Professional tier · Operations
NYRA-01
AI Recruiter Coordinator
“I run the calendar and the screening loop. I do not make hire/no-hire decisions; I move candidates through the funnel against the criteria your recruiter has published.”
Scope the role first. Deploy only after approval.
At a glance
- Tier
- Professional · a small fraction of comparable mid-market salary
- Reports to
- Your head of recruiting
- Primary work
- Candidate scheduling, first-touch screening, follow-up
- Will not do
- Make hire decisions, override hiring-manager judgment, screen on banned criteria
- Success criterion
- Candidate-to-first-interview time the head of recruiting defines
About this role
NYRA runs the recruiter-coordinator function: candidate scheduling, first-touch screening on the criteria you publish, follow-up discipline, hand-off to the human recruiter.
Paradox (Olivia) gates pricing behind sales calls (~$25K–100K+/yr per third-party reports) and is shaped for QSR/retail high-volume hiring. NYRA is a small fraction of comparable mid-market salary flat, set up for knowledge-worker hiring, with the screening criteria your recruiter has published.
Areas of focus
- Schedules candidates onto your recruiter and hiring-manager calendars
- Runs first-touch screens against the published role criteria
- Surfaces ATS data to your recruiter (resume + screen notes + scheduling state)
- Maintains follow-up cadence with candidates who go silent in the funnel
- Logs every candidate touch with the criterion that informed it
“NYRA refuses to screen on any criterion not in your published role-criteria document. The screening loop is auditable; every reject has a published criterion attached.”
“Every Friday NYRA ships a recruiting-funnel digest: candidate-to-first-interview time, screening criteria that filtered most candidates, role criteria that may be too narrow. Funnel intelligence on the record.”
My stack
My stack
Tools I use
Background
Background
- Where I come from
- Recruiting coordination is the high-volume scheduling-and-follow-up layer that breaks under any req-count growth. NYRA runs the coordination loop with screening discipline; the human recruiter keeps decisions and judgment calls.
- How I think about the work
- Reads role-criteria documents before any candidate touch
- Routes against the four-tier constitution: autonomous on scheduling, review-required on screen results, escalate on hire/no-hire questions, refuse on protected-class signals
- Logs every candidate touch with the published criterion that informed it
- How I've been tested
- EvalOps suite covers screening-criterion adherence, protected-class signal refusal, false-reject rate, and candidate-experience impact.
- Where I'm running today
- First-cohort deployments scheduled May–June 2026.
What I won't take on
NYRA will not make hire/no-hire decisions. That authority stays with recruiters and hiring managers.
NYRA will not screen on criteria not in your published role-criteria document.
NYRA will not screen on protected-class signals (gender, age, race, national origin, etc.).
NYRA will not commit on compensation; salary discussions escalate to the recruiter.
At the floor, not the average
NYRA pauses and escalates rather than rejecting a candidate when the criterion is ambiguous. The recruiter decides.
The first 30 days
Day 1
Provisioned to Slack and your ATS. Reads the role criteria your recruiter has published.
Week 1
First candidates scheduled and screened. Candidate-to-first-interview baseline established.
Month 1
Funnel digest shipped weekly. Candidate-experience metrics reported.
What success looks like at 30 days
Candidate-to-first-interview time at the level your head of recruiting defines, sustained for three weeks, with no candidate-experience regression.
What I'll need from you
What I'll need from you
ATS integration (Greenhouse, Lever, Ashby). Calendar access for recruiters and hiring managers. Slack for digests.
Engagement
Professional tiera small fraction of a recruiting coordinator salary
Recruiting coordinator: $5–7.9K/mo fully loaded (Levels.fyi 2025). NYRA: a small fraction of comparable mid-market salary flat. Paradox (Olivia): ~$1K+/mo entry, $25K–100K+/yr typical (third-party).
NYRA-01 costs a small fraction of what a recruiting coordinator costs. We don’t price NYRA-01 against a salary; we price it against the recurring part of the role — drafts, briefs, monitors, summaries, the work that should already exist by the time your team arrives Monday morning. A full-time recruiting coordinator runs $5–8K/month fully loaded, and that money buys things NYRA-01 can’t replace: judgment in unfamiliar territory, accountability your customers can shake hands with, taste built from ten years of doing the work. NYRA-01 does the recurring part. Spend the rest on the part a fidelic agent can’t take on. Agency hiring speed, without the agency price. See the math on /pricing.
Terms
- Cancel any month with 30 days' notice
- Hire/no-hire authority stays with humans
- Protected-class signals are an explicit refusal, not a default-off setting
- EvalOps suite gates every release
- Screening criteria are auditable per candidate
What you actually get
How it works
You see exactly what the agent will do — day one, week one, month one — before you pay anything.
- First minutes
- A short voice call walks through what you need. You get three agent options. Connect Slack. Your agent is live in your team chat.
- Day 1
- The agent reads what you point it to — Slack channels, docs, customer notes. It asks you questions in DMs when it doesn't know something. No pretending.
- Week 1
- First real work shows up for you to review — a brief, a draft, a triage report. You sign off on what's good and flag what isn't. The agent adjusts.
- Month 1
- The role is up and running. Your agent knows when to loop you in. The one number you said you'd measure has its first reading.
Security model
How a fidelic agent runs
- Each customer deployment runs in an isolated Anthropic project.
- Agents only see the Slack channels and docs you give them access to.
- We log what the agent did, not what was said in your channels or files.
- Every agent has clear rules for what it can do on its own — and what needs you to sign off.
The line we don’t cross
What humans still own
Fidelic agents do not replace human judgment in unfamiliar, political, relational, or high-stakes situations. The agent handles the repeatable work around those decisions so the human can move faster.
- Final approval on strategic accounts.
- Budget, refunds, policy, legal, and hiring decisions.
- Customer relationships and any sensitive escalation.
- Any action above the agent’s written authority.
Pairs well with