Ai agents
Agent-Specific Insights
Agent-Specific Insights
Master what each agent analyzes and how to leverage their unique perspectives in your hiring decisions.
The Pragmatist: Practical Execution
What This Agent Cares About
Can the candidate actually do the job starting day one?
Evaluation Criteria
- Hands-on experience: Years working with specific tools and technologies
- Concrete deliverables: Measurable results and shipped projects
- Technical depth: Actual implementation knowledge vs. theoretical understanding
- Relevant context: Experience in similar industries, company sizes, or roles
High Score Signals
- Extensive experience with required tools
- Track record of completed projects
- Specific technical accomplishments
- Directly relevant past roles
Low Score Signals
- Mostly theoretical knowledge
- Limited hands-on experience
- Unrelated work history
- Vague or general skill descriptions
How to Use These Insights
- High Pragmatist score: Focus interview on growth potential and culture fit
- Low Pragmatist score: Deep technical screening essential; assess learning ability
The Visionary: Future Potential
What This Agent Cares About
Can this candidate grow, innovate, and contribute to long-term company vision?
Evaluation Criteria
- Growth trajectory: Career progression and advancement patterns
- Strategic thinking: Evidence of big-picture problem-solving
- Innovation markers: New initiatives, creative solutions, patents, publications
- Future alignment: Potential to take on expanded responsibilities
High Score Signals
- Rapid career progression
- Led strategic initiatives
- Track record of innovation
- Aligned with company's future direction
Low Score Signals
- Stagnant career trajectory
- Purely execution-focused history
- No evidence of strategic thinking
- Limited growth potential
How to Use These Insights
- High Visionary score: Explore long-term career goals; discuss future responsibilities
- Low Visionary score: Consider for individual contributor roles; focus on current skills
The Investigator: Truth and Consistency
What This Agent Cares About
Is the candidate's presentation accurate, consistent, and trustworthy?
Evaluation Criteria
- Timeline consistency: No unexplained gaps or overlapping roles
- Claim verification: Skills and achievements match experience level
- Internal consistency: Resume claims align across sections
- Red flags: Unusual patterns, exaggerations, or inconsistencies
High Score Signals
- Clean, consistent timeline
- Verifiable claims
- Realistic skill assessments
- Professional presentation
Low Score Signals
- Timeline gaps or overlaps
- Exaggerated claims
- Inconsistent information
- Suspicious patterns
How to Use These Insights
- High Investigator score: Proceed with confidence; standard reference checks
- Low Investigator score: Verify claims carefully; conduct thorough background check; probe inconsistencies
The Culture Vulture: Team Fit
What This Agent Cares About
Will this candidate thrive in your company culture and work well with your team?
Evaluation Criteria
- Values alignment: Match with stated company values
- Work style: Collaborative vs. independent; structured vs. flexible
- Communication style: Formal vs. casual; written vs. verbal preferences
- Culture indicators: Company types worked for; team dynamics mentioned
High Score Signals
- Clear culture alignment
- Compatible work style
- Values match company ethos
- Team-oriented language
Low Score Signals
- Value misalignment
- Incompatible work preferences
- Culture clash indicators
- Solo-oriented focus
How to Use These Insights
- High Culture Vulture score: Include team interviews; verify culture fit perception
- Low Culture Vulture score: Assess carefully; consider if candidate brings valuable diversity vs. poor fit
The Devil's Advocate: Critical Analysis
What This Agent Cares About
What could go wrong with this hire? What are we missing?
Evaluation Criteria
- Skill gaps: Missing critical requirements
- Risk factors: Job hopping, industry changes, level mismatches
- Concern areas: Potential problems others might overlook
- Counterarguments: Reasons not to hire despite positive signals
High Score Signals (Yes, High = Fewer Concerns)
- Few skill gaps
- Stable career patterns
- Low-risk profile
- Strong overall fit
Low Score Signals (Low = More Concerns)
- Critical skill gaps
- Risk factors identified
- Significant concerns raised
- Potential problems spotted
How to Use These Insights
- High Devil's Advocate score: Proceed confidently; concerns are minor
- Low Devil's Advocate score: Read concerns carefully; address each in interview; determine if deal-breakers exist
The Strategist: Long-term Value
What This Agent Cares About
How does this hire impact our long-term organizational goals?
Evaluation Criteria
- Strategic fit: Alignment with company direction and needs
- Team composition: How candidate complements existing team
- Future-proofing: Skills that will remain relevant
- Advancement potential: Ability to grow into leadership or specialized roles
High Score Signals
- Strong strategic alignment
- Fills team gaps
- Future-ready skills
- Leadership potential
Low Score Signals
- Strategic misalignment
- Duplicates existing skills
- Limited long-term value
- Poor advancement prospects
How to Use These Insights
- High Strategist score: Discuss long-term plans; explore career path within company
- Low Strategist score: Consider short-term contract; evaluate immediate value vs. long-term fit
Agent Combination Patterns
All Agents High (85+)
Rare but powerful signal: Exceptional candidate across all dimensions. Move quickly to extend offer.
Pragmatist + Strategist High, Others Moderate
Solid hire: Strong technical fit with good long-term potential. Standard interview process.
Visionary + Strategist High, Pragmatist Low
High-potential junior: Consider for growth roles where they can learn. Provide mentorship.
Investigator or Devil's Advocate Low, Others High
Proceed with caution: Strong capabilities but specific concerns. Deep dive on flagged issues.
Culture Vulture Low, Others High
Cultural risk: Skilled but potential fit issues. Multiple team interviews essential.
Next Steps
- Learn common assessment patterns across candidate types
- Compare candidates to see agent scores side-by-side
- Request assessments for your candidates
Key Insight
Agent disagreement is valuable: When agents score very differently, it usually means the candidate has unique characteristics worth exploring. Don't dismiss these candidates—dig deeper to understand why agents disagree.