HireHint AI Agent
A clearer brief.
A more considered hire.
Give the work a clear direction. Define who you need, choose what your Agent can do, and keep people involved where their judgment matters.
Start with why the role matters
A conversation first. A better brief follows.
Create a job with Agent through a dedicated conversation. Describe the role, discuss what matters, and prepare candidate criteria and job details for your team to review.
- Describe the need.Start with the role, the work, and the experience that would help someone succeed.
- Clarify the requirements.Work through the questions and distinguish essentials from preferences.
- Review before moving on.The conversation prepares the setup. Your team reviews the proposed profile and job details.
Creating the brief does not by itself publish the vacancy or authorize candidate outreach.
The ideal candidate profile
Make expectations clear. Keep the criteria intentional.
Organize the requirements your team will evaluate, including experience, qualifications, tools, certifications, and language proficiency.
Must-haves.
Define the essential requirements for the role so the evaluation has a clear foundation.
Nice-to-haves.
Separate useful additions from requirements someone genuinely needs to meet.
Explicit disqualifiers.
Mark the applicable must-have criteria deliberately. Review flags and automated actions are not the same thing.
Job-post visibility.
Choose which criteria appear in the job post, separately from the profile used for evaluation.
Actions with boundaries
Not everything on. The right things configured.
Decide how the Agent sources, contacts, evaluates, and progresses candidates. Optional actions have their own controls; scoring and handover are core parts of the setup.
Sourcing & outreachSource people. Choose how to reach out.
Source passive candidates
Configure sourcing for the vacancy, including location preferences. Sourcing and contacting are separate controls.
Contact sourced candidates
When enabled and correctly configured, invite sourced candidates to confirm interest and speak with the Agent. Review the authorized sender, tone, message requirements, and follow-up settings.
Candidate evaluationUnderstand the match. Ask about the gaps.
Score against the profile
Evaluate against the ideal candidate criteria and review the explanation behind a match. Scoring is a core Agent action, not a promise that every result is correct.
Request missing details
Enable follow-up questions for missing requirements, with the criteria and follow-up settings your team chooses. Missing information should be clarified, not guessed.
Pipeline managementSet the rules for what happens next.
Auto-advance
If enabled, configure a destination stage, a minimum score, and whether all must-have criteria are required. Review these rules before activating the workflow.
Auto-disqualify
Automatic disqualification applies only when enabled and an explicit disqualifier is met. With the action off, failed disqualifiers are flagged for your team to review.
Human handoverKnow when a person should take over.
A named teammate
Assign the person who receives an Inbox task when the Agent finishes or the candidate asks to speak with a person. Handover is a core part of the workflow.
Action availability and execution depend on the job, required settings, permissions, credits, and configured providers. Your organization remains responsible for lawful, appropriate hiring decisions and communication.
A clear line of responsibility
See the activity. Keep the responsibility.
The Agent settings page brings configuration, status, and activity together so your team can understand what is set up and what needs attention.
- 01
Review readiness.
Check the job's publication state, candidate criteria, authorized sender, destination, and handover teammate as required by the selected actions.
- 02
Choose to activate.
The overall on/off control is separate from individual action settings. Only authorized teammates can manage the Agent.
- 03
Follow the activity.
Review available sourcing, interest, evaluation, profile-update, progression, disqualification, and handover counts in context.
- 04
Know who takes over.
A named teammate receives the handover task. Your team can stop the Agent without treating that as a reversal of completed actions.
Clear about the limits
Assistance is valuable. Accountability is essential.
AI helps your team work with information. It does not remove the need to examine evidence, challenge assumptions, and treat candidates thoughtfully.
A score is not a hiring decision.
Read the explanation and relevant evidence. Neither a score nor an automated stage change guarantees suitability or fairness.
Configuration is not execution.
Saved action settings do not prove that a message was delivered or a candidate responded. Review the actual status and available activity.
Paused does not mean lost.
Credits, provider delays, publication, or an attention-needed state can stop progress. Saved configuration remains available for review.
A little more clarity
Your questions. Considered.
How is AI Agent different from AI Search?
AI Search is a user-directed discovery and profile-research workflow. AI Agent is attached to a job and combines its candidate criteria, configured actions, activity, and handover. The two pages describe different workflows, not interchangeable buttons.
Does describing a role immediately publish a job?
No. The creation conversation helps prepare candidate criteria and job details for review. Publishing the job and activating a correctly configured Agent workflow are separate steps.
Can we choose the actions the Agent performs?
Yes. Optional sourcing, outreach, missing-details, and pipeline actions have separate settings. Candidate scoring and handover are core actions shown as always on in the configuration; the Agent itself has an overall on/off control.
Can we keep automatic candidate progression off?
Yes. Auto-advance and auto-disqualify are separately controlled. Automatic advancement uses the configured destination and rules. Explicit disqualifier failures remain review flags when automatic disqualification is off.
What happens when a candidate asks for a person?
The configured handover teammate receives an Inbox task. Review the assignment before activation so responsibility for the next conversation is clear.
Why might a configured Agent not be active?
A saved setup is not the same as an active workflow. Job publication, permissions, required settings, company credits, and provider readiness can affect its status. The settings page distinguishes active, waiting, paused, stopped, and attention-needed states.
Does switching the Agent off delete our setup?
The configuration is retained when the Agent is off or paused for credits. Review its status and any activity already performed; stopping it should not be treated as undoing previous actions.
See it with your team
A thoughtful brief. A clearer next step.
Talk through your hiring needs, workspace setup, and the controls that matter to your team.