AI-Native People Intelligence
AI interviews your employees and managers — separately, about the same roles. Compares what they say. Turns every finding into a concrete action: hire, develop, transfer, regrade. Works from week one. No big project required.
What This Actually Looks Like
Not a concept. Here's what happens in the product, step by step.
Employee: 15-30 min about their work, goals, interests.
Manager: 20-30 min about team roles, needs, strategy.
Both about the same roles — independently.
Where they agree = confirmation. Where they disagree = the most valuable finding in the system.
Every finding links to actions. Click and it generates the job req, development plan, or regrading justification.
Start Simple. Add Layers.
Each phase works independently. Start with what you need, expand when you're ready.
AI interviews employees + managers. You get: rich profiles, role descriptions, skill maps, and — most importantly — misalignment findings between what employees say and what managers think.
Add corporate strategy as context. CEO or CHRO chats about direction. Managers describe departmental plans. System shows which capabilities are missing, when, and why.
Every gap links to an action: hire, develop, transfer, promote. Scenario simulations with costs and timelines. Proactive reminders based on lead times. Dynamic updates as new data comes in.
Concrete Examples
Four scenarios. From AI interviews to findings to actions.
Works from employee + manager interviews alone — no strategy input needed.
Result: 2 filled internally (faster, cheaper). 3 external hires with realistic requirements = faster pipeline, better fit.
Employee-driven. No manager or strategy input required.
Result: Sarah stays at the company instead of leaving for an external data role. Marketing gets advance notice. Hiring manager gets a candidate who already knows the data.
Replaces a 6-12 month consulting engagement.
Result: Full compliance in 4 weeks. Auditable justification per role. Pay equity issues fixed. Typical consulting: 6-12 months, 150K+ fees, and a PDF.
With strategy as input, the system connects goals to gaps — quarter by quarter.
Enabling Your Managers
Managers don't just see dashboards — they interact with an AI that knows their team, their gaps, and their goals. Here's what that looks like across different challenges.
No more waiting for recruiters to coordinate. The manager handles briefing, reviewing, interviewing, and deciding — with AI support at every step.
Department restructuring, new technology adoption, market expansion — the AI helps the manager understand what their team can handle and what they need.
Not generic training catalogs — personalized development plans tied to team goals and individual career aspirations.
Need specific skills for a 3-month project? The system finds them across the organization — including people you didn't know existed.
What You Get
AI-generated from interviews. Audit-ready for EU Pay Transparency. Replaces 6-12 month consulting projects.
Richer profile than any form, survey, or CV parse. Async, pausable, no scheduling needed.
Reality-checked requirements. Internal candidates first. AI-prepared interview guides for managers.
Proactive triggers: post-interview feedback, post-training updates, strategy refreshes, new hire onboarding. No manual maintenance.
Not a Snapshot
The AI proactively triggers the right conversation with the right person at the right time. Your data stays alive without anyone maintaining it.
Onboarding interview automatically sent. Profile built from conversation.
AI asks manager for structured feedback. Candidate ranking updates.
Employee gives feedback. Skills update automatically in profile.
Quarterly reminder to CEO/managers. Gap timeline refreshes.
HR dashboard shows gaps. One-click reminder via Teams/Slack/Email.
Affected role descriptions flagged for re-interview. Grading rechecked.
What You Can Do With This
Start with one. The rest activate from the same interview data. Click any card for the full breakdown.
CEOs decide on transformation and growth without knowing which capabilities exist. HR reports headcount but can't answer "can we execute this strategy?" Workforce planning happens in Excel, disconnected from actual skills, without timelines or action plans.
CEO defines strategy in an AI interview. Managers describe departmental needs. Employees describe their skills. The AI synthesizes all three into: skill landscape, gap analysis with sources, quarterly gap timeline, and concrete action plans — hire, develop, transfer, promote.
Gap Timeline showing Q2-Q4 with gaps traced to strategy goals, recommended actions per quarter, and scenario comparison.
Try the Prototype →Internal job postings exist on intranets nobody checks. Employees don't know which roles fit them. Managers don't know which talent exists in other departments. High performers leave because they don't see internal paths. Project staffing is "who do I know" networking.
Employees see personalized internal matches with AI-generated explanations: "This fits because..." with strengths, gaps, and timeline to readiness. When interested, a qualifying chat deepens their profile for that specific match. Managers see cross-department talent for permanent moves or temporary project loans.
Employee sees 3 matched positions with strengths/gaps analysis, timeline to readiness, and one-click application.
Try the Prototype →Training catalogs exist but nobody knows which course closes which gap. L&D budgets are spent without connection to strategic goals. Development plans exist on paper or not at all. Managers don't know what development their team members need. No way to measure whether training actually reduced hiring needs.
Two modes: Employee-driven (explore interests, get matched courses) and strategy-driven (AI connects training to business gaps). Every development plan has quarterly milestones, matched L&D modules, and progress tracking. L&D Manager sees catalog gaps and demand patterns.
Employee development plan with skill bars (current vs. target), quarterly timeline, and L&D course recommendations with gap-closure reasoning.
Try the Prototype →Job architecture lives in spreadsheets or doesn't exist. Salary bands are intransparent. Equivalent roles are graded differently. Pay equity is checked manually or not at all. EU Pay Transparency Directive (2026) requires auditable criteria — most companies aren't ready.
AI interviews employees and managers about every role. From this data, the system generates a complete job architecture: function families, levels, salary bands. Every grading includes an audit-ready justification based on EU criteria. Pay equity is checked automatically — gender pay gap, band violations, anomalies flagged.
Org chart by function and level with salary bands. Click any cell for employees, grading justification, and pay equity flags.
Try the Prototype →Job descriptions are wishlists disconnected from reality. Managers and recruiters understand the role differently. Internal candidates aren't checked before posting externally. Managers are unprepared for interviews. Decisions are subjective. The recruiter is a bottleneck for coordination, not a strategic partner.
AI briefs the manager with structured questions and reality checks ("this skill combo = 120 candidates in DACH — prioritize?"). Internal candidates surfaced automatically before external posting. Per candidate: AI-generated interview guide. Post-interview: structured feedback capture with dynamic candidate re-ranking. Manager becomes self-sufficient.
AI briefing chat with reality check, internal candidate alert, and generated job requirement with must-have/nice-to-have split.
Try the Prototype →HR data in HRIS systems is master data — name, department, salary. No skill data, no satisfaction trends, no gap projections, no strategic linkage. HR reporting is backward-looking (headcount, attrition rates) not forward-looking (which gaps emerge in 6 months?).
The system generates analytics automatically from interview data — no manual data entry. Skill heatmaps, radar charts (current vs. target), gap projections over time, attrition risk signals, headcount forecasts, DEI metrics. What-if scenarios let you simulate hiring vs. development decisions.
Firm-wide dashboard with skill heatmap, radar chart, gap projection bars, and scenario simulation panel.
Try the Prototype →Who Uses This
See your profile, career options, internal matches. Build development plans. Apply internally with one click.
See your team's real capabilities. Create positions from gaps. Run recruiting yourself with AI support.
Firm-wide analytics. Compliant grading. L&D with ROI. Profile completeness tracking. Trigger management.
Define strategy in a conversation. See if the workforce can deliver. Simulate scenarios. Track alignment.
See For Yourself
Each prototype shows a real use case with realistic data. Open in your browser.
Integrations
Bidirectional. Import master data, export enriched profiles. Chat via Teams, Slack, or web.
30-minute demo. You'll experience the AI interview yourself, see the synthesis in action, and walk through concrete action chains. Bring your hardest workforce question.