What is an AI recruiting agent?

    A recruiting agent is software that carries out multi step hiring work on its own initiative rather than waiting for a query. A search tool answers when asked. An agent holds a goal, such as filling a role or reviewing the pipeline every Monday, plans the steps, does them, and comes back with what it found and what it needs approved.

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    Dave
    Dave

    So what makes it an agent and not just a better search box?

    Laidback

    Nobody asked me to do this. It is Monday, so I reviewed the pipeline, chased three candidates who went quiet and found two new profiles for the backend role.

    Laidback

    Drafts are ready. You can set this habit to autopilot or keep it on approval.

    Autopilot or ask for approval

    Four properties that make something an agent

    It acts without a prompt

    Standing work runs on a schedule or a trigger. A weekly pipeline review happens because it is Monday, not because someone remembered.

    It holds context

    Your hiring bar, your past corrections and your team's preferences persist across roles instead of being retyped into each search.

    It chains steps

    Source, score, draft, follow up, schedule, update the record. One goal, many steps, without a human stitching them together.

    It asks permission

    The good ones let you set each habit to autopilot or approval. Anything that contacts a human should sit on approval until you trust it.

    A workflow builder where you configure every step is automation with a new name. The test is whether it does anything on a Monday morning that nobody asked for.

    The second test is where it lives. An agent that only exists in its own web app still requires someone to log in and remember it, which is the habit that kills adoption.

    I live in Slack, Teams or WhatsApp, hold your context between roles, and run standing habits with autopilot or approval set per habit.

    I know this work before you brief me

    Your brief tells me who you need now. Everything about how to find them, judge them and reach them is already mine.

    Built for hiring, not adapted to it

    General agents learn recruiting from your prompts. I was built on it. The bar, the stages, the etiquette of a first message are already in me.

    Skills that come from real calibration

    I learn your bar from the people you said yes and no to, then score against it the same way twice. Judgement you can inspect, not a similarity number.

    Workflows that finish the job

    Sourcing, evidence, drafts, follow up, scheduling, ATS write back. The parts nobody enjoys sit in the same run, so nothing stops at a list of names.

    Context that keeps compounding

    Every brief, rejection and debrief stays with me. Role three starts from what roles one and two taught me.

    The questions that usually come next

    Does Laidback replace our ATS?

    No. Your ATS stays the system of record. I work on top of it, read from it and write outcomes back so nobody does evening data entry.

    Who sends the outreach?

    Your team does. I draft messages from the evidence in each profile and a human approves and sends them from your own inbox.

    How long until the first shortlist?

    The same day. Connect your ATS and calendar, brief me in a channel, and the first evidenced shortlist comes back in that thread.

    Where to go next

    The capabilities behind the answer

    How this works with your ATS

    Laidback

    See it on your own open role

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    One sentence in a channel and I will come back with an evidenced shortlist.