Peer review at major venues is under unprecedented submission pressure, motivating the use of large language models (LLMs) as review assistants. Existing LLM-based reviewers, however, face two structural limitations. First, they map manuscripts directly to reviews, leaving the underlying rubric implicit and entangling its derivation with the judgement. Second, the prevailing paradigms each capture only half of a good review: training-free agents gather broad evidence but produce undirected critiques, while training-based reviewers inherit human discriminative judgement together with its noise and uneven coverage. We introduce RubricReviewer, a fully rubric-driven framework that addresses both limitations. It makes rubric generation an explicit intermediate step, so that both review generation and the final assessment are conditioned on paper-adaptive rubrics. It further combines a training-free agent Scout that gathers external evidence with a human-aligned trained model Aligner that consumes this evidence, fusing the strengths of both supervision sources. Experiments on real-world submissions show that RubricReviewer produces reviews that are markedly more comprehensive and more discriminative than prior systems, and exhibits the strongest robustness against adversarial prompt-injection attacks. Ablation studies further confirm the necessity of each component.

Recent advancements in Large Language Models (LLMs) have been reshaping Natural Language Processing (NLP) task in several domains. Their use in the field of Human Resources (HR) has still room for expansions and could be beneficial for several time consuming tasks. Examples such as time-off submissions, medical claims filing, and access requests are noteworthy, but they are by no means the sole instances. However the aforementioned developments must grapple with the pivotal challenge of constructing a high-quality training dataset. On one hand, most conversation datasets are solving problems for customers not employees. On the other hand, gathering conversations with HR could raise privacy concerns. To solve it, we introduce HR-Multiwoz, a fully-labeled dataset of 550 conversations spanning 10 HR domains. Our work has the following contributions:(1) It is the first labeled open-sourced conversation dataset in the HR domain for NLP research. (2) It provides a detailed recipe for the data generation procedure along with data analysis and human evaluations. The data generation pipeline is transferrable and can be easily adapted for labeled conversation data generation in other domains. (3) The proposed data-collection pipeline is mostly based on LLMs with minimal human involvement for annotation, which is time and cost-efficient.