AGI.do

Processes

What will AGI do for Select and reject candidates?

AI-deliverabilityhybrid

The process falls under the HR lens 'Recruit, source, and select employees', a category generally anchored in the 0.4–0.7 hybrid range. Because there are no seeded occupations, I relied on the process description: the specific tasks of evaluating test performance and making approve/reject decisions are heavily information-based (often managed via ATS software), pushing this workflow to the absolute top edge of the hybrid band.

All interviews and pre-employment tests for a given candidate pool are completed and scored.

Trigger
All interviews and pre-employment tests for a given candidate pool are completed and scored.
Outcome
Top candidates are approved for job offers while the remaining candidates receive formal rejection notices.

The work itself

Grounded Work Profile

Measured by

  • Time to DecisionprocessProfile
  • Selection RatioprocessProfile
  • Offer Acceptance RateprocessProfile
  • First-Year Retention RateprocessProfile

Key steps

  • Compile interview feedback and pre-employment test scoresprocessProfile
  • Evaluate candidates against role requirements and organizational fitprocessProfile
  • Rank the final candidate pool based on aggregate performanceprocessProfile
  • Select top candidates to advance to the offer stageprocessProfile
  • Distribute formal rejection notifications to unselected candidatesprocessProfile

How AGI delivers it

Four ways AGI delivers for Select and reject candidates

  • Services-as-Software

    Get the professional outcome delivered as software, priced on results, not headcount.

    Services.do

  • Autonomous Agents as digital employees

    Hire a digital employee that does the job under earned, supervised autonomy.

    Agents.do

  • Business-as-Code

    Encode how your work runs, once, as software that executes itself.

    Platform.do

Value flow

How Select and reject candidates connects

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Go deeper

Explore Select and reject candidates

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