An AI Recruiting Agent Should Schedule, Not Select: A 14-Case SME Release Test

For a small employer, a useful first recruiting agent can acknowledge an application, answer approved process questions, and offer interview times. It should not rank, reject, infer suitability, interpret an accommodation request as a negative signal, or silently turn a conversation into an assessment. The agentic systems we ship page lists CV triage, candidate scoring, screening, and interview scheduling among recruitment-agent capabilities. This article sets a narrower first-release boundary: can an applicant-facing agent handle routine administration while reliably handing consequential, uncertain, or sensitive requests to a named human?

The practical answer is to put the boundary in the product behavior and test it before candidates see it.…