Recruiting and people operations use cases

People teams can use Agents to find approved policy information, draft job materials, organise interview notes, and prepare manager communications. Keep candidate and employee records within approved access boundaries.

Employee policy questions

Use current, approved policies as sources. Ask the Agent to cite the exact section and effective date, and to refer exceptions or ambiguous cases to the People team. A human owner confirms the final answer before it is treated as policy advice.

Recruiting materials

An Agent can help turn an approved role brief into a job description, interview plan, or candidate communication. Ask it to preserve job requirements, remove unsupported claims, and use consistent inclusive language. Recruiters review every document before use.

Interview notes and feedback

Provide notes only when the intended processing is approved. Ask the Agent to organise evidence by job-related criteria, preserve the interviewer’s original observations, and identify missing evidence. Do not ask it to make a hiring decision or infer protected characteristics.

Manager support

A manager may ask for a draft performance conversation or feedback note based on the organisation’s guidance. The manager remains responsible for accuracy, fairness, confidentiality, and the decision itself.

Suggested request

Using the current interview rubric, organise these approved notes by criterion. Keep direct observations distinct from interpretation, identify evidence gaps, and do not rank the candidate or recommend a hiring decision.