Custom AI agents that parse, score, rank, and shortlist candidates automatically, integrated with your ATS, HRIS, and hiring workflows. Built for enterprise HR teams managing high-volume recruitment at scale.
Keyword filters and legacy ATS scoring break down at volume: they miss qualified candidates, lack reasoning, and replicate bias.
Fails on context; filters candidates over exact phrasing.
Understands semantic meaning across the whole profile.
Ranks candidates without explanation; choices cannot be audited.
Provides transparent, evidence-based scorecards for every rank.
Uses rigid rule sets that require manual configuration to scale.
Adapts dynamically to role-specific nuance automatically.
Over-filters or floods the pipeline at 400+ applications.
Processes large pipelines instantly with consistent accuracy.
Replicates past hiring patterns without transparency.
Evaluates skills objectively against standardized criteria.
The agent handles the full pipeline from resume intake to interview scheduling, with human checkpoints at the decisions that matter.
Pull applications from career site submissions, job board feeds, and inbound email, into a single normalized pipeline.
Convert unstructured resume text into structured candidate records with consistent field mapping across sources.
Apply role-specific scoring weights and surface ranked shortlists with fit scores per candidate.
A single agent handling intake, parsing, scoring, and routing is the wrong architecture. We build orchestrated multi-agent systems where each agent owns its domain.
Request a PoC ProposalA dedicated intake agent normalizes inbound applications and a parsing specialist converts unstructured resume text into structured candidate records.
A retrieval layer indexes your job descriptions, role profiles, and historical hiring criteria. The scoring agent retrieves relevant context for each candidate evaluation.
Candidate context, scoring rationale, recruiter notes, communication history, persists across pipeline stages. Memory is structured and cleared per your retention policy.
A dedicated scoring agent applies role-specific weights to skills, experience, education, and credentials. Weights are auditable and adjustable per role.
Custom integrations to the ATS, HRIS, and collaboration systems your hiring team already runs.
Request a PoC ProposalCustom API integrations with the major ATS systems used by enterprise recruiting teams as the system of record for candidate data and pipeline status.
Integration with your HRIS for downstream workflows once a candidate is hired, including onboarding handoffs and employee record creation.
Application intake from career sites, job board feeds, and inbound recruiting channels into a single normalized pipeline.
Integration layers built for in-house systems where vendor APIs don't apply.
Interviews with recruiters, hiring managers, and HR ops, plus an audit of current screening logic, role criteria, and pipeline workflows.
Inventory your active roles, scoring criteria, and knockout requirements. Build the scoring weights and criteria framework with recruiter sign-off.
Design intake, parsing, scoring, and routing roles, with LLM selected against latency, cost, and data residency.
Build and validate ATS and source-channel integrations. Set up the parsing and retrieval pipelines against synthetic candidate data first.
Calibrate scoring weights against historical hires and recruiter judgment. Test against representative resumes, edge cases, and exception scenarios.
Evaluate scoring outputs for consistency across applicant segments. Document scoring logic, explainability, and audit trail for HR and legal review.
Controlled pilot on live roles with recruiter review at the shortlist stage. Pilot scope, duration, and review protocol agreed upfront.
Recruiting AI carries elevated legal and reputational risk. Bias mitigation and compliance are scoped in discovery and built into agent architecture before development begins.
Request a PoC ProposalCandidate identifiers are tokenized before reaching the model. The LLM reasons over structured tokens and qualifications, not names, addresses, or other identifying signals.
Scoring inputs are restricted to role-relevant criteria: skills, experience, education, certifications. Demographic and proxy signals are filtered from scoring inputs.
Every applicant scored against the same criteria with the same weights. Logic is documented, auditable, and reviewable by your HR and legal teams.
Every shortlist or rejection decision is accompanied by structured rationale, which criteria matched, which didn't, where the candidate ranked, and why.
Operational outcomes a production resume screening agent can deliver.
Request a PoC ProposalRoutine parsing, scoring, and ranking handled by the agent, with recruiters spending their time on candidate evaluation rather than triage.
Semantic matching and consistent scoring surface candidates who actually fit, not just candidates who matched on keywords.
Every candidate evaluated against the same criteria with the same weights, removing variance between recruiters and across hiring managers.
Synonym handling, context understanding, and semantic matching surface strong candidates that rule-based filters drop.
Every agent is built for your roles, your scoring logic, and your ATS, we scope your workflows first, then design.
Read, write, and event-triggered integrations into your ATS, not a separate dashboard your recruiters have to context-switch into.
Every screening decision is logged, attributable, and reviewable. No black-box "fit scores" without rationale.
Every Folio3 engagement targets a production-ready system: ATS integration complete, bias review signed off, monitoring live, runbooks in your team's hands. Book a 45-minute discovery call to walk away with a recommendation on agent architecture, integration approach, compliance scope, and timeline.
Book a Discovery Call Now!
Deliver shortlists to hiring managers with summary reports and interview prompts, no manual collation step required.
Trigger status updates at each milestone using approved templates, with candidate-specific personalization where appropriate.
Coordinate interview slots across hiring managers, candidates, and panel members through calendar integrations.
Anonymized inputs, criteria-based scoring, and consistent evaluation logic built into the architecture, not added at QA.
Fill the form below or Contact us at +1 408 365-4638 / email us via contact@folio3.ai
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+1 408 365-4638
contact@folio3.ai
6701 Koll Center Parkway, #250 Pleasanton, CA 94566
