Is that "AI Agent" actually just a chatbot in disguise?

Hello H.A.I.R. Community,

There is no shortage of ambition in today’s HR and Recruitment/TA technology market.

Over the last 24 months, we have seen an explosion of platforms claiming to use “AI agents” to transform recruitment, onboarding, and talent management. It is an exciting moment, but it is also thick with confusion.

Every demo looks compelling. Every vendor insists they are operating at the frontier of autonomy. But when you look beneath the surface, the reality is often different.

Many of these supposed "agents" cannot act without a human clicking a button. Some rely entirely on rigid rules engines. Others are simply Large Language Models (LLMs) that generate helpful text but have zero control over your actual systems.

As HR and Recruitment leaders, you are being asked to evaluate complex technologies without a shared reference point. You need to know: What is feasible? What is theatre? And what is genuinely new?

To help you navigate this, I developed The Agentic Maturity Ladder.

It is a simple, evidence-informed model that describes the five stages of development—from basic automation to true AI agents. Here is the breakdown.

🪜 The Agentic Maturity Ladder

To understand where your tech stack sits (and where your vendors are actually operating), we need to distinguish between a workflow and a brain.

Stage 1: Basic Automation “If X happens, do Y.” The foundation of most HR tech. Reliable, efficient, but not intelligent. It does not adapt; it simply follows the rules.

Stage 2: Automation with Lipstick “A workflow wearing an AI mask.” This is the most common type of “AI agent” currently being marketed. Vendors take deterministic automation and add a generative layer (like a chatbot). It feels smarter because you can talk to it, but the underlying machinery hasn't changed.

Stage 3: Assisted Agentic Systems “The system reasons, but asks permission.” Here, the AI can propose steps or surface insights, but it waits for you to say "yes." It is a partner, not a delegate.

Stage 4: Agentic AI “The system acts within boundaries.” The first shift into true agency. The system can create plans, act across systems, and maintain memory. It executes meaningful tasks (like coordinating interviews) without requiring approval for every single step—provided the guardrails are set correctly.

Stage 5: True AI Agents “Perceive → Reason → Plan → Act → Learn.” The frontier. These systems have continuous awareness and can set sub-goals dynamically. Very few HR technologies are here today, despite what the sales decks might say.

🕵️‍♀️ The Agent Impostor Test

Why does this matter? Because buying Stage 2 technology while expecting Stage 5 results is a recipe for governance failure and wasted budget.

To make this practical (and a bit of fun), I have created The Agent Impostor Test.

It is a short, research-grounded diagnostic designed to classify the claims you are hearing. Is it a True Agent? Or just Automation with Lipstick?

Take the test to find out:

👉 Take the Agent Impostor Test 

Note: You will receive your maturity classification and an official category badge via email.

Why use the ladder?

This isn't an academic exercise; it is a tool for defensible decision-making.

1. It makes vendor claims intelligible. When a salesperson says "autonomous," you can ask for evidence of planning and memory.

2. It structures your buying decisions. You likely do not need Stage 5 autonomy yet. Stage 3 might be the sweet spot for your current risk appetite.

3. It exposes the organisational challenge. Moving up the ladder requires new governance routines, data policies, and process designs.

We are entering an era where AI will take on meaningful work alongside our teams. It won't replace the human element, but it will reshape operations. To navigate this safely, we need to move from marketing noise to informed action.

Want to read the full deep dive on the 5 Stages?

Read the full article on the blog

Calling for Fair Visibility for All on LinkedIn

If you have been following my posts, you know we have been investigating whether the LinkedIn algorithm suppresses women’s voices. LinkedIn’s Head of Responsible AI recently published a blog post to "clarify" how the feed works.

I have analysed their response. Far from debunking the issue, it inadvertently confirms the exact mechanism of Proxy Bias I identified in my initial report.

Here is the breakdown of why their explanation fails the fairness test:

• The Denial: They spent most of the post denying they use "gender" as a variable. I agree. I never claimed the code said if gender == female. That would be Direct Discrimination. My argument has always been about Indirect Discrimination via proxies.

• The Admission: They explicitly listed the signals they do optimise for: "Position," "Industry," and "Activity."

• The Problem: Men are historically overrepresented in high-visibility industries (Tech/Finance) and senior roles. By optimising for these signals without a fairness constraint, the system systematically amplifies men. Furthermore, the "Activity" signal favours "agentic" (male-coded) linguistic patterns over "communal" ones.

In the UK, this is the textbook definition of Indirect Discrimination under the Equality Act 2010. In the EU, this is a Systemic Risk under the Digital Services Act (DSA).

The Action: Analysis is important, but action is essential. I am supporting the petition "Calling for Fair Visibility for All on LinkedIn," demanding an independent equity audit.Why Does This Happen? It's Not Just 'Algorithm Aversion'

Upcoming: Where to Find Me

📅 10th December: Algorithmic Bias Deep Dive 

Hosted by the EWMD Network. This is a 90-minute deep dive into the LinkedIn algorithm changes and the economic impact on women. I’ll be speaking alongside Cindy Gallop, Jane Evans, and other incredible advocates. Register for the Deep Dive

Until next time,

Martyn

H.A.I.R. (AI in HR)

Putting the AI in HR. Safely.

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