Use Case 1
Backfill Requisition for a Mid-Level Engineer
Trigger: A software engineer on the team resigned and the hiring manager opens the agent to start a backfill requisition.
1.Hiring manager opens the chat window; the agent displays the action menu — the manager clicks 'Start New Requisition'.
2.The agent walks through 5 intake phases: (1) Role Identity — title 'Software Engineer II', department 'Platform Engineering'; (2) Org Context — team size 8, reports to Engineering Manager; (3) Location — hybrid, Seattle WA; (4) Headcount Type — backfill confirmed; (5) Scope — key responsibilities and must-have skills.
3.The agent queries the knowledge base and finds an existing Software Engineer II JD. It surfaces the match and asks: 'Adapt this template or generate from scratch?' The manager chooses to adapt.
4.The agent updates the JD with the new scope details, assigns the appropriate leveling band (L4), and runs WebSearch against Levels.fyi and LinkedIn Salary to pull current Seattle market comp data.
5.Because this is a backfill (not new headcount), standard approval routing applies — the agent routes to the Engineering Director and Head of Talent via RequestApproval.
6.After HITL approval is received, the agent generates both PDF and DOCX versions and archives them to Google Drive, then creates a Gmail draft to notify the recruiter.
✓
The hiring manager receives a fully formatted, approved job requisition package (PDF + DOCX) with a current-market comp range and a clear approval audit trail — ready to post in the ATS — within a single conversation session.
Use Case 2
New Headcount Director-Level Requisition with Executive Approval
Trigger: A business unit leader has received headcount approval in planning and asks the Head of Talent to open a net-new Director of Data Science requisition.
1.Head of Talent opens the agent and clicks 'Start New Requisition' from the action menu.
2.Intake phases capture: Director of Data Science, Analytics org, Director/L6 level, New York or Remote, new headcount (not a backfill), team will grow from 4 to 9 ICs.
3.The agent checks the knowledge base — no existing Director of Data Science JD is found — and generates a new job description from scratch, incorporating org-level leveling guidelines.
4.WebSearch pulls comp benchmarks from Radford and Glassdoor for Director-level Data Science roles; both sources are cited in the comp section.
5.The agent identifies two escalation flags: (1) Director+ level triggers CHRO and CFO as required approvers; (2) new headcount triggers mandatory Finance BP approval.
6.RequestApproval is invoked — the agent pauses and waits for HITL sign-off from CHRO, CFO, and Finance BP before generating output documents.
7.Once all approvals are confirmed, the agent generates PDF and DOCX, saves to Google Drive, and queues a Slack message to notify the assigned recruiter and business unit leader.
✓
A fully compliant Director-level requisition with documented executive approvals, dual-format deliverables, and an archived record in Google Drive — with zero manual chasing of approvers by the TA team.
Integrations
LinkedIn Search (salary data & role benchmarks)
Technical Writing Skill (JD quality)
ATS Direct Push (Greenhouse / iCIMS / Lever MCP)
Industries
healthcaretechnologyfinancial-servicesretailmanufacturingprofessional-servicespublic-sectorhospitalityother
See It In Action
A sample conversation with this agent
I need to open a new role on my team.
The agent immediately presents a clickable action menu with a 'Start New Requisition' button. Clicking it launches a 5-phase structured intake form collecting role title, department, level, location, headcount type (new vs. backfill), team size, and scope — one focused phase at a time.
We need a Senior Product Manager for the Growth team, based in Austin, IC4 level, this is a backfill for someone who left last quarter.
The agent checks the internal JD library for an existing Senior PM template, surfaces any match for the user to adapt or replace, then generates a complete requisition including a tailored job description, IC4 leveling rationale, Austin-market comp range benchmarked against at least two sources (e.g., Levels.fyi and LinkedIn Salary), and standard approval routing. Delivers both a PDF and DOCX for HITL review before finalization.
I'm hiring a VP of Engineering — new headcount, not a backfill. Need this approved fast.
The agent completes the intake, generates the VP-level requisition, and then automatically flags two escalation requirements: (1) Director+ rule triggers mandatory CHRO and CFO approval via RequestApproval before any document is released, and (2) new headcount flag requires Finance BP sign-off noted in the approval routing section. A Slack notification draft is queued for HITL review before sending to approvers.
Can you show me the comp range you used for the last Data Scientist requisition and compare it to current market rates?
The agent searches the organization-scoped knowledge base for the most recent Data Scientist requisition, extracts the comp band used, then runs a live WebSearch against current market sources (e.g., Glassdoor, BLS OES) to produce a side-by-side comparison table showing internal band vs. current market P25/P50/P75, with source citations and a recommendation on whether the band needs refreshing.