Operations Manager
Screen every application against the rubric, not the mood
Applications arrive at the agent's address; it screens each against your role rubric, runs a kanban pipeline, and drafts both kinds of reply.
A good role gets two hundred applications, and screening quality degrades with the reviewer's blood sugar: candidate forty gets a closer read than candidate one hundred and sixty. Your agent reads them all with the same attention. Point the application address at its inbox and write the rubric together, the must-haves, the nice-to-haves, the disqualifiers, and what evidence counts for each.
How it works
- 01
Every application gets read as it actually arrived, the CV PDF, the cover letter, the portfolio deck, and screened against that rubric, landing as a card on a desk kanban: strong, worth a look, decline. Each card carries the reasoning, claim by claim against criterion, so when you disagree with a call you can see exactly which judgment to correct, and the agent applies the correction to everyone it screens after that. The borderline column is honest; the agent flags candidates it cannot place rather than forcing them into a bucket.
- 02
Both directions of correspondence get drafted: the interview invitation with scheduling options, and the decline that a human being would not be embarrassed to receive, sent promptly rather than never. The agent chases the process itself too, nudging you when strong candidates have sat unreviewed for three days, because the best applicants are the first to accept someone else's offer.