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TalentInitiator

Try TalentInitiator with demo data

The demo is the product itself, running on fictional people and companies. Sign in as a recruiter, follow a job from intake to shortlist, and see every rule and decision on screen.
Open the demoTalk to us first

Pilots run on the demo today, with fictional people and companies. Real candidate data comes with release 0.2 (target: Q1 2027), once sign-in for customer accounts, key management in Canada and delivery reports from the messaging providers are live.

No sign-up. Pick a person on the sign-in screen and you are in.

What “demo data” means

  • Every person and organization in the demo is fictional. Organizations carry “(Demo)” in their names, email addresses end in @example.test and phone numbers use the 555 range.
  • Every screen carries a banner that reads “Demo data — fictional people and companies”, and scores and summaries are marked “Demo mode · offline evaluation”.
  • Messages go to an outbox inside the demo. Nothing you do reaches a real person.
  • Everyone who opens the demo shares it. What you change stays for the next visitor until the demo goes back to its starting data, every night at 3 a.m. Eastern time.
  • Because the demo is public and shared, do not add real people’s information to it: no real résumés, names, email addresses or phone numbers.
  • Scores and summaries come from an offline evaluation: the same answers always get the same result, and no candidate information leaves the demo. Live evaluation is switched on only by our platform administrator, with a monthly budget cap.

A twelve-minute walkthrough

The steps the demo is built around. Each one runs on the seeded data, with nothing to prepare.
  1. Sign in as Dana and read the Today screen: decisions waiting for a reason, notices coming due. Switch to French and back.
  2. Paste a client’s emailed job description. Watch the fields fill in and the Ontario and Quebec rules switch on.
  3. Fix the pay range the posting check refuses, rewrite the “Canadian experience” line and add the required statements. Then press “Prefill the French with set phrases”, read the French version and save.
  4. Review the proposed criteria. The guard rejects a proxy for a protected ground; approve the rest.
  5. Publish to the careers page and see each job board’s real state, from live to planned, each with its date.
  6. Import résumés, then read the ranking with its quotes and what was hidden from AI.
  7. Approve outreach in each candidate’s language. One candidate is blocked because they opted out (unsubscribed or withdrew consent).
  8. Open the candidate’s view on a phone, in French: the screening chat and the asynchronous interview.
  9. Advance one candidate with a reason, then try to reject another on the AI recommendation alone.
  10. Send an anonymized shortlist to the client, then export the job’s compliance pack.

Recorded walkthrough

The recording runs 4 min 58 s and has no sound. Captions in English and French describe each screen; pick a language from the player’s caption menu. Marie-Ève’s steps are shown on a phone. Demo data — fictional people and companies.

Read the transcript

Screens from the demo

Captured from the demo, with its fictional people and companies, in English and in French. Select a screen to open it at full size.
  • Dana Whitfield’s Today screen at Northline Staffing (Demo): 3 decisions waiting for her reason, 2 outcome notices due within 7 days, 1 interview ready to review and 1 outreach approval pending with 6 messages to review, then a human-review request and the list of decisions.
    Today starts with what is waiting on a person: decisions, notices coming due, interviews and approvals.
  • The posting composer for an evening personal support worker job. The English draft still asks for “Canadian experience preferred” and a recent graduate, the French version is empty beside its “Prefill the French with set phrases” button, and the Posting rules panel shows 3 blocking issues and 1 warning, including a $45,000 to $105,000 pay range that is $60,000 wide where Ontario allows $50,000, with the Employment Standards Act citation and a suggested fix.
    The compliance panel checks the draft as it is written and blocks publishing until each rule passes.
  • The ranking for the Personal Support Worker (PSW) job with the evidence panel open for C-00015, in first place with a fit of 5.0 out of 5: a note that this is the AI’s recommendation, the Hidden from AI button, and a score for each criterion with the résumé line it rests on.
    Applicants appear by reference, and every score shows the résumé line behind it.
  • Interview priority for the PSW job: a note that the order is a recommendation, not a decision; 22 applicants to interview first, 14 worth a conversation, 0 missing a must-have and 0 not scored yet; and the form where the recruiter chooses how many to invite.
    Who to interview first, and why. Nobody is invited until the recruiter confirms.
  • Marie-Ève’s screening chat on a phone, in English. She says she has her PSW certificate and asks how much the job pays per hour; the assistant answers from the job’s approved facts with the posted $22.75 to $25.10 an hour, plus evening and weekend premiums, then goes back to its question about shifts. A “Prefer to talk to a person?” button sits under the message box.
    The screening chat answers from the posted facts and keeps a person one tap away.
  • The review of C-00015’s written interview for the PSW job, already reviewed by a person: the answers on the left, and on the right the AI evaluation, marked as evaluated from the transcript only with no facial, voice or emotion analysis, scoring personal care experience 5 out of 5 with a quote from the answers.
    The answers and the AI evaluation side by side. The decision stays with the recruiter.
  • The compliance centre for Northline Staffing (Demo), as its owner sees it: no overdue notices, 2 notices due this week, no access requests due and no open incidents, followed by the outcome notices to send and the Ontario recruiter licence on file.
    What the law asks for, and what falls due, on today’s date.
  • Sophie’s client portal for Maple Grove Care Homes (Demo), opened from a private link under Northline Staffing (Demo)’s own logo: a reminder that the link is private and when it expires, notes that profiles leave out names, contact details, photos and addresses and that fit is an AI recommendation, and the first shared candidate, C-00006, with a fit of 4.5 out of 5 under the label “Fit, AI recommendation”.
    Clients review anonymized profiles from a private link, with no account to create.

Who you can sign in as

Each person shows a different side of the product. The sign-in screen lists them all.
Dana Whitfield
Recruiter at Northline Staffing (Demo). Runs the main walkthrough, from a client’s job order to the shortlist.
Priya Natarajan
Owner and privacy lead at Northline Staffing (Demo). Answers human-review requests and access requests.
Jordan Patel
HR manager at Maple Row Retail (Demo), a retailer hiring for store openings.
Hélène Roy
Compliance lead at Maple Row Retail (Demo). Exports audit trails and the adverse-impact report.
Marc-André Lévesque
HR lead at Résidence Beauséjour (Demo), a long-term care home in Laval, working in French.

The candidate and client views open from links inside the demo, as they would from an email or a text message.

Start with Dana’s Today screen

The demo runs in your browser. You can also open a careers page from the demo as a candidate would see it.
Open the demoSee a demo careers page