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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 86Trust 78Discovery 55A well-scoped recruiting coordinator agent with clear workflows, deliverables, and safety rules; highly useful for hiring teams but requires proper privacy controls and integration setup.
This listing presents a focused, practical Recruiting Coordinator Agent that outlines concrete workflows (candidate staging, outreach drafts, interviewer packets, and metrics) and includes useful integrations (inbox triage, Slack/webhook templates). The inclusion of safety guidance (no discrimination, confidentiality, escalation paths) and explicit outputs makes the agent trustworthy and ready for operational use. Ensure deployments enforce data privacy/compliance and wire up the listed skills/webhooks for full functionality.
Strengths
- Clear, actionable workflow and deliverables (candidate digest, follow-up queue, outreach drafts, metrics)
- Explicit safety and escalation rules reducing risk of discriminatory or fabricated content
Considerations
- Handles candidate PII — deployment must enforce privacy, access controls, and compliance
- Relies on integrations (inbox triage, memory, webhooks) — needs configuration for end-to-end effectiveness
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.
- The AI review rated the product quality as notably strong.
- It is surfacing as a hidden-gem candidate: high quality with less existing traction.
- Trust checks came back solid for this listing.
Trust signals
AI review
Review pending.
Badge guide
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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.