Understanding AI Agents

Understanding AI Agents

Candidate Audit uses up to 10 specialized AI agents to provide comprehensive, multi-dimensional candidate evaluation. Each agent brings a unique perspective to the hiring decision.

Agent-Based Assessment

Hiring decisions are complex and multifaceted. A single evaluation perspective can miss critical insights. Our multi-agent system ensures:

• Comprehensive coverage: Every important aspect is evaluated
• Balanced perspective: Multiple viewpoints prevent bias
• Deeper insights: Specialized focus reveals details generalists miss
• Transparent reasoning: See exactly why each score was given

The Assessment Agents

Standard Tier Agents (5 agents - included in all plans)

1. Pragmatist

Focus: Results & execution capability

Evaluates:

• Hands-on technical abilities
• Track record of delivered results
• Practical problem-solving skills
• Execution velocity

Best for: Roles requiring immediate productivity and proven expertise.

2. Culture Vulture

Focus: Cultural fit and team alignment

Evaluates:

• Values alignment with company culture
• Work style and team dynamics
• Communication effectiveness
• Emotional intelligence indicators

Best for: Ensuring long-term retention and team harmony.

3. Devil's Advocate

Focus: Risk assessment and critical analysis

Evaluates:

• Resume inconsistencies
• Employment pattern analysis
• Red flag identification
• Critical risk assessment

Best for: Balanced decision-making and avoiding costly hiring mistakes.

4. Investigator

Focus: Verification and fact-checking

Evaluates:

• Credential verification
• Background fact-checking
• GitHub code analysis
• Timeline consistency validation

Best for: Ensuring candidate integrity and spotting potential issues.

5. Customer Obsessed

Focus: Customer empathy and user-centric thinking

Evaluates:

• Customer empathy signals
• User-centric decision making
• Product sense development
• Customer advocacy examples

Best for: Roles requiring strong customer focus.

Premium Tier Agents (5 additional agents)

6. Visionary

Focus: Innovation and strategic thinking

Evaluates:

• Innovation track record
• Creative problem-solving
• Future-oriented thinking
• Technology leadership

Best for: Leadership roles and positions requiring strategic insight.

7. Strategist

Focus: Long-term organizational impact

Evaluates:

• Strategic planning ability
• Long-term organizational fit
• Business impact orientation
• Systems thinking capability

Best for: Building teams with long-term vision in mind.

8. Startup Hustle

Focus: Resourcefulness and doing more with less

Evaluates:

• Resourcefulness examples
• Bias for action
• Scrappy execution style
• Bootstrap mentality signals

Best for: Fast-paced environments requiring adaptability.

9. Multi-Hat Versatility

Focus: Cross-functional capability

Evaluates:

• Cross-functional experience
• Role flexibility examples
• T-shaped skill development
• Comfort with ambiguity

Best for: Small teams needing versatile contributors.

10. Speed to Impact

Focus: Rapid onboarding potential

Evaluates:

• Onboarding velocity signals
• Fast learning capability
• Self-starter indicators
• 30/60/90 day impact potential

Best for: Roles requiring quick time-to-value.

How Agents Work Together

Independent Analysis

Each agent evaluates the candidate separately, preventing groupthink and ensuring diverse perspectives.

Consensus Building

After independent analysis, agents identify:

• Strong consensus: All agents agree (high confidence signal)
• Moderate agreement: Most agents align (typical scenario)
• Split opinions: Agents disagree (requires deeper investigation)

Weighted Contribution

Based on your campaign settings, you can adjust which agents matter most for specific roles.

Agent Scoring System

Each agent provides:

• Numerical Score: 0-100 scale
• Written Assessment: Detailed reasoning
• Key Strengths: Top 3-5 positive signals
• Areas of Concern: Potential issues identified
• Recommendation: Hire, consider, or pass

Score Ranges

• 90-100: Exceptional match for this agent's criteria
• 75-89: Strong match with minor reservations
• 60-74: Adequate match with notable concerns
• 40-59: Poor match with significant issues
• 0-39: Critical mismatch for this agent's focus area

Reading Agent Assessments

Overall Pattern

Look for:

• All high scores: Strong candidate across all dimensions
• Mix of high and moderate: Good candidate with specific strengths
• One low outlier: Investigate that specific concern area
• Multiple low scores: Likely not a good fit

Agent-Specific Insights

Don't just look at numbers—read the reasoning:

• Why did The Investigator flag this issue?
• What did The Visionary see in this candidate's potential?
• Why is The Culture Vulture concerned about fit?

Customizing Agent Importance

Different roles require different agent emphasis:

Technical IC role: Pragmatist (high), Visionary (low), Investigator (medium)

Leadership role: Visionary (high), Strategist (high), Culture Vulture (high)

High-risk hire: Investigator (high), Devil's Advocate (high)

Adjust weights in campaign settings to match your needs.

Next Steps

• Request an assessment for your candidates
• Learn to interpret results effectively
• Explore agent-specific insights in detail

Key Takeaway

Don't rely on overall score alone. The richest insights come from reading what each agent says and understanding where they agree and disagree. Use your agents as your hiring advisory board (5 agents for Standard tier, 10 for Premium tier).