Meet the Agents That Do the Hiring Work For You
IssuePay's AI agents handle sourcing, screening, and work history verification so your team can focus on the decision — not the process.
The part of hiring nobody talks about
Most hiring tools help you track candidates. Very few help you find them, evaluate them, and verify them — automatically, without a recruiter doing the legwork.
The average engineering role gets reviewed by a hiring manager who spends 6 seconds per CV. Not because they don't care, but because there are 200 of them and 40 other things happening that week.
IssuePay's agents are built to fix that. They don't replace the human decision. They remove everything that was stopping the human from making a good one.
The three agents inside your workspace
1. Screener
The Screener reads every pending application for a job offer and scores each candidate against your screening playbook — a set of rules your team defines once.
It looks at experience, skills, stated responsibilities, and how closely the candidate's background maps to what you're actually hiring for. Each candidate gets a score, a summary, a list of strengths, and a list of concerns.
What this means in practice: you open your inbox and instead of 80 unread CVs, you have a ranked list. The top 10 are ready to interview. The bottom 40 have a clear reason why they didn't make the cut — a reason you can review, not just a black box.
The Screener runs in the background. You trigger it once per job offer, and it processes your entire pending queue.
2. Sourcer
Most great candidates aren't applying to your job. They're working somewhere else, building something they're proud of, or not looking at all. The Sourcer goes and finds them.
It scans the internet for people whose skills and experience match your open role. You set a sourcing limit — how many candidates to surface — and the Sourcer adds the strongest matches directly to your pipeline.
What this means in practice: instead of waiting for applications to come in, you start with a pool of pre-identified candidates. You review them the same way you'd review any other applicant — the pipeline treats them identically.
It runs in the background. You come back to a pipeline that's already populated.
3. Work History Verifier
A CV is a document someone wrote about themselves. The Work History Verifier checks it against what they actually did.
It cross-references CV claims against publicly available information, looking for consistency — and inconsistency.
Did they say they led a team for three years at a company that was founded two years ago? Did they claim senior experience but show no evidence of technical output? The Verifier flags it.
What this means in practice: by the time a candidate reaches your final round, you're not discovering surprises. You're making a decision with context.
Playbooks: your rules, their execution
Each agent is guided by a playbook — a set of criteria your team defines for a specific role. You write the rules once: what skills matter, what experience is required, what red flags to watch for.
The agents execute against those rules consistently, across every candidate, without fatigue.
This matters because inconsistency is one of the biggest hidden costs in hiring. Two reviewers, two different standards, two different outcomes for the same candidate. Playbooks eliminate that.
The pipeline stays yours
The agents don't make decisions. They surface information.
After the Screener runs, you still review candidates and move them through your pipeline — Pending, Interview, Offer, Rejected. The stages are yours to define. The Kanban view gives you a clear picture of where every candidate stands.
After the Sourcer runs, the candidates it found enter your pipeline the same way any other applicant would. You evaluate them the same way.
After the Verifier runs, you have a verification card attached to each candidate — a summary of what it found, flagged or clean. You decide what to do with it.
Time-to-hire: from 44 days to 20
The platform average is moving. Teams using agents consistently are closing roles faster — not because they're cutting corners, but because they're spending time where it matters: talking to the right people.
The sourcing, filtering, and verification that used to take a recruiter two weeks now happens overnight.
Getting started
If you're on the IssuePay workspace, agents are available directly from your sidebar. You'll need a job offer open, and optionally a screening playbook configured for the role.
If you're not on IssuePay yet — the workspace is built for teams that want to hire without building a full recruiting operation. Get started free or book a demo if you want to see it running on a real role.