Understanding AI Agents

Understanding AI Agents

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

Why Six Agents?

Hiring decisions are complex and multifaceted. A single evaluation perspective can miss critical insights. Our six-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 Six Agents

1. The Pragmatist

Focus: Practical skills and real-world experience

Evaluates:

• Hands-on technical abilities
• Track record of delivered results
• Relevant industry experience
• Ability to hit the ground running

Best for: Roles requiring immediate productivity and proven expertise.

2. The Visionary

Focus: Strategic thinking and future potential

Evaluates:

• Big-picture thinking ability
• Innovation and creative problem-solving
• Growth trajectory and ambition
• Alignment with company vision

Best for: Leadership roles and positions requiring strategic insight.

3. The Investigator

Focus: Verification and consistency

Evaluates:

• Resume accuracy and consistency
• Timeline coherence
• Claims verification
• Red flag detection

Best for: Ensuring candidate integrity and spotting potential issues.

4. The Culture Vulture

Focus: Cultural fit and team alignment

Evaluates:

• Values alignment with company culture
• Work style and team dynamics
• Communication approach
• Adaptability to company environment

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

5. The Devil's Advocate

Focus: Critical analysis and risk assessment

Evaluates:

• Potential weaknesses and gaps
• Risk factors in hiring this candidate
• Areas requiring further investigation
• Counterarguments to positive signals

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

6. The Strategist

Focus: Long-term organizational impact

Evaluates:

• Career trajectory fit with company needs
• Potential for internal advancement
• Skills that complement existing team
• Strategic value to organization

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

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 the six agents as your hiring advisory board.