One workflow from job order to shortlist
TalentInitiator covers the part of hiring that fills a recruiter’s week: getting a compliant posting out, reaching the right people, screening them fairly and keeping a record that holds up. It stops where your ATS, HRIS and payroll begin.
How a job moves through the product
Each part hands its results to the next, and every step leaves a dated record.
| Part | What happens | What the recruiter does | What the candidate sees |
|---|---|---|---|
| Sourcing | The job goes out on your careers page and job boards. Applications arrive from there, by email forward, by import or by the candidate’s own upload. | Approves the bilingual posting once the compliance check passes. | A posting that states the pay, the use of AI and how to ask for accommodation, and a short application that works on a phone. |
| Candidate conversations | Outreach is drafted in each candidate’s language. A screening chat asks the questions you approved and answers others only from the job’s approved details. | Approves every outreach step and reads each chat summary. | A notice about AI before the first question, and a person whenever they ask. |
| Virtual interviews | Questions come from the approved rubric. Answers are transcribed and evaluated against it, with the quotes each score relies on. | Reads the transcript and the evidence, then makes the call. | Written answers at their own pace, with voice and video from release 1.0 (target: Q4 2027), and their answers to check before they submit. |
| Candidate data hub | Sources, consents, messages, interviews, scores and decisions land on one record, with an audit trail and retention dates. | Records the decision and its reason, sends the outcome notice and exports the compliance pack. | An outcome within 45 days of the interview and a page that explains the decision. |
What the system enforces
These rules are in the database and the API, so no screen, import or integration can skip them.
- Every advance, hold or rejection needs a reason code from a fixed list and at least 10 characters in the recruiter’s own words.
- The recruiter confirms the reason is their own assessment. A reason that only points at the AI recommendation, or repeats its wording with a few words added, is refused.
- A failed knock-out question produces a recommendation. It never moves a candidate by itself.
- Bulk holds and rejections record the person who made them on every candidate, and no score threshold can trigger one.
- Each decision keeps the factors and information used, so the candidate’s “Why this decision” page and your export say the same thing.
What we never do
Some things are left out on purpose, and the product is built so they cannot be switched on.
- Collect profiles from other websites, run bots or automate anyone’s account.
- Analyze faces, tone of voice, emotions or personality.
- Turn a candidate down without a person’s reason.
- Require video. Text answers are always available.
- Let candidate information be used to train AI models.
- Hide that AI is involved. Candidates are told before the first question.
Take one job from intake to shortlist
The demo is the product itself, with fictional people and companies. The walkthrough takes about twelve minutes, and nothing you do reaches a real person.