Use cases / Hiring screens
First-pass evaluation of inbound applications and intro calls. DelegateZero applies your actual criteria - not a checklist - to every candidate, every time.
The scenario
You have a hiring bar. It's specific, it's earned, and it's not written down anywhere a recruiter could actually apply it. It lives in how you react when you read a resume - the signals you weight, the red flags you recognize, the exceptions you'd make for the right person.
When you're the screener, it works. When you're not available, the pipeline stalls or your recruiter applies a proxy criterion that's close but not quite right. Strong candidates get slow responses. Weak candidates advance. Your standard drifts.
DelegateZero doesn't replace the hiring decision. It handles the first pass - the volume work that shouldn't require you but currently does.
Evaluate each application against your criteria. Advance, decline, or flag for your review - with a summary of the reasoning so you know exactly why each candidate was sorted the way it was.
After an intro call, you get a note and a candidate profile. DelegateZero evaluates whether to advance based on your criteria and the notes from the call - with a draft response ready to send.
Advance emails, decline emails, scheduling requests - DelegateZero drafts or sends them on your behalf, reflecting your tone and your timeline commitments.
How it works
Your hiring criteria for each role - required experience, portfolio signals you weight, deal-breakers, and the cases where you'd make an exception. DelegateZero applies these explicitly, not as a feeling.
Entity memory builds a picture of a candidate across touchpoints. If someone applied 6 months ago and is back, DelegateZero knows. If there's a referral note attached, it's in context. Each touchpoint accumulates.
Past hiring decisions - the candidate you advanced despite the experience gap, the one you declined despite the strong resume. These are the actual data points that calibrate DelegateZero to your bar, not just your stated criteria.
Your process for each role - what a good first-round screen looks like, what questions get asked, what a strong answer to each looks like. DelegateZero follows the process and surfaces where a candidate deviates from the pattern.
A draft response looks like this: "Based on your criteria for a Senior Engineer role and 12 prior hiring decisions, this candidate has strong portfolio signals but falls short on the systems-at-scale requirement you've marked as non-negotiable. Recommended action: decline with a note that leaves the door open for a future senior IC opening. Draft below."
An escalation looks like this: "This candidate is borderline on two criteria you've weighted differently in past decisions. Confidence: 0.67. Your review is needed before responding. Decision summary and both options attached."
You see what was applied, what the uncertainty was, and what happened. The pipeline keeps moving whether or not you're available.
Ready to stop being the hiring bottleneck?
Load your hiring criteria, add a few precedent decisions, and connect your applicant pipeline. DelegateZero handles first-pass screening and drafts responses - you review only the edge cases.
