A Work Agent for Recruiters and Talent Teams

Give Floatboat an approved role brief, candidate materials, and interview standards. It prepares evidence packets, interview plans, feedback summaries, and communication drafts for recruiter review.

Floatboat Agent

recruiters and talent teams · Product lead search · Candidate preparation

Working

Consolidate business need, outcomes, constraints, and interview criteria before sourcing begins.

▱ Hiring brief▱ Candidate materials▱ Interview rubric

I’ll run the “Turn intake into a role brief” workflow, starting with the materials you provided.

Activity0/4

·Capture needsRunning…
·Resolve gaps
·Define evidence
·Approve brief

Organizing context and preparing editable deliverables

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Ask a follow-up, add files, or ask the agent to revise the deliverable…

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Streaming interface preview · Click the composer to download Floatboat. No real data is processed.

Common tasks and representative workflows

What Recruiters Can Delegate

Hiring slows down when the role, evidence, interview criteria, and candidate communication are rebuilt by different people at every stage.

Common tasksTurn intake into a role briefPrepare a candidate evidence packetCoordinate interviews and follow-upRole briefEvidence packetInterview plan

Turn Intake Into a Role Brief

The problem

Job requirements begin ambiguous

A job title can hide conflicting expectations about outcomes, seniority, constraints, and what success should look like.

What the agent handles

Consolidate business need, outcomes, constraints, and interview criteria before sourcing begins.

Capture needs · Resolve gaps · Define evidence · Approve brief

Deliverable

A shared role brief and structured scorecard draft.

Human boundary: The hiring team sets lawful criteria and approves the role requirements.

Prepare a Candidate Evidence Packet

The problem

Candidate context is repeatedly reconstructed

Recruiters and interviewers repeatedly turn résumés, notes, portfolios, and correspondence into their own partial summaries.

What the agent handles

Organize candidate-provided material against approved, job-related criteria for human review.

Select materials · Map evidence · Note gaps · Prepare packet

Deliverable

A source-linked packet with evidence and interview questions.

Human boundary: People—not the system—assess candidates and make employment decisions.

Coordinate Interviews and Follow-Up

The problem

Interview evidence arrives in different formats

Scorecards, free-form notes, and delayed feedback make it difficult to compare evidence against the agreed role criteria.

What the agent handles

Create interviewer briefs, consolidate notes, and draft timely candidate communications.

Plan panel · Brief interviewers · Collect notes · Draft update

Deliverable

Interview packs, debrief summary, and editable status messages.

Human boundary: Recruiters approve communications and protect sensitive candidate information.

A capability stack for the work

Floatboat Capabilities for Recruiters

The Work Agent uses these capabilities inside a persistent workspace to read context, execute steps, and deliver results. People retain consequential decisions.

Agent Workspace

an Agent Workspace that preserves recruiters project context can keep the approved role brief, candidate-provided material, interview rubric, notes, communications, decisions, and editable hiring outputs connected in one workspace.

The same context stays available across follow-ups, revisions, and recurring work, so the agent can continue from an inspectable project instead of starting over in a new chat.

FloatboatProduct lead search · Candidate preparation

Project files

▱ Hiring brief

▱ Candidate materials

▱ Interview rubric

Agent run

Role briefEvidence packetInterview plan

AI Scheduling Assistant

an AI scheduling assistant that prepares recruiters work can coordinate intake meetings, interview panels, follow-ups, and candidate updates as prepared calendar work with the relevant role and candidate context.

Calendar time becomes an execution context with the relevant files and expected result attached, while changes and external actions remain reviewable.

FloatboatProduct lead search · Candidate preparation

MTWTF

Prepared: Role brief

FloatIM

Bring recruiters, hiring managers, interviewers, and agents into a shared thread while keeping candidate evidence, feedback, decisions, and follow-ups connected.

The message thread becomes an entry point to the underlying workspace, so collaborators can see the request, progress, questions, and returned artifact without reconstructing the task elsewhere.

FloatboatProduct lead search · Candidate preparation

Hiring brief

Agent · Role brief · Evidence packet · Interview plan

Human→Agent→Team

AI File Organizer

Organize approved candidate packets and role documents locally while preserving clear separation, recognizable naming, and an orderly handoff path.

The organizer handles file preparation as a separate, visible step; people still decide which folders are in scope and verify the proposed structure before relying on it.

FloatboatProduct lead search · Candidate preparation

Before

□ 1_Hiring brief_final

□ 2_Candidate materials_final

□ 3_Interview rubric_final

Suggested structure

└ Hiring brief

└ Candidate materials

└ Interview rubric

Explore More Work Agents

Compare how a Work Agent handles real assignments across different professions.

Questions before you start

Work Agent Questions for Recruiters and Talent Teams

Recruiting automation must improve preparation without turning incomplete evidence into a hiring decision or weakening candidate privacy.

Is Floatboat an ATS or candidate-ranking system?+

No. Your ATS remains the hiring system of record. Floatboat helps prepare role briefs, interview materials, evidence summaries, and communication drafts around the information your team is permitted to use.

Can it screen out or rank candidates automatically?+

That is not the intended workflow. It can organize job-related evidence against approved criteria, but recruiters and hiring managers must evaluate people, investigate gaps, and make employment decisions.

Can it use our role brief and interview scorecard?+

Yes. Define outcomes, required evidence, legal constraints, question areas, and the scorecard format before candidate preparation begins.

How do we prevent invented candidate claims?+

Limit summaries to candidate-provided or approved sources, preserve links to the original evidence, label missing information as unknown, and require a recruiter to verify every claim used in an interview brief.

What candidate information belongs in the workspace?+

Only job-relevant information that policy and applicable law permit the team to process. Keep the Work Agent workspace limited to necessary files, avoid unnecessary sensitive attributes, and review each model and connector's data practices.

Can it contact candidates or schedule interviews without review?+

It can prepare messages and scheduling options, but a responsible recruiter should confirm recipients, availability, wording, and stage before any candidate-facing action.

What is the safest first recruiting workflow?+

Start with an approved role brief and scorecard, then generate an interviewer packet for one candidate. Check every statement against the source material before deciding whether to reuse the process.

Make the interview packet evidence-led

Bring the approved role brief and candidate materials. Prepare structured questions and evidence notes; people make the hiring call.

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