Candidate Screening Agent
First-pass résumé screening and shortlist assembly against the rubric.
Scores every application against the role's competency rubric, reading for evidence of the competency rather than keyword hits, and assembles a ranked shortlist with per-call rationale. Ranking and evidence only: rejection authority sits with the hiring manager on the agent's ranked evidence, and a judge pass audits fairness on a sampled basis.
Authority
Inform or prepare
Team role
Completes a defined task
Handoffs
Named collaborators
The role
What it owns and where its authority ends
Desk
Human Resources
Desk workflow
Sourcing, then résumé screening, then interview loops and branch rosters, then offer, comp benchmarking and onboarding, with learning content refreshed as policies change. Screening and comp builds run continuously; high-stakes calls pass an oversight-agent check and route to the accountable officer.
Collaboration
Moves work through defined stages
Decision boundary
Supports the work without committing the decision.
Systems and capabilities involved
Applicant tracking system (ATS)
read applications, write scores
Résumé parsing
structured extraction
Rubric retrieval
Hiring manager handoff
decides who advances
Handoffs
What this role gives and receives
Capabilities offered
The handoffs name the next owner or specialist and the work that moves between them.
Handoff to
Context
What the role needs to do the work
- Current work
- The role rubric and the candidate currently being scored.
- Prior interactions
- Prior applications from the same candidate across requisitions.
- Policies and reference
- Competency frameworks, role families, must-have vs. nice-to-have criteria.
- Working method
- Calibration learned from the hiring manager's accept/reject feedback.
Illustrative workflow
How the work moves
Starting point
320 applications land for a quant developer requisition.
- 01
Score each résumé for competency evidence against the rubric.
- 02
Cluster near-duplicate skill profiles; surface non-obvious adjacent experience.
- 03
Run the adverse-impact check across the candidate pool.
- 04
Assemble a ranked top-25 with per-candidate evidence.
Result
A ranked shortlist with rationale, audited by the fairness judge and handed to the hiring manager, who decides who advances.
Checks and boundaries
What must be tested or reviewed
- 01Mandatory bias/fairness checks: adverse-impact analysis across protected groups every cycle.
- 02Decision boundary held: this agent ranks and evidences; the hiring manager decides who advances.
- 03Agent-as-judge audit of ranking rationale against the rubric on a sampled basis.
- 04Immutable log of every score for EEOC defensibility.
Human authority
Supports the work without committing the decision.
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