Role alignment and brief control
Define role outcomes, hiring ownership, evidence expectations, explicit criteria categories, Role Brief Lock, and controlled change history.
Current pilot capabilities
A working hiring decision-integrity layer, with explicit boundaries around what it does and does not decide.
The current buyer-facing application includes the v4.8.1 decision-integrity experience. It combines the existing evidence-led hiring workflow with role-brief control, provenance, verification signals, and human decision governance.
Buyer-first evaluationClear product. Clear evidence. Clear responsibility.
Built for serious conversations across Talent Acquisition, HR Operations, hiring managers, Legal, Privacy, Security, Procurement, and AI Governance.
Implemented application areas
From role definition to a downloadable decision record.
These capabilities are available in the current controlled-pilot product experience and are designed to keep candidate suitability, verification, and human accountability distinct.
Secure candidate intake
Use the protected pilot workflow for candidate documents with fail-closed malware scanning and encrypted document handling.
Evidence provenance and review
Connect evidence to role criteria and distinguish candidate-provided claims, observed evidence, independently corroborated evidence, and items needing classification.
Candidate Integrity
Record identity, consistency, credential, interview-continuity, and anomaly-review states separately from candidate suitability.
Human review and comparison
Keep recruiter and manager judgment visible through evidence gaps, candidate comparison, comments, validation questions, and explicit next-step input.
Decision governance and proof
Record the final decision owner, human-review boundary, notice and retention context, decision rationale, audit history, exports, and the Decision Integrity Record.
Capability boundary
Know what is product, guided service, separate scope, or intentionally not claimed.
The website deliberately separates working capability from implementation promises, independent assurance, and customer-specific obligations.
Implemented now
v4.8.1 decision-integrity experience: Role Brief Lock, evidence provenance, Candidate Integrity, human decision governance, decision records, audit history, exports, secure pilot administration, and the existing evidence-led shortlist workflow.
Guided pilot support
Manual or concierge ATS intake, configuration, weekly operating reviews, pilot measurement, and the executive outcome readout are part of the design-partner engagement.
Separate written scope
Named ATS integrations, customer-specific SSO, bespoke retention, additional security work, broader deployment, or customer-specific regulatory requirements are confirmed separately.
Not claimed
No autonomous employment decisions, fraud score, universal candidate score, SOC 2 or ISO certification, independent penetration-test assurance, bias-audit certification, or universal legal compliance claim.
Product capability does not itself establish that a specific hiring process is lawful, unbiased, accessible, or appropriate in every jurisdiction. Those questions remain part of qualified customer diligence.
Next step
Review the product against one real hiring workflow.
A qualified walkthrough can use your role type, applicant volume, recruiter process, manager handoff, verification concerns, and governance requirements without asking you to submit candidate data through the public website.