AI-assisted recruitment and candidate transparency.
The organisation you are applying to is using AgentR to assist with candidate evaluation, screening, interviewing and recruitment workflow management. We believe candidates deserve transparency about how these systems work.
This document explains:
- What information may be evaluated during the hiring process
- How recommendations are generated
- What AI is and is not used for
- What safeguards exist to protect fairness and accountability
- What options are available if you believe an evaluation requires further review
1. How your application is evaluated
AgentR helps recruiters review applications by analysing information collected throughout the hiring process. Depending on the role and hiring workflow, this may include information you provide directly, such as resumes, application responses, assessments, interview responses, certifications, portfolios and other supporting materials.
Where permitted by the recruiting organisation, AgentR may also evaluate publicly available professional information relevant to the role, including professional profiles, public portfolios, personal websites, open-source contributions, research publications and similar professional work.
Rather than evaluating individual data points in isolation, AgentR attempts to build a structured understanding of a candidate’s qualifications. This may include evaluating demonstrated skills, relevant experience, technical competency, career progression, consistency across experiences, and alignment with the requirements of a particular role.
Large language models and other AI systems may be used to reason over this information, compare evidence against role requirements, evaluate technical responses and generate structured assessments.
2. How recommendations are generated
AgentR does not rely on a single resume, keyword match, interview answer or AI prompt when generating recommendations.
Information gathered throughout the hiring process is combined into a structured candidate report that helps recruiters understand both a candidate’s qualifications and the evidence supporting those conclusions.
A recommendation may be influenced by multiple factors, including professional experience, technical assessments, interview performance, publicly available professional work, and the specific requirements of the role being evaluated.
Candidate scores and rankings are generated from this broader evaluation process. Recruiters are provided with supporting observations, evidence, strengths, gaps, interview findings and evaluation rationale rather than only a numerical score.
AgentR is designed so that recommendations can be reviewed, questioned and understood.
3. What AI is not used for
We believe responsible AI is defined not only by what a system can do, but also by the limits it chooses to respect.
AgentR is not designed to evaluate candidates based on facial expressions, emotional state, eye movement patterns, personality profiling, psychological profiling or behavioural inference models.
The platform blocks the use of protected characteristics such as race, ethnicity, religion, caste, nationality, gender identity, sexual orientation, disability status, age or other legally protected attributes as candidate ranking factors.
Our objective is to evaluate job-relevant qualifications, competencies and evidence rather than personal identity or subjective behavioural signals.
4. Human review, fairness and accountability
AgentR may assist with evaluation and recommendations, but the recruiting team remains the decision maker in this process. They review recommendations, examine supporting evidence, conduct additional assessments, override rankings and independently evaluate candidates. No application is rejected automatically.
To help reduce the influence of irrelevant information, personally identifiable information may be masked, separated or minimised within parts of the evaluation process where feasible and appropriate.
We continuously review and improve our systems to strengthen fairness, consistency, transparency, reliability and security.
5. AI-assisted interviews and assessment integrity
Some organisations use AgentR to conduct AI-assisted interviews as part of their hiring process. These interviews may present structured questions, generate follow-up questions, evaluate technical responses, create interview summaries and generate technical competency assessments for recruiter review.
To help maintain a fair hiring process, AgentR may also use security and proctoring technologies during assessments and interviews. Depending on the hiring process, these measures may include browser activity monitoring, device integrity checks, detection of unauthorised applications or services, assessment environment monitoring, session validation, security event logging and multiple-person detection.
Depending on the organisation, completing an assessment may require a secure environment. Where that applies, you may be asked to run AgentR Guard, a desktop application for macOS and Windows, for the duration of the session; it checks the device environment, including running applications, screen capture, camera and microphone, and only while the assessment is open. Requiring it is the hiring organisation's decision, not ours.
These controls are intended to help identify impersonation, unauthorised assistance or activity that may compromise the integrity of an assessment. They are not used to evaluate personality, emotions or candidate suitability, and they never change a score. Guard can hold a session shut until the environment clears; it cannot reject you.
Where additional identity verification technologies are used, candidates will be informed before they are applied.
6. If you believe an evaluation requires further review
AI systems are useful, but they do not always have access to the full context behind a candidate’s experience, achievements or circumstances.
If you believe important qualifications, accomplishments or context have not been accurately reflected in an evaluation, you may request additional human review where supported by the recruiting organisation.
Candidates may also flag interview questions, technical assessments or evaluation outcomes they believe are inaccurate, misleading, inappropriate or require further review.
We believe responsible AI requires meaningful opportunities for feedback, correction and human review when needed. Write to hello@agentr.global and tell us the role and the company.
7. Our commitment
As AI capabilities continue to evolve, we believe hiring systems should remain transparent, reviewable and accountable.
AgentR is designed to help recruiters process information more effectively, identify relevant talent and reduce repetitive work. It is not designed to replace human judgment or accountability.
Those boundaries guide how we build, deploy and continuously improve the platform.
See also the candidate page for a plain-English summary, and the privacy notice for how data is handled.