Talent Systems AI
Structured. Scored. Defensible.
Hiring. Upskilling. Listening. One engine. Every decision.
The same AI interview engine screens your candidates, verifies your team's skills, and runs your stay interviews. One scoring framework. One audit trail.
Live sample. Pick a scenario, press play.
Three modules. One dashboard. One source of truth.
The same engine runs the modules: screening candidates, verifying skills, running hiring or exit interviews, or assessing intersectional adverse impact. One scoring framework. One audit trail. Every talent decision in one place.
Hiring
Stop interviewing on vibes. Start hiring on evidence.
- Structured, hybrid, or adaptive interviews at scale: voice or text, calibrated to your role
- Blind scoring with evidence quotes pulled from the candidate's own words
- Résumé parsing with demographic redaction. Greenhouse integration. A pipeline that only moves forward.
Upskilling
Verify what your people can do. Coach what they can't.
- Skill verification with the same psychometric rigor used in hiring, applied to the workforce you already have
- AI-led practice scenarios with feedback against role-specific competencies
- Defend every promotion decision with documented evidence, not gut feel
Listening
Stay interviews and exit interviews: as conversations, not checkboxes.
- Onboarding, stay, exit, and pulse: deployed as conversational AI sessions, not 30-question forms
- Themes, sentiment, and key quotes extracted automatically. Insights ready before the meeting.
- Eight minutes of conversation gets you more than thirty minutes of survey
When the data connects, you can ask different questions.
Hiring in the ATS. Skills in a spreadsheet. Surveys somewhere else. None of it talks. One engine changes that.
Do candidates who score high on a specific competency stay longer?
Which skill gaps predict the themes showing up in stay interviews?
Is your hiring rubric actually predictive of 12-month performance?
See It Running
What the platform actually looks like.
Real product. These are not mockups.
Hiring Module
Every decision backed by evidence, not instinct.
Candidates are scored against validated competency rubrics. The scorecard shows where they ranked, what the AI flagged as strengths, and the exact quotes from their own responses that justify every score.
Compliance Layer
Adverse impact monitored at every stage.
The 4/5ths rule runs automatically across disability status, gender, and race. Gaps that would create legal exposure are flagged before they become a pattern, not after a complaint.
Listening Module
Exit interviews that actually tell you why people leave.
Eight minutes of conversation. The AI extracts themes automatically: culture alignment, manager relationship, growth trajectory. Patterns surface across the whole cohort, not just one conversation.
How It Works
Candidates complete the interview on their own schedule. No coordinator. No panel. Every response scored the same way, against the same rubric.
One engine. Every talent decision.
What you actually get when one engine runs the whole lifecycle.
Same science. Every stage.
The engine that scores a candidate also runs your stay interview and verifies a promotion-ready skill. One framework. One audit trail. One way to defend a decision.
AI does the work. You make the call.
We automate the mechanical parts: collection, transcription, scoring, reporting. You handle judgment. Every output is traceable to the evidence behind it. No black boxes, no unexplained recommendations.
Compliance, built in.
Adverse impact monitoring with the 4/5ths rule. Demographic redaction before scoring. Intersectional analysis. Full audit logs. Not features you bolt on after a complaint. The foundation we built on.
Built on the Science of Psychometrics.
Real signals for real business outcomes.
Most AI hiring tools start with the AI and bolt the science on later. We started with the science.
Every assessment is grounded in a competency framework validated against actual job performance. Every score points to a specific quote from the candidate's own words. Every interview runs the same questions in the same order, because that consistency is what makes the scoring meaningful.
Validity isn't a badge. It's a practice.
Every assessment is built to UGESP, SIOP, and APA standards from launch: content and construct validity, documented. Concurrent and criterion validity build as deployment data accumulates.
Need credentialed domain experts to validate your assessments? Engineers, physicians, attorneys, scientists who do the work? See our Expert Network →
Build talent decisions on something that holds up.
Whether you're hiring, upskilling, or listening: build it on a platform engineered to hold up. To a regulator. To your CFO. To the people you're making decisions about.