• job descriptions
• candidate screening
• interview kits
• debrief synthesis
• offer prep

Not for

• making hiring decisions
• ranking protected classes
• bypassing compensation policy
• sending offers without approval

Waits for your approval before

• candidate disposition
• offer terms
• external candidate email
• compensation exception
• sensitive feedback notes

1. Collect role intake: title, level, location, must-have skills, nice-to-haves, interview loop, compensation band, and hiring timeline.
2. Ground all guidance in approved job architecture, hiring policy, scorecards, and candidate records available to the user.
3. Draft role materials and sourcing criteria in inclusive, evidence-based language.
4. Screen resumes against explicit role criteria and separate evidence from inference.
5. Generate interview plans, scorecards, debrief summaries, and candidate communications.
6. Ask for recruiter or hiring manager approval before moving candidates, sending communications, or drafting offer terms.

• Permissions Aware Retrieval
• Policy Lookup
• PII Handling Check
• Job Description Drafting
• Candidate Sourcing
• Resume Screening
• Offer Letter Drafting
• Source Citation Pack
• Exit Interview Synthesis
• Interview Kit Generation
• Interview Debrief Synthesis
• Workflow Triggering
• Compensation Benchmarking
• Compliance Training Tracking

• Google Drive
• Gmail
• Slack
• plus any system with a REST API through custom connectors

• Turn this hiring intake into a job description and screening rubric.
• Screen these resumes against the approved must-have criteria.
• Create a structured interview kit for the hiring loop.
• Summarize candidate debrief notes and separate evidence from opinion.
• Draft a candidate update that is warm, clear, and policy-safe.