Candidate briefing pack
Interviewers tend to read the CV in the corridor and then repeat the questions the last interviewer already asked. This agent assembles what your organisation already knows about a candidate into a single brief, with the source of every line. The recruiter checks it before it reaches the panel.
Step by step
Gather the candidate record
The agent collects the CV, the application answers and the notes from earlier stages from the connected drive and recruiting folders.
Find any prior contact
It checks whether the candidate has applied before, been referred, or spoken to anyone in the organisation, and says where that record sits.
Match the brief to the stage
The pack is written for the interview about to happen, so a technical panel and a final conversation get different summaries.
Carry open questions forward
Questions an earlier interviewer flagged as unresolved appear at the top, so they get asked once rather than at every stage.
Cite every line in the pack
Each statement links to the document or note it came from. Anything the agent could not verify is left out rather than smoothed over.
The recruiter checks and shares
The recruiter reviews the pack and approves it. Only then does it reach the interviewer.
Exactly what this agent can see, touch and change
The same five controls sit behind every ollo agent. These are this one's settings — visible before you build it, not buried in an admin screen afterwards.
Context
What reaches the modelRecruiters and interviewers running multi-stage processes where several people meet the same candidate. It matters most when the panel changes between stages.
Escalation
When it asks a personThe recruiter checks the pack before it is shared with the panel
Applications & Rights
Which tools it uses, and what it may do in each
GmailRead only
NotionRead only
SlackRead only
Google DriveReadWrites newCreates new records or documents. Never edits, moves or deletes anything that was already there.Verification
How you know it’s rightEvery claim links to the document it came from. A statement the agent cannot cite does not make it into the output — which is what makes the result reviewable in minutes rather than re-read end to end.
Who it’s for
Recruiters and interviewers running multi-stage processes where several people meet the same candidate. It matters most when the panel changes between stages.
What you’ll need
- Candidate records in a connected store
- Agreed interview note conventions
- Access rules for who may see what
- A recruiter to review each pack
What you get
- A stage-specific candidate brief
- A list of unresolved questions
- Links to every source document
What it doesn’t do
It retrieves and summarises. It does not score, rank or recommend candidates, and it takes no view on who should progress. That judgement stays with the panel.
We build the first one with you
Not a template you configure alone. We sit with your team, build it on real data, and hand over the controls.
Scope
One session with the people who actually do the work. We agree what the agent reads, what it may write, and who approves.
Co-build
Built on your own data, not a sandbox. You watch it being made, so you know why it behaves the way it does.
Handover
You own the controls. Change the context, tighten the rights, move the approval gate — without coming back to us.
Parts of the work currently spread across the categories below. It does not replace any of those products outright.
Frequently asked
Does it screen or rank applicants?
No. It does not score candidates, order a shortlist or suggest who to progress. It puts what you already hold in front of the interviewer, with sources, and every decision about a person stays with the hiring team.
How do you keep candidate data contained?
The agent reads only the sources you connect, and only what the person asking is already permitted to see. Rights are set per source when we build it, and the pack can stay inside your own drive.
What if two records for the same person disagree?
It shows both and names the document each came from rather than picking a winner. A conflicting record is exactly the thing a recruiter should see before the interview, not something to resolve quietly.
Can interviewers ask follow-up questions?
Yes. They can ask about anything in the connected record and get a cited answer, for example when the candidate last spoke to the team. Questions the record cannot answer come back as not in the record, rather than as a guess.