S/Runtime
Talent acquisition workflow
Give talent teams a governed agent that sources, screens, engages, schedules, and prepares interviews while preserving candidate privacy, fair-hiring review, and audit evidence.
The recruiting agent reads the job description, hiring-manager notes, structured scorecards, location constraints, compensation range, and must-have skills, then drafts an inspectable search and screening plan before outreach begins.
S/Runtime lets the agent assemble permitted candidate context from the ATS, talent CRM, resume databases, job boards, approved professional networks, developer profiles, referrals, and previous applicants without flattening source ownership or recruiter access rules.
The agent drafts personalized outreach, tracks replies, proposes screen summaries, triggers approved assessments, and finds interview times across calendars. Rejections, offers, compensation changes, and sensitive writebacks stay gated for accountable human review.
Each run checks retrieval permissions, sensitive-data policy, tool scope, and approval requirements before it reaches a consequential action.
Mapped to source permissions, context boundaries, action policy, and audit evidence so teams can prove how AI was used.
Mapped to source permissions, context boundaries, action policy, and audit evidence so teams can prove how AI was used.
Mapped to source permissions, context boundaries, action policy, and audit evidence so teams can prove how AI was used.
Mapped to source permissions, context boundaries, action policy, and audit evidence so teams can prove how AI was used.
Mapped to source permissions, context boundaries, action policy, and audit evidence so teams can prove how AI was used.
Use completed runs, exceptions, and review outcomes to measure “Qualified candidates reviewed per recruiter” against the agreed baseline.
Use completed runs, exceptions, and review outcomes to measure “Time from role intake to first slate” against the agreed baseline.
Use completed runs, exceptions, and review outcomes to measure “Candidate response and scheduling completion rate” against the agreed baseline.
Use completed runs, exceptions, and review outcomes to measure “Manual screening and coordination hours” against the agreed baseline.
Use completed runs, exceptions, and review outcomes to measure “Fairness exceptions and reviewer overrides” against the agreed baseline.
Architecture session
We will map the context, systems, decisions, controls, actions, and success measures together.