Structured hiring for branch and contact-centre roles
Screen high-volume hiring fairly and fast, with the decision left to your people.
What this fixes
Retail banking and insurance hire in volume against localisation targets, and the shortlist is the bottleneck. Manual screening is slow and, unless it is structured, hard to defend.
Structured asynchronous video and voice interviews with automatic transcription, competency scoring against a published rubric, and shortlisting that a recruiter reviews. Built for volume hiring, retail, contact centres, field crews, graduate intakes, where a shortlist takes weeks today.
Volume screening with a rubric
Bilingual assessment
Auditable decisions
Fairness testing
Where it earns its place
How we build it
Foundation check
Before any buildWe inspect the systems, the data behind them and the quality of the records this capability will depend on, then write down what has to be fixed before anything is built.
Narrow first release
First releaseOne workflow, one team, real traffic, measured against the baseline we captured before we started.
Controls and evaluation
Runs in parallelGuardrails, approval gates, evaluation sets, logging and the evidence pack your auditor and your regulator will ask for.
Scale and hand over
After sign-offAdditional workflows, sites or languages, then runbooks and training so your team can operate it without us.
What has to be right first
- A written competency framework per role family.
- Historical hiring outcomes if you want validation, and an honest look at the bias already in them.
- An ATS that can accept structured scores and evidence.
- Candidate consent and a retention rule for interview recordings.
Guardrails and KPIs
A human owns every consequential decision
Agents draft, route and execute reversible steps. Anything that moves money, changes a record of consequence or affects a person's rights stops at a named human approver with the reasoning attached.
Every action is logged and replayable
Inputs, retrieved context, model version, output and the human decision are written to an immutable log, so an auditor can reconstruct any single interaction months later.
Data stays where your regulator requires
In-country, in-region or on-premise deployment, with the model portfolio right-sized to the workload instead of routing everything to a frontier endpoint abroad.
Accuracy is monitored, not assumed
A held-out evaluation set runs on every model or prompt change, with drift alerts and a documented rollback path when quality moves.
KPIs it moves
- • Time to shortlist
- • Screening cost per hire
- • Offer-acceptance and early-attrition rate
- • Adverse-impact ratio by group
- • Candidate experience score
Integrations
Proof in this sector
Proof in this sector
Anonymised clientsEnterprise data warehouse, data integration and supervisory reporting
Central bank in the Middle EastFraud detection models and bank-specific AI modelling
Retail bank in Southern EuropePower BI reporting estate over a governed banking data model
Commercial bank in South AsiaCross-border risk and compliance analytics
International trade and corporate bankRisk data platform and regulatory reporting foundation
Banking group in the Nordics