Volume and RPO
Three thousand applications, no reliable signal, and good people gone before anyone calls them. The screener runs inside the ATS: twelve questions, two minutes on the phone the candidate applied from, and a fit band back on the record with nothing for your team to interpret.
85% of candidates finish it, and the chance of the wrong person reaching a shortlist drops from 1 in 5 to 1 in 14. This one is for your own recruiters: hours back from the pile, faster fills, and a better longlist before a client ever sees it.
Executive and high-stakes search
When the appointment really matters, your client wants more than a CV and a strong interview. Behavior and aptitude are read together against the role: one success indicator per candidate, a recommendation, and the interview guide on the same screen.
At full depth the chance of a mis-hire falls from 1 in 5 to 1 in 50, and your recommendation carries that evidence into the boardroom.
The AI CV problem
AI writes the job description, the CV and the cover letter, and every firm is sifting the same polished applications. So why is this different? Because we never read the CV. A CV has never predicted performance well (0.07 validity at best); the person does.
Candidates rate and rank statements about themselves in a two-minute format built to resist auto-completion, scored by validated science at 0.37 validity rather than by generative AI guessing from a document AI wrote. When a client asks how you handle AI applicants, your process has an answer.
Your brand on the output
Reports can carry your identity, and a consultant can read one in minutes without an accreditation.
Interview guides give your client something to use in the room rather than a score to interpret, and bespoke reporting can map the output to your framework or your client's. The work looks like yours, because it is.
Making it work commercially
Most firms absorb the screener as a recruiting tool and sell the premium assessments on to the client, with their brand on the report.
When a client asks whose assessment you recommend, you get to say the most valid on the market. Pricing is flexible, from pay as you go to licenses, which carry the better margin.
Screen at speed
Built for your recruiters: hours back, faster fills.
- A fit band back on the candidate record in seconds, with nothing to interpret
- Two minutes per candidate, and 85% of them finish it
Assess in depth
Insight a CV cannot give you or your client.
- Behavioral and aptitude read together against the role
- At full depth the risk of a bad hire falls from 1 in 5 to 1 in 50
- Success indicator, recommendation and interview guide on one screen, readable in minutes
Personalized to the role
Match people to any role, no psychometric training required.
- An AI role profiler works out the behaviors a role actually needs, then tailors the role-fit score, the success profile and the interview guide to it
- Your consultants place across any function without mapping competencies by hand