Recruiterintent

Recruiters often leave candidate calls with useful but fragile observations: timing concerns, unresolved questions, stated priorities and uncertainty about an offer process. Those notes can disappear into chat or become unreviewable intuition. Recruiterintent prompts an authorized recruiter after the call, anchors each observation to disclosed evidence and keeps it separate from candidate facts, manager decisions and later outcomes.

This is a high-stakes employment surface, so the product is deliberately narrow. It does not score culture fit, emotion, personality, credibility or protected traits. It does not rank candidates, recommend hiring, set compensation or determine who receives an offer. Any optional acceptance-likelihood estimate is a team-calibration aid for offer-process planning only, with uncertainty and cohort limits visible; it cannot enter selection or compensation workflows.

Candidate notice, recording authority, access, correction, retention and bias review are required deployment controls. The first release can work from recruiter-authored post-call notes without recording. Offer decision, issued offer, candidate response and eventual employment outcome remain separate events. The goal is better evidence discipline and team calibration, not automated judgment about people.

A recruiting leader or talent-operations team that manages repeated candidate conversations and wants structured post-call evidence without delegating employment decisions to software.