AgentR

What is AgentR?

AgentR is an AI-powered tool designed for recruitment teams, offering functions for screening candidates, verifying statements, and conducting structured interviews. It reads all application materials, organizes the relevant evidence based on the job requirements, and ranks the candidates.

The product is not related to AI programming tools at the moment; its main purpose is used for recruitment assessment. The developers emphasize that the system does not automatically reject any candidate, and that the rankings and suggestions are provided only for reference by recruiters, with the final decision still being made by humans.

Main functions of AgentR

1. Read all resumes in their entirety

AgentR will read each application instead of relying solely on keywords to select the top candidates. The system takes into account job requirements when evaluating experience, skills, projects, career progression, and other relevant factors.

2. Ranking of candidates with multiple signals

The platform creates different categories of candidates such as Top Picks, Contenders, and Prospects based on twenty different criteria. For each candidate, the relevant materials or responses are retained, allowing recruitment managers to see the basis for their decisions.

3. Verification of resume statements

The system compares the candidate’s public statements with public records and their own experience, and uses a grading system to indicate whether there is support for those statements, discrepancies, or issues that require further investigation. The markers denote questions that need confirmation; they should not be interpreted as a final judgment on a person’s character or integrity.

4. Structured AI interviews

The interview questions are derived from the requirements of the position, and the responses are evaluated using a scoring scale that was prepared prior to the candidates applying. The system saves the relevant excerpts and summaries to ensure that all candidates are assessed according to consistent standards.

5. Arrange interviews on your own.

Candidates who meet the requirements set by the employer will receive a link to an interview that is available for a limited time, allowing them to choose a convenient time to conduct it. The link provided on the official page is valid for 14 hours; the actual schedule should be confirmed again when an invitation is sent.

6. Interview integrity monitoring

The optional AgentR Guard runs on macOS and Windows devices used for interviews, and it monitors various environmental signals such as screen capture, hidden windows, tab switching, and the second display. Camera and device signals are only used to generate markers for viewing; they do not directly affect the interview score.

7. Ranking and Evidence Report

Recruiters can view the sorting criteria, the basis for evaluating resumes, the verification results, interview references, and recording markers. Even when the quota is exhausted, existing reports, candidate lists, evidence, and recording contents can still be viewed and resorted.

Which teams are suitable?

• Recruitment teams that receive a large number of applications for a single position and are unable to read each one manually.
• It is necessary to verify the companies mentioned in the candidate’s public statements prior to conducting a formal background check.
• Organizations that wish to conduct the first round of structured interviews using a standardized scale.
• Pay attention to employers that use AI assistance for answering questions and multi-device capabilities in remote interviews.
• Teams of talent that need to explain to the recruitment manager the criteria used for ranking candidates.

Price and plan comparison

As of August 24, 2026, AgentR has not disclosed any fixed monthly fee or price per resume. New members of the team receive a $100 trial credit, and subsequent payment plans are determined based on the actual number of hires.

The quota is determined by the amount of work completed by AI; no fees are charged based on the number of users or seats. Actions such as resume reading and scoring, verification of statements, conducting interviews and assigning scores reduce the available balance, while routine operations like viewing reports or adjusting lists do not incur any costs.

Billing considerations

• Positions with a higher number of applicants and more complex application requirements consume more quota.
• Each plan has a start and end date, and the unused quota is not valid indefinitely.
• Once the quota is exhausted, new AI tasks will stop, but existing content will not be locked.
• The background research conducted by the platform to understand the client’s organization is not included in the candidate’s fees.
• Before submitting a formal quote, it is necessary to confirm the unit of measurement, validity period, and refund rules for each type of task.
• It should be specified in the contract whether interview recording, device monitoring, and long-term data retention are charged separately.

Tutorials for the recruitment team

1. Clarify job responsibilities, required skills, and sensitive attributes that cannot be used as criteria for selection.
2. Prepare the scoring scale, evidence criteria, and rules for manual review before candidates apply.
3. Import the job positions and application materials to verify that the system can correctly parse different resume formats.
4. Review the results of random checks to examine the original evidence corresponding to the scores and the basis for verifying the statements.
5. Set thresholds for automatic invitations, but retain the option to pause manually, add additional invitations, and handle exceptions.
6. Use the same scale to evaluate the structured interview questions, and remove any illegal or irrelevant ones.
7. If Guard is enabled, inform the candidates in advance about the equipment, cameras, and the scope of recording.
8. The recruiters jointly review the rankings, interview responses, and any flags indicating abnormalities before making a decision.
9. Save the reasons for the decisions taken, and regularly check the pass rates and error rates for different groups.

Guidelines for candidates attending interviews

1. Read the privacy policy and the instructions regarding AI-assisted evaluation provided by the employer.
2. Verify the valid period of the interview link, device requirements, and whether it is necessary to install Guard.
3. Check the camera, microphone, network, and any additional tools that are allowed to be used.
4. Turn off unnecessary screen captures, hide windows, and the second monitor.
5. Answer based on real experiences, and ask for further clarification if the statement is misunderstood.
6. If you have objections to the scores or the automatic analysis, request a manual review from the employer.
7. When you need to access, correct, or delete data, contact the relevant party in accordance with the privacy policy.

Human-machine decision boundary

AgentR makes it clear that it will not reject candidates on its own, nor will it label discrepancies in the information provided as lying. The list of candidates is merely a suggestion; it is the recruiters who decide which candidates to consider, whom to invite for an interview, and who to hire in the end.

• Abnormalities detected in the camera or device are not directly reflected in the candidate’s score.
• The system should not evaluate candidates based on facial expressions, emotions, eye movements, personality, or psychological profiles.
• The results of the resume verification should serve as a basis for further inquiries, rather than as a definitive judgment.
• The rankings must be able to be traced back to the original sources and specific interview references.
• Candidates should have access to information and the possibility to request a manual review.

Product advantages

• Reading all applications in their entirety helps to avoid issues related to focusing only on keywords or following a first-come, first-served approach.
• The position scale is determined before applications are submitted, ensuring a more consistent comparison among different candidates.
• The scores are accompanied by evidence and references to the answers, making it easier for recruiters to review them.
• Combine resume screening, statement verification, interviews, and the selection of candidates into a single process.
• The system does not automatically reject candidates; the final decision is reserved for human review.
• The $100 trial amount requires no bank card, making it easy to verify the effectiveness in a real work environment.

Usage restrictions and risks

• AI may misinterpret career breaks, non-traditional experiences, regional expressions, and irregular resumes.
• When public records are incomplete, verification of statements may result in omissions or incorrect associations.
• The job criteria set by the employer can themselves contain biases.
• Device and camera surveillance can pose privacy and accessibility issues for candidates.
• There is no fixed public price; the cost of recruitment must be estimated based on actual job assessments.
• Access via the waiting list means that activation cannot be guaranteed immediately.
• Different judicial jurisdictions have requirements regarding notifications, audits, and appeals concerning automated recruitment tools.

Privacy and platform security

AgentR handles resumes, interview responses, recorded content, and signals regarding the integrity of the equipment – all of which are considered sensitive recruitment data. Employers should inform candidates about the purpose of collecting this data, the duration for which it will be stored, who will have access to it, and what rights the candidates have.

• The authorities state that candidate data is encrypted both during transmission and when stored statically.
• The platform states that it will not sell candidate data nor share it with advertisers or data brokers.
• Clients should restrict recruiters’ access to candidate materials to the minimum necessary level.
• The Guard should operate only within the specified scope during the interview.
• Candidates should be able to request a manual review and to request corrections for inaccurate information.
• Before making a purchase, it is necessary to confirm the data region, the sub-processor, the deletion deadline, and the incident response process.

API and open-source status

As of the verification date, the official website did not provide any verifiable public developer APIs, SDKs, or standard pricing for calls. The capabilities related to enterprise integration should be confirmed with the authorities as part of the official proposal.

At the same time, no official open-source code repository or open-source license for the AgentR platform was found. The fact that the web-based products and desktop monitoring components are accessible does not mean that their source code is available publicly.

Frequently Asked Questions

Will AgentR automatically eliminate candidates?

No. The official statement is that all applications are retained; the ranking of candidates and the thresholds for sending out invitations are determined by the recruitment team, while the final decision to reject a candidate is made by a human being.

Is AgentR free?

New teams can receive a $100 trial credit without the need for a bank card. After the trial period, an appropriate permanent credit amount will need to be agreed upon based on the volume of recruitment required.

Is the quota charged per seat?

There is no charge based on the number of seats; instead, the cost is determined by the resources consumed by AI for tasks such as reviewing resumes, verifying statements, conducting interviews, and assigning scores.

Does Guard have a direct impact on the score?

According to the official statement, any anomalies detected in the camera or device only result in markers that are visible to recruiters; they do not alter a candidate’s score directly.

Is AgentR an open-source product?

No official evidence indicating that the core of this platform is open source has been found; therefore it should be considered a commercial service for now.

Summary

AgentR is suitable for recruitment teams that need to process a large number of applications while also wishing to retain the ability to make decisions manually and keep evidence of those decisions. Before adopting it officially, it is necessary to test its accuracy, the impact it has on group dynamics, the experience of candidates, compliance with privacy regulations, as well as the actual cost associated with each recruitment process.