What does a Recruiter FTE own?
A Recruiter FTE owns the screening and scheduling stages of the talent pipeline inside the applicant tracking system you connect. It is accountable for a ranked shortlist with evidence behind every score, delivered fast enough that candidates are not left waiting.
It does not own the decision. Rejections, offers, and anything that changes a person's outcome are permanently gated, because the cost of those decisions is asymmetric and they belong to a human with the authority to make them.
How does screening work?
Screening runs against the scorecard you set for the role: the criteria, their weights, and what evidence would satisfy each. The Recruiter FTE reads each application, scores it against those criteria, and attaches the evidence for each score, such as the specific experience or qualification it found.
This is what makes the shortlist reviewable rather than a black box. A manager can see why a candidate ranked where they did and disagree with a specific score, which is not possible with a ranking that arrives without reasons.
What arrives in the shortlist?
A shortlist arrives in Approvals as a ranked set of candidates, each with the scorecard, the evidence per criterion, and a flag for anyone the FTE thinks needs a human conversation before ranking, such as a candidate with an unusual background the scorecard does not capture well.
The manager approves the shortlist, adjusts it, or sends it back with a reason. Send-backs that repeat usually mean the scorecard needs refining, which is a remit fix.
- Ranked candidates against your scorecard, with weights applied
- Evidence for every score, drawn from the application
- Flags for candidates who need a human conversation first
- Drafted communication for approval; nothing sent on its own
What about candidate communication?
Candidate communication is drafted for approval: interview invitations, scheduling messages, and status updates. Interview scheduling into a connected calendar can earn autonomy once the pattern has been approved repeatedly, because it does not change anyone's outcome.
Rejections and offers never earn autonomy. They are drafted, if at all, for a person to send, and the audit trail records who made the decision.
How does it handle fairness?
The Recruiter FTE scores only against the criteria in your scorecard and shows the evidence for each score, which makes the basis for every ranking inspectable. If a criterion is producing rankings you would not defend, you can see it and change the scorecard.
It does not claim to be free of bias, because no screening process is. What it offers is transparency: the same criteria applied the same way to every application, with the reasoning visible, and a human making every decision that affects a candidate. Its missions include a funnel diagnostic, why are candidates dropping out, answered with evidence from your own pipeline.
What does a Recruiter FTE cost, and what does the hiring manager see?
A Recruiter FTE consumes tokens for screening applications against the scorecard, assembling shortlists with evidence, drafting candidate communication, scheduling, and its brief, bounded by a per-FTE budget and visible daily; reviewing a shortlist and deciding cost nothing. Because screening volume varies with hiring, the cost follows the applications actually screened rather than a fixed fee, and usage per role sets the tokens behind each shortlist against the time to produce it.
The hiring manager sees, in the morning brief, shortlists waiting for review with the scorecard and evidence per score, candidates flagged for a human conversation before ranking, communication drafts waiting for approval, and interviews scheduled. In the Performance tab they see time to shortlist, share of interviewees meeting the hard requirements, approval rate with send-back reasons, and usage, and once a month the FTE's own report. The funnel diagnostic mission answers why candidates drop out with ranked hypotheses from the pipeline data, and the fairness audit is a review of the scorecard because every score shows its evidence.
Record the baseline before the first shortlist: time from application close to shortlist, share of interviewees who met the hard requirements, and the hours recruiters spent screening. Two rounds later the same measures, read from the Targets tab with evidence per candidate, are the comparison that shows whether the role earned its place.