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Understanding VONQ AI Agents

AI Agent is an intelligent tool designed to streamline and enhance your recruitment process. The AI Agent can automate tasks such as screening, scoring, and interviewing candidates, delivering top-tier, ready-to-hire talent directly to your Applicant Tracking System (ATS).

By automating repetitive tasks, our AI Agents save approximately 1.5 hours per candidate. They assess applications, rank candidates based on fit, and conduct initial interviews, allowing your team to focus on engaging with the most promising candidates.

Instead of paying for job ad clicks, you only pay based on the number of pre-screened candidates who meet your specific hiring criteria. This approach ensures your budget is spent on quality leads rather than unqualified traffic.

This is not currently available with the existing solution, however if this is a feature you would require please reach out to discuss with us.

To find out more about AI Agent, or book a no-obligation demo and see AI Agent live in action visit https://www.vonq.com/ai-agents/

Functionality & Customization

The AI-powered workflows can be tailored to fit your specific hiring processes, ensuring that the system aligns with your organizational requirements. AI Agent is fully modular by design—meaning you can pick and choose exactly which elements you want to activate. Each feature, whether it’s chat-based screening, video interviews, or automated scoring, can function independently or as part of a connected workflow within your existing ATS.
AI Agent tailors its communication and evaluation criteria based on the specific job description provided. That means the questions it asks, the skills it screens for, and the insights it delivers are all dynamically generated to align with each unique role. Because of this, the quality and clarity of the job description are critical. A well-crafted, detailed job description empowers the AI Agent to assess candidates more accurately, ensuring it highlights the most relevant qualifications, competencies, and cultural signals for that particular position. In short: better input = smarter, more precise output.
Recruiters maintain full control over the final evaluation of every candidate. While the AI provides structured assessments and rankings, these are fully adjustable based on your preferences, priorities, or changing hiring criteria. You can fine-tune scoring across individual candidates, specific roles, or even entire target groups, giving you both flexibility and precision.
This is not currently included in our assessments. However, large language models can evaluate verbal cues like enthusiasm and empathy when prompted, so while it’s technically possible, we have opted not to implement non-verbal scoring at this stage.

AI Decision-Making & Compliance

No. VONQ AI Agents do not make final hiring decisions. They’re designed to support, not replace, recruiters.
Here’s how it works:
The AI parses the job description and the candidate’s CV, screening responses, chat interactions, and AI-led interviews. It evaluates candidates across 15 distinct vectors – such as skills match, experience, and communication style, it then compiles all findings into a comprehensive dossier.
This gives recruiters a structured, data-driven snapshot to make better, faster, and more objective decisions. Importantly, the AI never rejects or drops candidates. It only recommends and ranks – humans are always in control.

Yes. Candidate ranking, parsing, and AI assessments are permitted, so long as the tools are used to support recruiter decision-making, not automate it.
The key compliance pillars are:
Transparency: AI Agent can explain in plain language how they score and rank candidates.

Explainability: Recruiters and compliance teams can understand and audit the AI’s decision logic.
AI Agent is built to comply with evolving global hiring regulations while helping teams make more informed, fairer hiring decisions.
In short: better input = smarter, more precise output.

Fairness, Bias & Ethics

The AI-driven evaluations are based solely on skills and qualifications, eliminating unconscious bias and promoting equal opportunities for all candidates. Our system can also understand “broken” language and any dialect and still extract relevant information eliminating any potential language or accent bias.

No, we’ve intentionally avoided including cultural alignment to prevent the introduction of potential bias.
Our approach is built on inclusion, not elimination. We instruct our AI Agents to act as advocates for candidates—not gatekeepers. If a required skill or experience isn’t clearly listed on a candidate’s CV, the Agent doesn’t simply disqualify them. Instead, it proactively asks follow-up questions to uncover whether the candidate actually possesses the missing qualifications. This way, candidates get a fair shot to demonstrate their full potential—even if their CV isn’t perfect. The goal is to surface qualified talent, not filter them out too soon.
We’re mindful of this and focus heavily on expectation management. AI Agents are instructed to be polite, but also clear about essential qualifications. For instance, if a role requires fluency in a specific language and the candidate does not meet this criterion, the agent will clarify it as a key requirement. We also have the flexibility to adjust the tone and personality of the agent to better manage these interactions.

Security, Authenticity & Risk Mitigation

We take these risks seriously and have safeguards in place to protect the integrity of your hiring process. Our AI Agents are trained to stay focused and respectfully shut down off-topic or suspicious interactions. To combat misuse, we’re rolling out “overfit” detection—a feature that flags applications that align too perfectly with a job description, which can be a red flag for AI-generated or automated submissions. Even in a world of lazy-apply tactics and one-click applications, our process still requires candidates to complete interviews and engage authentically. We’re also exploring third-party tools to add extra resilience against bad actors. Bottom line: we’re constantly evolving our defenses to stay ahead of emerging threats.
It’s becoming increasingly difficult to tell—AI tools available to candidates are getting smarter, faster, and more convincing. While there’s no foolproof way to detect AI-generated responses 100% of the time, there are signals we look for. At VONQ, we’re actively developing a suite of detection tools to help flag when and where AI may be involved in a candidate’s application. This includes analyzing the CV, chat responses, and even interview transcripts to identify patterns that suggest content may have been generated by AI rather than a human. It’s a fast-moving space, but we’re staying one step ahead to protect the integrity of the hiring process.

Process & Speed

Candidates can have a response within seconds. The AI Agent gets to work immediately. It reviews, pre-screens, and ranks top talent in near real time, dramatically accelerating the path from application to shortlist. What used to take days or weeks can now happen in minutes or hours.
Recruiters remain central to the process—but with far less admin. In many cases, AI Agents eliminate the need for initial screening calls by handling early-stage tasks like interviews, chat interactions, and candidate evaluations. Depending on the scenario, candidates may be routed directly to the recruiter or hiring manager. The big advantage? Speed. Within 20 minutes, a candidate can apply, complete an interview, speak to the agent, and receive feedback. Meanwhile, the recruiter gets a structured dossier with all the insights needed to take the next steps.
Hire Smarter.
Faster.
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