AI Hiring Infrastructure for AIG
Single-tenant AI inside your VPC. Learns from top underwriters, cyber engineers, and specialty talent. Zero connection to OpenAI.
Legal and Security approve in weeks.
+500K
candidates scored
0%
faster hires
$0M
saved
0
week legal approval
vpc on prem
Zero OpenAI Dependency
The Best Candidate Applied.
You Never Saw Them.
Complex Specialty Roles.
Underwriting, cyber, aviation, claims—each needs different success patterns.
Global Volume. Limited Review.
Atlanta, Dallas, Dublin, Tokyo—recruiters see a fraction. Top talent gets lost.
AI Ambitions Blocked.
AIG champions GenAI—but can't deploy tools that send PII to third-party APIs.
Turnaround Demands Talent.
Sustaining sub-92 combined ratios requires predictable, high-quality hiring.
While you screen the first 150, your competitors process all 10,000 against their top performer models. That's not a hiring process. That's a lottery where timing beats talent.
Screen 100%. Own the Models. Get Legal Approval in Weeks.
1
Runs in AIG's cloud. Your keys. Your encryption. No external API calls.
2
Top-Performer DNA Engine
Learns the behaviors and decision patterns of AIG's best people—then scales that judgment globally.
● 0-100 Fit Scores with transparent rationale
● Bias-controlled + full audit logs
● Role-specific profiles across regions
3
Three AI Agents (All In-VPC)
Screening: 100% of applicants across underwriting, cyber, claims, engineering—scored automatically. Interview: Structured interviews modeled on AIG's best. Audit-ready transcripts. Sourcing: High-fit passive talent for specialty and technical roles globally.
Timeline: First shortlist in 72 hours. Full deployment in 30 days.
What it's costing you right now:
High performers buried under early appliers who hit "submit" first
4+ months to fill key roles while competitors move in 6 weeks
Recruiters spending 70% of their time screening instead of closing
Legal blocking AI tools that send candidate data to third parties
The real issue: Your competitors aren't just hiring faster. They're building talent advantage that compounds every quarte
Every day you wait, they're pulling further ahead.
The OpenAI Problem
Every AI recruiting tool sends candidate PII to OpenAI or Anthropic APIs. That's why legal blocks them—regardless of SOC 2 certifications. We fine-tune open-source models inside your cloud. Nothing leaves your environment.
Fortune 500 FinServ Case Study
With 200+ locations and 1,000+ applicants per key role, their keyword-based ATS was failing. High-potential candidates were lost in volume. Average time-to-hire: 127 days.
Deployed in their private cloud in 3 weeks. Built a Top Performer model from their best 5% of employees. Now screens every single applicant against this benchmark.
The Results:
582,630 candidates screened in 8 months
70% faster time-to-hire (127 → 38 days)
$1.58M saved in screening and interview costs
1.3× more top performers in final hires
Legal approved in 3 weeks
Zero data left their infrastructure
Why Legal Approves Us (And Blocks Everyone Else)
Your ATS
AI Recruiting Tools
After Nodes
Where data lives
Your server
Multi-tenant SaaS, OpenAI APIs
Your VPC/on-prem only
AI Models
None (keyword matching)
Vendor-owned (OpenAI/Anthropic)
Open-source, you own forever
Who Owns Intelligence
No one
vendor
You (models + data + IP)
Coverage
First 150 candidates
First 150-500
100% of candidates
Learning
Static keywords
Generic benchmarks
YOUR top performers
Explainability
Keyword match scores
Black box
Plain-English Fit Scores
Bias Control
None
Unauditable
Two-layer PII protection
Legal Approval
Already installed
6-12 months (often rejected)
3 weeks
Deployment Model
On-prem/cloud
Multi-tenant SaaS
Single-tenant (your infra)
Third-Party AI Calls
None
Every candidate → OpenAI
Zero
Gets Smarter Over Time
No
No (vendor keeps learnings)
Yes (your models improve)
Before Nodes
1,200 resumes → 150 reviewed
"First in, first considered"
127-day time-to-hire
Legal blocks AI tools over data privacy
Vendor owns data & models
After Nodes
Higher-quality talent for high-stakes roles
Up to 70% faster hiring—screen globally, hire before competitors
AI that passes Legal, CISO, and Risk—no PII to third-party LLMs
Consistent global standards across every geography
Infrastructure that compounds—models improve with every hire
Integrate With Your Existing Workflow
Productivity
Zapier
Connect to 6000+ other integrations.
Data Destinations
Segment
Pass Segment event to unleash the power of automatons.
Conferencing
Zoom
Instantly create unique Zoom rooms for scheduled events.
Data Destinations
Webhooks
Pass Webhooks to unleash the power of any other system.
You Know You Need This When...
Your Legal Team Says:
"We can't approve tools that send data to OpenAI"
"We need explainable AI with audit trails"
"Show us where the data goes and who owns it"
"This needs EEOC/OFCCP compliance documentation"
Your Talent Team Says:
"We're getting 10,000+ applications per role"
"Our best candidates are buried in the noise"
"Recruiters are only screening the first 150"
"Time-to-hire is killing our competitive advantage"
The Requirements
Data Sovereignty
On-prem or VPC deployment required
Data can't touch third-party APIs
Legal blocks standard SaaS tools
Scale & Volume
500+ hires annually
1,000+ applications per key role
Can't manually review everyone
Technical Maturity
AWS, Azure, or GCP infrastructure
CISO/CTO approve architecture
Security team evaluates vendors
Compliance Pressure
EEOC/OFCCP audit requirements
Explainable AI mandatory
Need defensible hiring decisions
Company Profile
✓ 1,000+ employees
✓ $1B+revenue
✓ Regulated industry
✓ Modern cloud stack
✓ 90-180 day time-to-hire
You're Ready If
✓ Your CISO wants to see the architecture
✓ Your legal team blocks AI tools
✓ Your recruiters are drowning
✓ Your competitors are hiring faster and better
Security, privacy, and bias control (built‑in)
Deployment
Your private cloud or physical servers. Single‑tenant.
Data control
No vendor data commingling. No model training outside your tenancy.
PII controls
Two‑layer removal + verification; processing runs on anonymized records.
Bias monitoring
Real‑time detection for patterns correlated with protected classes; explanations attached to every decision.
Audit readiness: Full logs, interview transcripts, score rationales, and reviewer actions for audit/replay.
Commonly Asked Questions
We understand that adopting AI-powered recruitment solutions can raise questions. Below, we’ve answered the most common inquiries about Nodes, from integration and compliance to AI-driven decision-making.
Ready to Leave the Old Hiring World Behind?
Smarter automation. Better hiring. Measurable impact.
