Career & Workforce

Start with the role. Find the evidence.

Define what the role actually needs, see what each applicant has demonstrated, assess what is missing, and keep the hiring decision human.

The problem

Hiring tools collect resumes. They rarely explain why someone appears, or they hide that explanation behind a fit score.

The decision

Who has evidence for this role, what is still missing, and who should move to interview?

How it works

1. Define the role and the evidence it needs.
2. Discover people who opted in, applied, or joined a talent pool. Using public ESI is not consent to be searched.
3. Show alignment as strong evidence, partial evidence, and not yet evidenced.
4. A recruiter decides. A low model score never rejects someone on its own.

Example

SQL: one applicant has a project, one has an assessment, one has a resume line only. Statistics: partial, strong, or not evidenced. The recruiter reads that. ESI does not name a winner.

Inputs

• The confirmed role
• Evidence the role asks for
• Applications and profiles the person chooses to share

Outputs

• A shortlist explained by evidence
• A brief a hiring manager can read
• The same role language internal candidates can use

Pilot scope

Hire for one real role. One role, 5–20 applicants, one evidence framework, one optional assessment, one recruiter workflow.

What the organisation sees

Application materials the candidate chose to send: resume, selected projects, assessment results, answers. Not money, health, family, or private chats.

What the individual controls

Before anything is shared, the candidate sees the fields for that application. Discovery requires an application, a pool, or another explicit opt-in.

Run a talent acquisition pilot

Explore. Select. Innovate.