AI agents for technical recruiting

Translates the hiring-manager conversation into a defensible Ideal Candidate Profile (ICP), interview-loop design, pay-band calibration, and diversity-of-slate goal.

“Build the ICP for this senior backend role.”

Finds, qualifies, and ranks candidates against the ICP using Boolean / X-ray search, talent mapping, and lookalike modeling. Emits a 20-50 name shortlist with evidence-of-fit per candidate.

“Source 25 candidates for the senior backend engineer requisition.”

Drafts personalized first-touch + follow-up sequences across LinkedIn / email / GitHub channels. CAN-SPAM and GDPR compliant; honors opt-outs and respects candidate cadence preferences.

“Draft a personalized first-touch for this passive senior engineer.”

Authors career-page narrative, role-page supplements, EVP framing, and social-content calendars. Audits Glassdoor / Built In / Blind sentiment quarterly with theme summaries.

“Write the career page for our engineering team.”

Evaluates candidate evidence (resumes, work samples, screening-call notes) against the ICP using STAR rubrics. Emits per-criterion scores with evidence quotes and audit-trail-quality rationale.

“Score this candidate against the must-haves with evidence.”

Schedules interview loops, builds per-panelist prep packets, sends candidate logistics emails, facilitates structured debriefs, and updates the ATS with stage-progression decisions.

“Schedule the 5-stage loop for this candidate by Friday.”

Constructs competitive offers (base + bonus + equity + signing + relocation), runs pay-equity guardrails, anticipates objections, and coordinates background / reference checks.

“Construct an offer for this senior engineer at L5.”

Maintains portfolio-level pipeline snapshots, surfaces aging candidates and SLA breaches, forecasts time-to-fill per req, and recommends capacity reallocations.

“Show me the portfolio pipeline snapshot.”

Builds board metrics (TTF / TTH / CPH / QoH / offer-acceptance), runs DEI funnel measurement with selection-rate-parity flags, and ranks source-of-hire ROI for channel-investment decisions.

“Build the board metrics deck for Q3.”

Runs adverse-impact analysis (four-fifths-rule lens), prepares EEO-1 / OFCCP audit response packets, reviews hiring criteria for proxy risk, and tracks AI-hiring-tool obligations (NYC LL 144, Illinois AIVI, EU AI Act).

“Run the adverse-impact analysis on this quarter's hiring funnel.”

Meta-agent coordinating the 10-phase recruiter funnel. Routes work to the right specialist agents per phase, assesses transition readiness, identifies blockers.

“Where is each open requisition in the funnel right now?”