Use Case 1
Healthcare Licensure-Gated Screening for a Clinical Role
Trigger: A hiring manager flags that the previous screening cycle missed two candidates with lapsed certifications who advanced to interviews.
1.Recruiter uploads 35 resumes to Google Drive and confirms the Surgical Technologist rubric (including CST certification as a hard minimum) is loaded.
2.Agent parses all 35 resumes, scores each against the rubric, and flags any candidate who lists a CST credential for active verification.
3.For each candidate claiming CST certification, the agent performs web-based verification against the NBSTSA database, recording the source URL and timestamp.
4.Four candidates have unverifiable or expired certifications — the agent marks all four as hard failures and routes them to Does Not Meet Qualifications.
5.Agent completes bias analysis on the remaining pool, finds no variance flags, and proceeds to standard tier routing with RequestApproval gates.
6.Agent generates a DOCX compliance report listing all licensure verification outcomes and sends a Slack notification.
✓
The recruiter receives a screened candidate pool where every CST claim has been independently verified and documented, eliminating the risk of unqualified candidates advancing to interviews.
Use Case 2
High-Volume Engineering Role Screening with Bias Audit
Trigger: The recruiter uploads 60 resumes to Google Drive for a Backend Software Engineer opening.
1.Agent confirms the Backend Software Engineer rubric is present and reads all 60 resume files.
2.Agent scores each candidate across all rubric dimensions, citing exact quoted text from each resume as evidence.
3.Agent writes all scores and evidence to the Google Sheet before any routing action, establishing the EEO audit trail.
4.Agent runs batch-level bias analysis and finds variance within acceptable thresholds.
5.Agent routes 18 to Auto-Advance, 9 to Human Review (boundary zone), and 33 to Does Not Meet Qualifications.
6.Agent sends a RequestApproval for all 9 Human Review candidates and generates Gmail draft outreach for Auto-Advance candidates upon approval.
✓
Recruiter receives a fully scored, tiered, and bias-audited candidate pool with a defensible PDF report and complete Google Sheets audit log ready for EEO compliance review.
Integrations
ATS MCP Server (Greenhouse / iCIMS / Ashby)
LinkedIn Search (supplemental candidate context)
Google Calendar (schedule phone screens post-approval)
Industries
healthcaretechnologyfinancial-servicesretailmanufacturingprofessional-servicespublic-sectorhospitalityother
See It In Action
A sample conversation with this agent
What does this agent do and how do I get started screening a new batch of resumes?
The agent explains its three-phase workflow (parse and score, bias analysis, routing with HITL approval), lists what it needs to begin (a role rubric in the Knowledge Base and a Google Drive folder of resumes), and confirms whether a rubric for the target role is already loaded. If no rubric is found, it immediately sends a Slack message to the recruiter requesting one.
Screen the 47 resumes in the 'Senior Data Engineer - Q3 Batch' folder against the Senior Data Engineer rubric and give me a full scoring report.
The agent loads the rubric from the Knowledge Base, reads all 47 resumes from Google Drive, scores each candidate across every rubric dimension with direct quoted evidence, runs a batch-level bias analysis, writes all scores to the Google Sheet, routes candidates into tiers (Auto-Advance, Human Review, Does Not Meet Qualifications), sends a RequestApproval for Human Review candidates, and generates a PDF screening report with bias audit results.
The bias analysis flagged a 22% scoring variance correlated with graduation year on the last batch. What happens next?
The agent explains that it halted all routing when the variance exceeded the 15% threshold and sent an escalation Slack message. It walks the recruiter through the flagged dimension scores and the specific candidates affected, recommends reviewing whether graduation year appears in the rubric criteria, and waits for explicit recruiter instruction before resuming. No candidates are advanced, rejected, or communicated with until the escalation is cleared.
Run a screening batch for the ICU Registered Nurse role, verify licensure for all candidates who pass minimum qualifications, and generate a compliance report for legal.
The agent screens the resume batch against the ICU RN rubric, then for all candidates who meet minimum qualifications it performs web-based licensure verification against state nursing boards and certification databases, documenting the source URL and verification date. Candidates with unverifiable or expired licenses are marked as hard failures. The agent generates a DOCX compliance report formatted for legal review.