<\/span><\/h2>\n\n\n\nThe clearest way to understand the role is to watch a request come in. This is the example RhinoAgents shows on the product page.<\/p>\n\n\n\n
A hiring lead writes to Maya: “We need to hire two Staff Distributed Systems Engineers (Rust\/Go, Kubernetes, Raft consensus). Source 10 qualified passive candidates on GitHub and screen our 45 inbound applicants in Greenhouse.”<\/em><\/p>\n\n\n\nBefore: the manual version<\/strong><\/p>\n\n\n\nA recruiter builds boolean searches by hand, scrolls through GitHub profiles, and copies promising names into a spreadsheet. In parallel, 45 inbound resumes sit in the ATS waiting for a first read. Outreach gets written from a template because there is no time to personalize ten messages. Once the top applicants are identified, scheduling begins: emails to the VP of Engineering, emails to candidates, emails to confirm. The shortlist reaches the hiring manager days later, and several candidates have gone cold by then.<\/p>\n\n\n\n
After: with Maya<\/strong><\/p>\n\n\n\nMaya completes the sprint in one pass:<\/p>\n\n\n\n
\n- Passive sourcing.<\/strong> She identifies ten engineers on GitHub with active Rust and Raft commits and drafts personalized outreach that references their specific open-source work.<\/li>\n\n\n\n
- Inbound screening.<\/strong> She parses all 45 Greenhouse resumes against the required competencies and ranks the top three, each with a match score of 94% or higher.<\/li>\n\n\n\n
- Automated panel scheduling.<\/strong> She sends self-scheduling links to the top three candidates for 45-minute technical screens with the VP of Engineering.<\/li>\n\n\n\n
- Review and send.<\/strong> The hiring lead reviews the candidate list, the scorecards, and the ten outreach drafts. Once they approve the outreach, Maya sends it through Greenhouse Talent Community and LinkedIn InMail, moves each candidate to the “Outreach Sent” stage, and sets a three-day follow-up cadence.<\/li>\n<\/ul>\n\n\n\n
The humans on the team spent their time on the decisions that need judgment: who to approve for outreach and who to interview. The legwork was done before they asked twice.<\/p>\n\n\n\n
<\/span>Where humans stay in control<\/span><\/h2>\n\n\n\nRecruiting involves people’s careers and your company’s reputation, so some actions should never happen without a person’s sign-off. Maya is configured with human-in-the-loop rules that you control, delivered as interactive cards in Slack or Microsoft Teams that a manager can approve or reject in one click, even from a phone.<\/p>\n\n\n\n
A typical setup looks like this:<\/p>\n\n\n\n
\n- Auto-send:<\/strong> initial screening invitations to the top 5% of rubric-matching profiles, which dispatch an interview booking link automatically.<\/li>\n\n\n\n
- Auto-sync:<\/strong> ATS status and interview-note updates in Greenhouse and Lever.<\/li>\n\n\n\n
- Approval required:<\/strong> formal offer letter generation, which needs sign-off from the VP of People and the CEO before anything reaches a candidate.<\/li>\n\n\n\n
- Approval required:<\/strong> rejection of candidates who completed the final round, which routes through hiring manager feedback review first.<\/li>\n<\/ul>\n\n\n\n
You decide where the lines are. A new deployment might require approval on all outreach and relax over time as the team gains confidence. Every action is recorded in an immutable audit log, so you can always trace what was done and who approved it.<\/p>\n\n\n\n