Anyone can sound right. Few claims are checked at all.
A resume is a list of assertions. AgentR checks whether each one holds up in context — a named project, a plausible scope, a scale that adds up — before a candidate is bucketed for anything else.
- Checked across claim types: seniority, tenure, team size, project ownership, degrees.
- Runs before any bucket or score is assigned, so an inflated claim never gets a head start.
- Nobody is rejected by a machine.
how the system behaves, not a benchmark
A resume is not a track record.
It is a list of things somebody is asking you to believe. AgentR reads each one for whether it is actually backed by something — a project, a scope, a number — before it counts toward anything.
Read in context, not as keywords
A claim attached to a named project, a scope and an outcome is treated differently from the same words sitting alone in a list.
The interview picks up where the claim needs proving
Whatever looks strongest on paper gets asked about directly, so nothing rides on the resume by itself.
How a claim gets judged.
- provenA named project, result or number backing the claim
“Migrated the platform to a multi-region setup and cut latency by forty percent.” Counts in full.
- describedThe work is narrated, but nothing on paper backs it
“Responsible for the platform migration.” Counts, at roughly seventy percent.
- mentionedThe word appears and nothing else does
“Skills: system migrations.” On its own, counts for nothing. This is the line that separates a real track record from a well-worded one.
- not foundNo evidence, or evidence pointing the other way
Recorded with high confidence — an absence is a signal too.
What it will not do.
- It will not contact institutions or employers to formally verify anything. This is a consistency check, not a background check.
- It will not penalise a thin public footprint on its own. No GitHub or portfolio is not proof of anything.
- It will not auto-reject anyone. Flags go to a human; nobody is screened out by a rule alone.
- It will not let vague criteria drive the check. Criteria need to be specific before claims are judged against them.
“The detailed, evaluation-backed rankings bring a new layer of trust to every hiring decision, something traditional ATSs often miss.”
Kusum Rajput · Human Resource Associate