Decision Agent Legal: follow one matter through an assessment

Purpose and scope

Decision Agent Legal is an available configuration of the platform’s assessment modules for legal work. It is not a separate assessment engine or a single fixed test. Recruiters can configure connected stages, documents, stakeholders and behaviours for the role.

One workflow follows a single matter through three assessed stages: a voice conversation with an internal client, a document redline and a negotiation with the counterparty. The point is to examine how the candidate carries understanding and judgement through the work.

The candidate experience

First, the candidate speaks with an AI roleplayer acting as an internal client. They clarify the commercial objectives, legal concerns and negotiating priorities using the Conversations module.

They then redline the supplied document on the basis of those requirements. Finally, they conduct a text-based Scenario negotiation with the counterparty on the basis of that document. The candidate is assessed across all three stages.

What to review as a recruiter

Review the submitted work alongside the evidence from the conversation and scenario. The shared assessment framework identifies whether agreed behaviours were demonstrated, and the reports explain the findings using the candidate’s responses. Conversation evidence includes the transcript and playable clips.

The recruiter defines the behaviours and objectives with assistance from Decision Agent. For example, the framework can examine whether a candidate establishes requirements, explains a trade-off and carries a priority forward. It should allow different defensible drafting or negotiating choices to succeed.

Worked example: carrying a priority forward

Illustrative example: the internal client identifies a critical service deadline. The reviewer can examine whether the candidate recognises its relevance when redlining a delivery obligation, and whether the subsequent negotiation remains consistent with that priority.

The useful evidence is the connection between the requirement, the proposed change and the explanation. A particular form of words is not automatically the only valid answer. The reviewer still needs the subject expertise to judge the work in context.

Limitations and next steps

This exercise samples legal work in its configured commercial context. It does not establish professional qualification, provide legal advice or demonstrate future performance. Where a score is shown, it is a weighted summary of behaviour findings for review.

The configuration is available today. Discuss the role, documents and criteria with the team, or use the shared modules to build an appropriate workflow. Candidate technical help is available by email; assessment exceptions remain the recruiter’s decision.

See the Legal assessment workflow and the interactive assessment and report examples.