Technology
78+ AI Agents. 25 Layers. Built for Enterprise Hiring.
From messy data to star performers—automated, explainable, and secure.
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How the System Works
Ingest
Resumes, profiles, job posts, interviews, KPIs, tickets—cleaned, normalized, enriched.
Authenticate
Digital-footprint checks surface risk signals and inconsistencies early.
Persona Factory
Your best people become role benchmarks, not a generic market average.
Semantic Match
Language-aware agents understand context, seniority, domain, trajectory.
Fit Score (0–100)
Ranked shortlists with probes, red flags, and recommended next questions.
Post-Hire Learning
Outcomes feed back so every hire makes the next one smarter.
What Makes It Different
No black boxes, no bias—just powerf ul, transparent AI that delivers results.
Scale that sees what others miss. Agent swarms process far more signals than keyword-based ATS workflows.
Fit over volume. Your top-performer DNA drives the scoring—so the best rise fast.
Truth over theater. Early authenticity checks reduce resume inflation and interview waste.
Human-in-the-loop by design. Managers keep control; agents do the heavy lifting.
Works with your stack—then simplifies it. Integrates now; deprecate legacy where it helps.
The 25 Layers (at a glance)
Data & Enrichment
Multi-source ingestion
Dedupe/normalize
Parsing
Entity resolution
Feature store
Knowledge graph
Intelligence & Scoring
Persona modeling
Semantic matching
Skill inference
Experience relevance
Risk/authenticity
Fit Score engine
Action & Orchestration
Sourcing agents (50+ channels)
Outreach sequencing
Interview agents
Scheduling
Offer support
Onboarding handoff
Trust, Safety & Governance
RBAC
Audit logging
Data retention/purging
Secrets & key management
Policy controls
Ops & Reliability
Observability
Guardrails & fallbacks
SLOs
Cost controls
The Agent Lineup
Sourcing Agents
Sweep channels, build live pools, keep them warm.
Semantic Matching Agents
Understand intent and business context, not just keywords.
Digital Footprint Agents
Validate claims and surface credibility signals early.
Interview Agents
Structured probes, auto-notes, and decision trails managers trust.
Retention Signals
Spot patterns tied to ramp speed, tenure, and flight risk.
Transparency & Control
Every score is explainable. You see why a candidate ranks high, what moved the score,
and which probes surfaced the signal. That’s how managers adopt new tech—fast.
Security & Compliance (enterprise standard)
SOC 2 Type I in place (Type II underway)
Type I checks design of controls at a point in time; Type II verifies effectiveness over a period.
SSO/SAML
support for centralized identity and access across tools.
Encryption in transit & at rest
key management aligned with cloud best practices.
Tenant isolation
and client-level data boundaries with policy-enforced controls
Integrations & Rollout
Plug into your ATS/HRIS, CRM, calendars, and collaboration tools via API and webhooks.
Phase in without workflow disruption; simplify the stack once results are proven.
For Your Architects (technical block)
APIs & Events
REST + webhooks; idempotent writes; real-time updates.
Environments
Staging/Prod isolation; audit-ready change history.
Observability
Centralized logs, metrics, traces; cost controls.
Data Contracts
Field mapping, schema evolution, PII controls.
Reliability
Health checks, autoscaling, guardrails, budgeted latency.
What It Means in Practice
Shortlists that look like your best people—because they’re trained on them.
Less busywork, more decisive hiring moments.
A system that compounds: every hire improves the next.
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Ready to Leave the Old Hiring World Behind?
Smarter automation. Better hiring. Measurable impact.
