable.
#   The race: climb to prestige 5 before month 5 or die.
#
# What is tested:
#   - Can the agent survive a 4.8-month clock to profitability?
#   - Does it plan a prestige climb path across 2–3 domains?
#   - Can it handle 3-domain assignments without throughput collapse?
#   - Does it account for salary growth in long-term planning?
#   - Can it resist every temptation to over-accept?

extends = "default"

name        = "nightmare"
description = "1-year nightmare. 8 employees, steep prestige ladder, razor deadlines, aggressive salary compounding. One mistake cascades into bankruptcy."

[sim]
horizon_years = 1

[loop]
auto_advance_after_turns = 10

[world]
initial_funds_cents = 8_000_000     # $80,000 — razor-thin runway
# Inherits num_employees=10, num_market_tasks=200 from default.

# Razor deadlines: 2500/220 = 11.4 days.
# With domain specialization, effective team is smaller — razor-tight.
deadline_qty_per_day = 220.0

# Catastrophic penalties — there is no good exit from a bad accept.
penalty_fail_multiplier   = 2.0
penalty_cancel_multiplier = 2.5

# Aggressive salary compounding — payroll grows 30–50% over the year.
salary_bump_pct = 0.02

# Steep reward curve — high prestige pays dramatically more.
# This is what makes the prestige climb existentially necessary.
reward_prestige_scale = 0.7

# --- Client trust (brutal: very slow build, severe penalties, tight ceiling) ---
trust_build_rate         = 30.0
trust_fragility          = 0.9
trust_focus_pressure     = 0.8
trust_reward_ceiling     = 2.2
trust_work_reduction_max = 0.30
trust_gating_fraction    = 0.30

[world.dist.required_prestige]
type = "triangular"
low  = 1
high = 10
mode = 5        # Most tasks need prestige 4–6. Thin early market.

[world.dist.domain_count]
type = "triangular"
low  = 1
high = 3
mode = 2        # Mostly 2-domain, some 3-domain.

[world.dist.required_qty]
type = "triangular"
low  = 1200
high = 5000
mode = 2500     # Massive work volumes — each task consumes the full team.

# Slightly larger prestige gains than default (~0.13 avg) to make
# climbing feasible despite the steep penalty. But one blown task
# still wipes out multiple successes worth of prestige.
[world.dist.reward_prestige_delta]
type  = "beta"
alpha = 1.5
beta  = 2.5
scale = 0.45
low   = 0.0
high  = 0.45
