Candidate Screening. Perfected.
Meet the screening layer that reveals real candidate signal early so hiring teams spend time making better decisions.
Our Mission
To build the world’s most intelligent first impression — one that surfaces real capability, alignment and risk early, before bias or familiarity distort judgement.
What we do
Structured Candidate Signal Interviews
Talenti runs a structured, system-led screening conversation that surfaces how candidates think, decide and operate in real work scenarios.
No rehearsed answers or CV playback. Real behavioural and situational signal, captured early and consistently.
Decision-Ready Profiles
We translate screening output into clear, comparable candidate profiles that highlight strengths, alignment and risk.
Just signal hiring teams can interpret, challenge and defend.
Reusable Hiring Signal
Candidate signal doesn’t disappear after one role. Talenti preserves early insight so teams don’t repeatedly re-screen from scratch and strong candidates aren’t lost to timing or process gaps.
Your faqs
Talenti generates early, structured candidate signal to support hiring decisions.
We provide organisations with a consistent screening layer that reveals capability, alignment and risk before formal interviews without replacing human judgement or decision ownership.
Because early hiring decisions are usually made with weak signal.
CVs reward familiarity, first interviews are inconsistent and strong candidates get missed for reasons unrelated to performance.
Talenti strengthens the earliest decision point, which is where most hiring errors begin.
Talenti uses a structured, system-led screening process informed by role context, organisational environment and real work scenarios.
Candidate responses are analysed and synthesised into decision-ready outputs that allow hiring teams to:
- compare candidates consistently
- identify alignment and risk early
- decide who to invest deeper interview time in
Talenti supports judgement, it does not automate it.
Talenti focuses on the factors that actually drive on-the-job performance:
- capability and applied skills
- behavioural patterns under pressure
- decision-making style
- motivational alignment
- environment fit
No, and that’s intentional. Talenti exists before formal interviews, not instead of them.
Its role is to ensure hiring teams enter interviews with stronger signal, clearer hypotheses and fewer blind spots.
You still interview and decide. You just do it with better information.
got questions? don't be shy
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