NeoTOD

Append a note to a candidate's application. Use it when the recruiter dictates an observation they want on the record. The note is added below whatever is already there; nothing existing is replaced, and nothing is sent to the candidate.

add_candidate_note

Put a candidate who is already in the talent base onto a role's pipeline. Reversible in the product, and nobody is contacted. Use find_candidates to find the candidate id first. This only adds them to the role; use move_candidate_stage to move someone already on it.

add_candidate_to_job

Place an AI screening call to a candidate, right now — the same action as Call Now in NeoTOD. This rings a real person's phone and cannot be undone, so ALWAYS confirm with the recruiter who you are about to call and on which number before using it. The candidate must already be on the role. Do not use it to reach several people in a row unless the recruiter asked for each one by name.

call_candidate

Every candidate on one role, grouped by the stage they are in, with their scores. This answers most of what a recruiter wants to know in a morning: who is waiting, who is stuck, who is ready to move. Get the job id from list_jobs first.

get_job_pipeline

Create a new hiring role. Needs a title and the business unit it belongs to — call list_business_units first for the unit id. Nobody is contacted and the role is not published to the careers site; it appears in NeoTOD for the recruiter to finish. Screening questions, the interview pipeline and assessments are NOT set here — say so, and point the recruiter at the role in NeoTOD to configure them.

create_job

Search the organization's talent base by name, headline, location or tag, and return the candidate ids other tools need. Matches on text, not meaning: 'support agent' finds people whose profile says that, and will not infer it from an unrelated job history. For a full job-description match against every resume, the recruiter should use AI Search in NeoTOD, which is not available through this connection.

find_candidates

The organization's current hiring numbers and what needs attention. Use it to answer 'how are we doing', 'what should I look at first' or 'how many roles are open'. Read the field names carefully: the totals are current counts, interviewsCompletedLast30Days covers only the last 30 days, and trendVsPreviousMonth compares how many were NEWLY CREATED in the last 30 days against the 30 before it — it is not the change in the totals, so do not report it as one. interviewsToday counts only the interviews still expected today — scheduled, joining, waiting or in progress — so it is normally lower than list_calendar_events(days=1), which covers the same day but counts every status including finished and cancelled ones. Do not try to reconcile the two. Figures cover what the signed-in recruiter can see, so a vendor sees their own submissions rather than the whole company's.

get_dashboard

Full detail for one role: the job description, seniority, location, experience range, and the pipeline stages this role uses. Use it when the user asks what a role involves or whether someone fits it, and before move_candidate_stage to see which stages exist. Get the job id from list_jobs first.

get_job

List the business units in this organization. Every role belongs to one, so call this before create_job to get the unit id. Returns only the units the signed-in recruiter can see.

list_business_units

List the hiring roles in this organization, with how many candidates are in each. Start here when the user asks what they are hiring for, or when another tool needs a job id. Returns the roles the signed-in recruiter is allowed to see, which may be fewer than the organization has in total.

list_jobs