proagent-hr

Overview of all HR capabilities: job descriptions, interviews, onboarding, performance reviews, compensation analysis, employee development, CV validation, and full candidate lifecycle evaluation.

Review HR artifacts: job descriptions, interview process, onboarding plans, team composition, cv-screening results, prescreening-quality, interview-evaluation-audit, final-recommendation-audit, and compliance-audit.

Execute HR operations: draft-job-description, plan-interview, create-onboarding, performance-review, compensation-analysis, validate-cvs, generate-prescreening, score-prescreening, evaluate-hr-interview, evaluate-technical-interview, synthesize-final-recommendation, generate-resume, or analyze-growth.

Synthesizes all stage scorecards (CV screening, prescreening, HR evaluation, technical evaluation) into a final hire/reject recommendation with configurable stage weights, cross-stage consistency analysis, and legal defensibility checks. Produces the highest-stakes hiring decision in the pipeline. Use after all interview evaluations are complete.

Validates candidate work experience for timeline consistency, role progression, domain relevance, and depth of accomplishments. Receives anonymized profiles and JD requirements, produces experience scores. Use when validating CV work history.

CV/resume document parser that extracts structured candidate data from PDF and DOCX files. Reads documents from Google Drive via MCP and outputs standardized JSON with education, experience, skills, and certifications. Strips PII for blind review protocol. Use PROACTIVELY when processing candidate resumes or CVs for validation.

Generates final hiring recommendations from aggregated CV scores. Produces ranked shortlists with hire/advance rationale, suggested interview focus areas, and next-step actions. Use after CV scoring aggregation is complete and recruiter has approved the scoring results.

Detects factual inconsistencies and integrity concerns in candidate CVs using bias-free analysis. Flags credential conflicts, timeline impossibilities, and vague claims. All flags are informational for recruiter review, never auto-rejections. Use when screening CVs for quality and consistency issues.

Aggregates scores from parallel CV analysis agents (skills matcher, experience validator, red flag detector) into composite candidate scorecards and comparison matrices. Applies weighted scoring and produces tiered rankings. Use when combining CV analysis results.

Scores candidate technical and professional skills against job description requirements. Receives anonymized candidate profiles and a structured JD rubric, produces skill match scores with evidence. Use when scoring CVs against job requirements.

Evaluates HR interview outcomes with mandatory bias scanning before scoring. Detects protected characteristic references, unanchored culture fit language, and demographic-correlated adjectives in interviewer notes. Scores communication, motivation, collaboration, problem solving, and culture alignment. Use after HR interviews are conducted.

Senior HR professional specializing in job description drafting, structured interview design, onboarding coordination, performance reviews, compensation analysis, employee development tracking, internal communications, team behavioral analysis, GDPR compliance, employment contracts, tailored resume generation, and developer growth analysis. Use for any human resources, talent management, or people operations task.

Generates tailored prescreening questionnaires and internal scoring rubrics based on CV screening gaps and job description requirements. Produces candidate-facing questions and recruiter-only rubrics with behavioral anchors. Use after CV screening to design prescreening for advancing candidates.

Scores candidate prescreening responses against internal rubrics. Tracks gap resolution from CV screening, produces prescreening scorecards with advance/hold/decline recommendations. Use after candidates have submitted prescreening questionnaire responses.

Evaluates technical interview outcomes with mandatory bias scanning for pedigree, style, familiarity, and speed bias. Maps JD requirement coverage, flags untested requirements as interview gaps (not candidate deficiencies). Scores technical depth, problem solving, code quality, system design, and technical communication. Use after technical interviews are conducted.

CV and resume validation against job profiles - parsing CVs from Google Drive, extracting structured candidate data, scoring against job description requirements, ranking candidates, and producing comparison matrices at scale. Use when screening resumes, validating CVs, ranking candidates, comparing applicants, or processing bulk applications. Do NOT use for job description drafting (use hr-assistant), interview planning, or onboarding.

Managing Human Resources & Talent - job description drafting, interview planning, onboarding coordination, performance reviews, compensation analysis, employee development, internal communications, GDPR compliance, employment contracts, tailored resume generation, and developer growth analysis. Use when performing any HR, talent management, or people operations task.

Interview evaluation and candidate lifecycle management - prescreening questionnaire design, prescreening response scoring, HR interview evaluation with bias detection, technical interview evaluation with coverage analysis, and cross-stage synthesis for final hire/reject recommendations. Use when evaluating interview outcomes, scoring prescreening responses, detecting interviewer bias, assessing technical interview coverage, or synthesizing multi-stage candidate data into hiring decisions. Do NOT use for CV screening (use cv-validation), job description drafting, or interview planning (use hr-assistant).

9 hooks across 2 events