Traditional AI hiring tools fail because of architecture: External APIs → Data egress → Black-box models → Security & Legal rejection. NODES takes the opposite path.
What Nodes Agents Are Not
Chatbots or conversational assistants
Generic LLM wrappers calling OpenAI or Anthropic
Multi-tenant SaaS with shared models
Point tools requiring separate procurement
Black-box systems with no explainability
What Nodes Agents Are Capable Of
Single-tenant AI systems deployed inside your VPC
Specialized agents built for discrete hiring functions
Powered by your organization’s Top-Performer DNA model
Governed by embedded bias controls, explainability, and audit logging
Fully owned by you — models, weights, and decision history
You own the weights & decision history
Every agent runs on the same foundation. This is not a feature list. This is the infrastructure that makes every agent work.
Screening
Interview
Sourcing
Ramp
Promotion
Attrition
Retention
Internal
Mobility
Succession
Readiness
manager
Intelligence
Onboarding
Training
Planning
Screening Agent
Hiring Agents
These three agents handle everything from application to offer.
Screening Agent
Scores 100% of applicants against your Top Performer DNA. 0-100 fit scores with plain-English explanations, red flag detection, and ranked shortlists. At one Fortune 500 deployment, the rate of hires hitting top performer milestones went from 14.0% to 27.7% across 6,053 hires. Same job boards, same pipeline
Interview Agent
Generates structured questions directly from your success profile, not generic behavioral templates. Targets gaps from screening, captures full transcripts and decision traces. Same criteria, same scoring, every candidate. Every interview feeds back into the DNA Engine
Sourcing Agent
Searches LinkedIn, GitHub, research papers, and portfolios for passive candidates matching your DNA. Same 0-100 scoring as screening. One standard across your entire pipeline. At one Fortune 500 deployment, surfacing high-fit candidates monthly across 200+ locations.
Post-Hire Agents
The same intelligence that finds the right people keeps them winning after day one.
Ramp Agent
Captures what your top performers do differently and delivers it as personalized guidance to every new hire. Targets their specific gaps against the success profile, not generic onboarding content. 8-12 month ramp compressed to 6 weeks.
Attrition Agent
Scores every active employee against attrition risk. Missed milestones, engagement below cohort, behavioral drift from your retention profile. You see who needs intervention while there is still time to act. At one Fortune 500 deployment, first-year retention went from 64% to 91%.
Retention Agent
Maps the specific drivers that keep your top performers versus what pushes them out. Not exit survey data. Live behavioral and engagement patterns matched against retention outcomes. Recommends interventions with historical success rates for similar profiles.
Internal Mobility Agent
Scores your existing workforce against open projects and roles based on verified strengths and execution patterns. Not job titles, not tenure, not who the manager knows. Teams get composed for the work, not for politics. Every project outcome feeds back and the matching sharpens each cycle.
Succession Agent
Maps your workforce against leadership and critical-role profiles. Scores readiness, identifies development paths, flags organizational risk where bench depth is thin. Most companies discover succession gaps the day someone resigns. By then you are 6-12 months behind. This runs continuously.
Manager Intelligence Agent
Surfaces which managers consistently develop top performers and which ones lose them. Through outcomes, not surveys. When one manager's team ramps in 4 weeks and another's takes 14 with the same hire profile, that is the manager.
Onboarding Agent
Builds personalized onboarding paths based on each person's profile relative to your top performer DNA. Strong domain knowledge but weak process fluency? Different first 30 days than the reverse. Generic orientation treats everyone the same. This doesn't.
Training Agent
Generates personalized development plans that close specific gaps for each individual. Not "take this leadership course." Instead: "Here is where you diverge from top performers in your role, and here is a 30-day plan to close that gap." Every plan is tied to outcomes, not catalog courses.
Promotion Readiness Agent
Scores every employee against the success profile for the next level, continuously. When someone matches, they are flagged. When someone is close, the system shows exactly what gaps remain and how to close them. Promotion decisions backed by performance data, not tenure or visibility.
Workforce Planning Agent
When you know who is likely to leave, who is ready to move up, how long it takes to ramp a replacement, and where your succession gaps are, headcount planning stops being a spreadsheet exercise. Connects hiring velocity, ramp rates, attrition predictions, and bench depth into a single predictive model.
Agentic Layer
One intelligence layer. Thirteen agents.
Thirteen agents. Hire, ramp, retain, develop, plan. Every decision traced, every outcome fed back, every model owned by you.
Every month without the DNA filter, another cohort enters your pipeline unscored. Every month without the post-hire agents, at-risk employees go undetected, internal talent goes unmatched, and succession gaps widen. At one carrier, the difference was $630,000 in net savings per 100 hires. That cost is running right now.
