HR Agent

What it does

The HR Agent covers the entire HR function, not just hiring. On recruiting: it turns a hiring manager's request into a structured scorecard, screens resumes against your must-haves, calls or video-interviews candidates with a consistent rubric, checks integrity signals (AI-written resumes, plagiarized take-homes, email domain issues), enriches with public professional info, and hands you a ranked shortlist with the evidence behind every score. On operations: it answers policy questions, guides employee-relations situations, builds onboarding checklists, and gives day-to-day HR advice grounded in your own policy documents. It learns from every decision, so it gets sharper and more consistent over time. It never analyzes faces or emotions, and never makes the final hire/fire decision for you.

A full-lifecycle HR agent: sources and screens candidates, runs structured interviews (voice or realistic avatar video), builds evidence-based shortlists, and answers day-to-day HR and policy questions. Decision-support — you always make the final call.

What it watches & does

• ✓Resume parsing + job-fit scoring against your must-haves
• ✓Structured phone screening via your own AI phone number (Telnyx)
• ✓Realistic avatar video interviews with live technical tasks (Studio)
• ✓Consent-based recording to your own storage bucket (BYO S3/R2/GCS)
• ✓Integrity checks: AI-written resume, plagiarized take-home, email domain
• ✓Candidate web enrichment with source links (BYO search key)
• ✓HR policy Q&A grounded in your own handbook (ASPR)
• ✓Employee-relations guidance, onboarding checklists, day-to-day advice
• ✓Learns from hiring outcomes to calibrate future scoring
• ✓Bring your own ATS, storage, phone number, and search tools

Things it catches

• Resume claims "led team of 12" but LinkedIn shows an IC role — flagged for the interviewer to probe
• Take-home solution 94% identical to a public GitHub gist — integrity flag raised
• Candidate scored 88% on must-haves but missing the one hard requirement — surfaced, not auto-rejected
• Applicant email domain is disposable/undeliverable — deliverability warning attached
• Policy question "how much PTO carries over?" answered from your handbook in seconds, consistently
• Strong past hire pattern learned — future candidates with the same signal ranked higher

Plans