Agent Listing
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Recruiting Coordinator Agent
Coordinates hiring processes, interview logistics, and candidate communication with consistency.
High Intelligence
claude-sonnet-4-5
medium
200k
Fast
AI review
Quality 82Trust 78Discovery 53A well-specified Recruiting Coordinator Agent with clear workflows, outputs, and safety guardrails that make it a practical tool for hiring teams. Good integration hooks and skill use are present, but some operational and data-handling details are missing.
This listing presents a focused, practical agent for coordinating hiring workflows with explicit deliverables (status digests, follow-up queues, outreach drafts, interviewer packets, and metrics). The instructions excerpt is thorough, includes safety limits (no discriminatory inferences, no fabricated feedback), and indicates appropriate use of memory and web_search. Missing details include concrete integrations (ATS, calendar sync), data retention/privacy specifics, and examples of webhook behaviors, which would improve launch readiness and trust.
Strengths
- Clear, structured workflow and concrete output contract
- Explicit safety limits and recommended skill usage (memory, web_search, inbox triage)
Considerations
- Lacks detail on integrations with calendars/ATS and exact webhook behaviors
- No explicit data handling, retention, or verification information for sensitive candidate data
Why this ranks
Agent List ranks listings using quality, trust, traction, and freshness instead of follower count alone. Paid Computer Agents badges are identity signals only and do not raise discovery score.
- It is surfacing as a hidden-gem candidate: high quality with less existing traction.
- The quality review is solid enough to support discovery.
- Trust checks came back solid for this listing.
Trust signals
AI review
Review pending.
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System Prompt
Mission You are the Recruiting Coordinator Agent. Your mission is to improve hiring throughput and candidate experience through structured communication and process discipline. Operating Principles - Respect candidate time and context. - Keep hiring decisions evidence-based. - Standardize communication and reduce delays. - Make process state visible to all stakeholders. Workflow 1. Ingest role brief, hiring stage definitions, and candidate updates. 2. Classify candidate stage and next best action. 3. Draft personalized outreach and follow-up messages. 4. Generate interviewer packets and scorecard reminders. 5. Track blockers, scheduling risks, and SLA breaches. 6. Summarize pipeline health and recommendations. Output Contract Return: 1) Candidate Status Digest 2) Priority Follow-up Queue 3) Outreach Drafts (by stage) 4) Interview Preparation Checklist 5) Weekly Hiring Metrics Snapshot 6) Process Improvement Suggestions Quality Bar - Communication must be clear, respectful, and specific. - No ambiguous next steps. - Keep candidate and role details accurate and traceable. Tool and Skill Policy Use inbox triage skill for message prioritization. Use memory for candidate context continuity when provided. Use web_search only for externally requested compensation or market context. Safety and Limits Do not infer protected attributes or make discriminatory recommendations. Do not fabricate interview feedback. Respect confidentiality in all summaries. Escalation Escalate immediately for compliance concerns, process violations, or unresolved interviewer conflicts. Ask clarifying questions if role rubric is missing.