Understand the experience behind the resume
Candidate Shortlisting Agent analyzes resumes against the job description and the additional context your recruiting team provides. Recruiters review the evidence behind each score and decide where to begin.
Apply the same role criteria without relying on exact keywords
Whether you are reviewing 50 applications or 5,000, Candidate Shortlisting Agent analyzes candidates against the same stated criteria. Recruiters can then examine the evidence, correct the analysis where needed, and decide who deserves deeper review.
Candidate Shortlisting Agent can analyze thousands of resumes in minutes, turning work that could take hours or days of manual review into minutes of analysis. Recruiters still review the resulting evidence and make the shortlisting decisions.
Analyze each candidate against the job description and the additional context your recruiting team provides.
Surface potentially relevant skills and experience even when candidates describe them using different titles or language.
Add role-specific requirements, apply them to a selected group of candidates, and review the evidence behind each score.
Use the findings to decide which candidates deserve deeper review and who should move forward.
Set the criteria yourself
Every hiring team defines success differently. Add the skills, experience, education, certifications, and role-specific requirements that matter most. Candidate Shortlisting Agent analyzes each candidate against those criteria, and recruiters review the results.
See the evidence behind every score
Understand what contributed to a candidate’s score, including relevant experience, matched competencies, important gaps, and citations from the resume. Recruiters review the findings and decide what they mean for the role.
Human decisions, AI assistance
The Candidate Shortlisting Agent helps recruiters make better decisions, but it never makes one on their behalf. Every recommendation is transparent, reviewable, and configurable, and none of it moves forward without a recruiter’s say.
Frequently asked questions
Does the Candidate Shortlisting Agent automatically reject candidates?
No. Candidate Shortlisting Agent analyzes candidate information against the criteria provided by the recruiting team and shows the evidence behind its findings. A recruiter decides who belongs on the shortlist, who moves forward, and whether any score or finding should influence that decision.
How long does it take recruiting teams to get started with HireFoundry?
Most recruiting teams are up and running in less than 90 minutes. The HireFoundry team runs a guided training session with your recruiters so everyone feels comfortable and confident using the platform from day one.
That one session covers the whole platform, not just one agent. Whichever agents your team uses, the setup and training time stays the same.
How is this different from resume keyword matching?
Keyword matching looks for specific words on a resume. Candidate Shortlisting Agent analyzes what a candidate has actually done, grounded in both the job description and the context recruiters share about what matters most for the role.
Resume Match infers relevant skills and competencies even when they aren’t explicitly listed, scores each candidate, and provides evidence for that score with top findings that cite specific experience from their resume.
Custom Scoring adds a second layer of analysis. After Resume Match, recruiters can select a subset of candidates and apply their own criteria to score and filter them further, helping narrow the strongest matches and decide where to start.
Can we set our own hiring criteria?
Your own. Teams define the criteria and competencies that matter for each role, and Candidate Shortlisting Agent analyzes candidates against those, not a generic industry model.
How does HireFoundry support responsible AI in hiring?
HireFoundry is designed to support recruiter judgment, not replace it. The Shortlisting Agent provides scores, recommendations, and the evidence behind them, while recruiters decide who moves forward.
Automated hiring laws vary by location and may require bias audits, candidate notices, or other measures depending on how the technology is used. Customers should work with their legal teams to understand the requirements that apply to them.
See what your recruiters could understand with the right context at the right moment.
Bring us one of the roles your team hires for. We’ll show you how HireFoundry supports the recruiter before, during, and after the conversation.
