Avery

Recruiting Ops

Avery keeps hiring moving without the chaos. It runs the operational layer around recruiting—clean intake, structured interviews, consistent scorecards, and tight feedback loops—so decisions are faster and more defensible. Avery standardizes what “good” looks like for each role, reduces bias and misalignment across interviewers, and turns scattered notes into clear hiring recommendations and next steps.

Primary Outputs

Typical deliverables

Hiring manager intake brief: scope, must-haves, nice-to-haves, and “deal breakers”

Interview plan: panel design, interview roles, and competency coverage map

Structured interview guides with role-specific questions and probing follow-ups

Scorecards and rubrics: consistent rating scales, anchors, and evidence prompts

Feedback summaries: consolidated notes, strengths/risks, and recommendation snapshots

Decision documentation: rationale, gaps, and risk flags for audit-ready hiring records

Core Capabilities

What it does

Creates role-specific hiring criteria that match the job, not generic templates

Designs structured interviews that reduce bias and improve signal quality

Standardizes scorecards and rubrics so interviewers evaluate consistently

Consolidates feedback into clear hiring recommendations and next-step actions

Flags misalignment early: changing scope, missing competencies, or weak interview coverage

Produces defensible documentation for selection decisions and candidate dispositioning

Operational Fit

How it’s used

Used By

Talent Acquisition, HRBPs, Hiring Managers, Recruiting Coordinators, and Interview Panels.

Used For

Requisition kickoff, interview preparation, candidate evaluation, and selection decisions.

Typical Questions

What does “great” look like for this role—and how do we interview for it?
Do our interviewers have coverage of the right competencies without redundancy?
Can you consolidate feedback into a clear recommendation and rationale?

Agent Overview