Your ATS counts keywords. Ours reads resumes.
Agent Genie reads every word of a candidate's resume and every word of the job description. Then it writes a detailed assessment covering strengths, gaps, risks, and growth areas with a 0-100 semantic score. Not a keyword percentage. A real evaluation you can hand to a hiring manager with confidence.
Watch Agent Genie evaluate a real candidate
2 min demo
The difference between matching keywords and understanding candidates
Same resume. Same job. Completely different outcomes.
Traditional ATS
Keyword matching
Result: Rejected
"Resume does not contain required keyword: Kubernetes. Match score: 42%."
The candidate managed containerized microservices on AWS ECS for three years. They orchestrated deployments for a team of 20 engineers. But the resume said "container orchestration" instead of "Kubernetes."
That candidate went to your competitor.
Kreativs (Agent Genie)
Semantic evaluation
Result: Score 91/100, Strong Fit
"Extensive container orchestration experience with cloud-native architectures. Transferable Kubernetes skills. Strong leadership indicators from managing a 20-person engineering team."
Agent Genie understood that "container orchestration on AWS ECS" is functionally equivalent to Kubernetes experience. It also identified leadership experience the job description did not explicitly ask for, but that the hiring manager would value.
That candidate is now your top hire.
Three steps. Zero keywords. Full comprehension.
Reads everything
Agent Genie ingests the full candidate profile, including resume, work history, skills, and certifications, alongside the complete job description. Not excerpts. Not summaries. Everything.
Generates dynamic criteria
Instead of scoring against a static rubric, the AI dynamically generates evaluation criteria specific to each role. A senior engineer is evaluated differently than a product manager, even within the same company.
Writes the assessment
Each candidate receives a 0-100 semantic score and a written assessment covering strengths, gaps, risks, and growth areas. The assessment is detailed enough to send directly to a hiring manager.
Not just a score. A written assessment you can actually use.
Every evaluation includes a detailed written breakdown. This is not a number next to a name. It is a document you can forward to a hiring manager, attach to an audit trail, or reference during an interview debrief.
Strengths
Specific skills, experiences, and qualifications that directly match the role requirements.
Growth areas
Where the candidate could develop, with context about how quickly those gaps could be closed.
Risk factors
Honest assessment of potential concerns: job hopping patterns, unexplained gaps, or misaligned trajectory.
Overall recommendation
A clear recommendation with reasoning, written in language a non-technical hiring manager can understand.
Agent Genie Assessment
Senior Frontend Engineer
Strengths
Strong React expertise with 5+ years of production experience. Led a frontend architecture migration at previous company. Demonstrated mentorship through 3 direct reports.
Growth areas
Limited backend experience. Could benefit from exposure to microservices architecture. Transition from startup to enterprise environment may require adjustment period.
Recommendation
Strong fit for the role. Technical skills exceed requirements. Leadership indicators suggest readiness for a senior position. Recommend advancing to technical interview with focus on system design.
Six things that make this evaluation fundamentally different
Semantic comprehension
Understands that "container orchestration" and "Kubernetes" describe the same skill. No keyword games.
Zero demographic data
The model cannot see age, gender, ethnicity, or zip code. Bias is not mitigated, it is structurally impossible.
Dynamic criteria per role
Every role gets custom evaluation criteria generated from the job description. No static rubrics applied across all positions.
Automatic queue processing
Candidates are evaluated the moment they apply. No recruiter action needed. Shortlists appear automatically.
Full audit trail
Every score, every assessment, every decision is logged immutably. Pull a complete audit for any candidate in seconds.
Interview integration
The Assessment Agent generates tailored interview questions per candidate. The Interview Coach then provides real-time coaching during live interviews.
The numbers from teams already using it
60%
Faster time to shortlist
Recruiters get a ranked, pre-scored candidate queue instead of a pile of unread resumes.
40%
Better 90-day retention
Semantic matching identifies fit beyond skills, including culture alignment, growth trajectory, and career goals.
100%
Explainable scores
Every evaluation includes a written assessment. No black-box algorithms. No unexplainable rejections.
Zero
Demographic data in scoring
The model cannot access age, gender, ethnicity, or location data. Mathematically impossible bias.
Hard questions. Straight answers.
Is Agent Genie making hiring decisions?
No. Agent Genie evaluates and recommends. It scores candidates and writes assessments. But every hiring decision (who to interview, who to advance, who to hire) is made by a human on your team. The system is architecturally incapable of auto-rejecting a candidate.
How is this different from AI screening tools like HireVue or Pymetrics?
Those tools assess candidates through proprietary tests and behavioral analysis. Agent Genie reads the actual resume against the actual job description, the same documents your recruiters would read. No separate assessment required from the candidate.
What if the AI misses something?
Every evaluation is reviewable by a human. The written assessment shows exactly what the AI considered and why. Recruiters can override any score with documented reasoning. The AI is a starting point, not the final word.
Does it work for non-technical roles?
Yes. Agent Genie dynamically generates evaluation criteria per role. A sales director is evaluated on completely different dimensions than a software engineer. The criteria are generated from the job description, not from a static rubric.
What about candidates who game the system?
Keyword stuffing does not work because the evaluation is semantic, not keyword-based. The AI evaluates actual capability and career trajectory, not keyword density. Combined with the 9-layer Trust Gate for identity verification, gaming the system is extremely difficult.
Built for scale, configured for you
Enterprise Teams
- Process thousands of applications per day across departments
- Company-wide evaluation consistency across every recruiter and every role
- Cost-optimized AI processing with prompt caching at scale
- Complete audit trails that satisfy SOC 2, EEOC, and OFCCP
- Custom scoring models aligned to your competency frameworks
Recruiting Agencies
- Multi-client evaluation with client-specific scoring profiles
- White-label candidate reports for client presentations
- Batch processing for high-volume recruitment campaigns
- Transparent scoring that builds trust with enterprise clients
- Differentiate your agency with AI-powered candidate shortlists
Bring your hardest role. We will show you what your ATS missed.
Pick a job description and a stack of resumes. We run Agent Genie live, with your real data (not a scripted demo), and show you every score and assessment.