Candidate screening agent

What it does

For each open requisition, the Candidate Screening agent:

• Parses the requisition's must-haves vs. nice-to-haves.
• Scores every applicant on job-relevant skills, experience, and credentials.
• Drafts a ranked shortlist with rationale.
• Surfaces internal candidates who match the role but didn't apply.

The recruiter still calls the shots — the agent does the first-pass triage.

Why it matters

Recruiters often spend the first 4 hours of a high-volume req just reading applications. The agent compresses that to minutes — and surfaces good candidates who'd otherwise be buried in a queue.

Fairness — read this section twice

AI-ranked screening is one of the most-regulated AI use cases. Before turning it on:

• EEOC / EU AI Act / state laws (NYC AEDT, Illinois, Colorado SB 24-205): many jurisdictions require disclosure, bias audits, or candidate consent. Confirm with employment counsel.
• Bias audits: run an annual disparate-impact analysis on ranked outcomes.
• Override pathway: recruiters must be able to override and re-rank without friction.
• Documentation: keep the rationale the agent produced — it becomes part of the audit trail.

What recruiters say they get back

Time. Not "the agent finds candidates I miss" — though that happens. Mostly: hours back per requisition, redirected to relationship-building with the top of the funnel.