Every AI hiring tool stops at the offer letter. NODES starts there.
Before NODES, 59% of one carrier's hires never produced a single sale. Even after 2+ years on the payroll.
NODES found the pattern that predicts who performs. Scored every candidate against it. Tracked every outcome post-hire. The model learned from each cohort and got more accurate every quarter.
Production rate doubled. 6,053 hires. Controlled for every variable. Deployed inside their VPC. Legal approved in 17 days.
Your competitors who solve this first will have two years of compounding talent intelligence you can never replicate.
Your recruiters see 5-10% of them. The rest — including your best candidates — are never reviewed.
Of new hires underperform in year one. You're paying for their onboarding, their territory, their manager's time. Right now.
The amount most companies invest in connecting hiring data to production outcomes. They track who they hired. Not whether it worked.
Before the Hire. During the Hire. After the Hire. One Platform.
BEFORE THE HIRE
Find the pattern. Source the right people. Put your roles where top performers come from.
Success Pattern Engine
Ingests your CRM call transcripts, HRIS performance data, and ATS records. Finds the behavioral signals that separate your top 20% — not credentials. Across 6,053 hires: insurance experience added 1.3pp (not significant). Behavioral adaptability added 30%.
"Sometimes I sit down and start thinking of so many more things we can do with this."
VP of Talent Acquisition, NYSE-listed national insurance carrier — 10 months live, expanded contract early
AI Sourcing
Searches LinkedIn, GitHub, and public portfolios for passive candidates matching your success pattern. Behavioral fit, not title match. One carrier: candidates with cash register experience produced at 58.3%. A search for "insurance sales" would never find them.
Head of TA at Fortune 500 Company
DURING THE HIRE
Screen every applicant. Interview against real outcomes. Build role profiles that update with data, not opinions.
AI Screening
Screens 100% of Applicants. Not the 5-10% Your Team Has Time For.
Every resume, LinkedIn, GitHub, and writing sample scored against your pattern. 0-100 Fit Scores. Red flag detection for inflated titles and fabricated experience. 730,000+ candidates screened in 8 months. Recruiter review dropped from 15 hrs/week to 1.
"We went from drowning in applications to seeing ranked, explainable shortlists within hours."
VP of Talent Acquisition — after deploying NODES screening agent across 215+ locations
AI Interviewing
Candidates interview on their schedule. Questions generated from your pattern, not generic frameworks. Transcripts, summaries, and scores tied to actual outcomes. 80% accuracy predicting who would produce. Interviewer gut feel: near-random.
"Every AI vendor failed our legal review because of how they handle data. NODES runs entirely in our environment."
VP of Talent Acquisition — legal approved NODES in 17 days after blocking 6 vendors
HRIS / HCM Integrations (28+): ADP Workforce Now, BambooHR, Breathe HR, CharlieHR, Darwinbox, Dayforce, Deel, Deputy, Employment Hero, Factorial, Google Workspace, Gusto, Hibob, HR Partner, HRwork, Humaans, isolved, Keka, MS Entra ID (Azure AD), Nmbrs, Okta, OpportuneHR, Paycom, PeopleStrong, Personio, Rippling, Sage HR, SAP SuccessFactors, SesameHR, Trinet, UKG Pro, UKG Ready, Workday, Xero, Zenefits, Zoho People
ATS Integrations (16+): Ashby, Avature, BambooHR ATS, Factorial ATS, Greenhouse, iCIMS, JazzHR, Jobscore, Jobvite, Lever, Personio ATS, Recruitee, SAP SuccessFactors ATS, Taleo, Teamtailor, Workable, Workday ATS
SFTP-based data sync available for ADP, isolved, Rippling, and Sage HR where direct API is not available.
After The Hire
Every Other AI Hiring Tool Stops Here. NODES Starts Here.
Track production. Measure ramp. Monitor retention. Feed every outcome back into the model.
Post-Hire Intelligence
Every hire tracked against actual outcomes — revenue generated, ramp speed, first-year retention, territory performance. You see which pre-hire signals predicted correctly and which were noise. Before NODES: zero correlation between ramp speed and production. After: every 30-day faster = $1,357 more per agent per year. Ramp compressed from 8-12 months to 6 weeks. Retention went from 64% to 91%.
Pilot investment. $3.19M in revenue. ~$8M in avoided failed-hire costs. The model improves every quarter.
Attrition
Managers staff projects based on who they know and who's available. Not who would actually perform best. NODES already has behavioral profiles and performance data on every employee. When a new project or initiative needs a team, the same engine that scores candidates scores your existing workforce against what the work actually requires. Verified strengths, proven execution patterns, and real output history. Not job titles, not tenure, not who volunteered first. Your quiet high-performer who thrives in ambiguous cross-functional work gets surfaced for the integration project nobody thought to put her on. A team stacked with three strategists and zero executors gets caught before the work starts, not six months in when the deliverable is late. Every project outcome feeds back. The matching sharpens each cycle.
Ramp Intelligence
NODES tracks every new hire through their first 6-12 months. Ramp curves by cohort, source channel, score band, location, and role. Before NODES, there was zero correlation between how fast someone ramped and how much they produced (r = +0.050, p = 0.21). After: speed predicts output (r = -0.247, p < 0.001). NODES made speed meaningful — because the right people were selected. Median time to first sale dropped from 108 days to 72. Fastest quartile: 48 days. Ramp to full production compressed from 8-12 months to 6 weeks.
Internal Mobility
Every quarter, managers staff projects based on who's available, who they know, and who volunteered. Not who would actually perform best. The result: your strongest people get overloaded because they're visible, your quiet high-performers get overlooked, and projects fail because the team composition was wrong from day one.
NODES already has behavioral profiles, performance patterns, and decision traces on every employee. It knows who ramps fast in ambiguous environments and who executes best with clear structure. It knows who collaborates across functions and who delivers solo. It knows which combinations of strengths produce results and which create blind spots.
"The knowledge gap is trainable. The behavioral profile is not. Some of your best hires for Role B are currently underperforming in Role A."
NODES
Succession Intelligence
NODES maps every employee's behavioral profile against the success pattern for every role above them, adjacent to them, and dependent on them. When your top regional manager gives notice, you don't start a 90-day search. You already know which 3 people in the org have the closest behavioral match to succeed in that seat. Not based on tenure or org chart proximity. Based on the same signals that predicted who would perform in the role in the first place. The institutional knowledge your best people carry doesn't have to disappear when they do. NODES captures the pattern. The person leaves. The pattern stays.
"Your best hiring managers are retiring. The judgment they built over decades isn't written down. NODES captures the pattern so it survives the person."
NODES
Nodes is designed for regulated industries, strict legal teams, and security-first organizations. Your data stays protected, your models stay yours, and every part of the system is fully auditable.
AICPA SOC
Nodes follows SOC-level practices for data handling, access control, logging, and system monitoring, ensuring your security team gets a framework they trust.
HIPAA
Meets HIPAA requirements, ensuring sensitive health data is protected with the highest levels of security and privacy.
VPC / On-Prem Deployment
Offers flexible VPC and on-prem deployment options, ensuring full control over data security and access within your own infrastructure.
Zero OpenAI Dependency
Operates independently from OpenAI, ensuring complete control over data processing and system monitoring without external dependencies.
The Challenge
Finding 1-2 star performers monthly across 200+ locations.
120+ days average time-to-hire.
15 hours/week spent on resume review per manager.
64% first-year retention rate.
The Nodes Solution
800x Improvement: 5-7 star performers per location monthly.
93% Time savings: 1 hour/week resume review.
91% Retention: First-year retention rate.
91% Retention: First-year retention rate.
We'll show you the full architecture, walk through the DNA Engine, and demonstrate all three agents using your own role profiles
