process 01Smarter ScreeningRead and score every application, not just the top of the pile. 02Better ShortlistingRank on twenty signals, with the evidence behind each one. 03Faster SchedulingNo calendars, no slots. One link, good for fourteen hours. 04Fairer InterviewsQuestions built from the role, answers scored against a written rubric.
Pricing
use cases 01Resume VerificationEvery claim read in context, not lifted out as a keyword. 02AI Cheating PreventionBuilt for the copilot era: divided attention, novel questions. 03Volume ScreeningThe same rubric for applicant one and applicant a thousand. 04Pre-BGV FilterA consistency check before formal verification spend.
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security and ethics

Setting the limits of responsible AI.

Built with fairness, security, and human judgment at the core, AgentR is meant to empower hiring without overstepping.

where the line sits
Highlights risks, surfaces patterns Against a rubric you can read
AI
Grades answers, shows the evidence The verbatim line that earned it
AI
Decides who moves forward Nothing in the pipeline rejects an applicant
✎ human
on this page
  1. What we protect
  2. How we enforce boundaries
  3. Why these boundaries matter
  4. Your role and our partnership
  5. What we hold
  6. What we never do
  7. Access control and infrastructure
  8. Retention and deletion
  9. Reporting a vulnerability

Every candidate has a story worth hearing, and every recruiter deserves tools that amplify judgement rather than replace it. Our aim is safety, fairness and integrity throughout hiring, especially where AI is involved. In a world where many systems are optimised to weed out difference, we would rather bring it forward.

What we protect

Decision integrity

Recruiters use AgentR’s AI-assisted insights: pattern recognition, suggested questions, risk flags. Every final decision remains with a human evaluator. Nothing in the pipeline rejects an applicant.

Candidate dignity and voice

No opaque scoring and no black-box assessment. Every criterion comes back with the verbatim line that earned it, where that line was found, and why it counted, so an employer can tell a candidate what was actually considered instead of quoting a number at them.

Personal and sensitive data

Resumes, interview recordings, contact details and evaluation notes are stored with encryption in transit and at rest, and reached through authenticated, restricted access. We treat this data with the rigour it deserves, because the people in it did not choose us.

How we enforce boundaries

AI-assisted, never AI-driven

We do not let a speech-to-text model judge an applicant’s confidence or communication skill. That is your job. The AI highlights risks, surfaces patterns and grades answers against a rubric you can read, but it never decides who moves forward.

Narrowing what can be judged

Contact details are stripped from a resume before it reaches the scoring model. Vague and subjective criteria are rejected before ranking begins: culture fit, leadership, ownership, go-getter and the rest never become a score, and neither does the employer a candidate happened to work for. What counts is demonstrated work, and a claim that is merely listed rather than evidenced counts for nothing.

Explainable models

Unlike a black-box matching algorithm, AgentR is traceable. You do not only see who the strongest candidates are, you see why: the evidence considered, the career patterns identified, and the claims that did not hold up. Read the shortlisting page for the exact arithmetic.

Why these boundaries matter

AgentR came out of a simple frustration: traditional hiring systems reward the people who know how to game the process. Optimised resumes, keyword stuffing and templated applications overwhelm an ATS, while the real people, the ones with unusual stories, non-linear careers or raw potential, get lost.

We did not want to build another gatekeeper. We wanted boundaries that stop software from rewarding surface tricks, and keep the focus where it belongs: on people, not keywords.

Your role and our partnership

For recruiters. You are not handing over power. You get pattern visibility, risk flags and the evidence behind every score. You also carry the responsibility: to listen, to question, to decide. Use AgentR to sharpen your judgement, not to outsource it.

For candidates. We work toward clarity: what was assessed, how, and the chance to ask. Start on the candidate page.

What we hold

  • Applications and resumes submitted to roles you run.
  • Assessment output: criterion matches, the verbatim lines that earned them, claim verdicts and their sources.
  • Interview transcripts, scores against your rubric, and interview recordings.
  • Interview integrity events: timestamped markers, and where enabled, signed reports from the AgentR Guard desktop app.

What we never do

  • We do not auto-reject candidates. Ranking orders the pile, it never trims it.
  • We do not let an integrity flag change a score. Flags are markers for a human to review.
  • We do not sell candidate data, or share it with advertisers or data brokers.
  • We do not use one customer’s candidate data to benefit another customer.

Access control and infrastructure

Candidate records are scoped to the organisation that received the application. Within your organisation, access follows the roles you assign. Every assessment carries its evidence, so what a reviewer sees is auditable rather than a bare number.

On the platform side: encryption in transit and at rest, authenticated access, restricted staff access with data protection training, and secure server infrastructure. We will not claim a certification we are still pursuing, so none are listed here.

Retention and deletion

Retention is configured per organisation, because employers have their own legal obligations about how long applications must be kept. Deletion requests are honoured subject to those obligations, and can be started from the candidate login or by emailing hello@agentr.global.

Reporting a vulnerability

Email hello@agentr.global. Tell us what you found and how to reproduce it. We will confirm receipt, keep you updated, and we will not pursue anyone acting in good faith.