AI narrows the field.
People make the call.
Talyvro reads every application, tests real skill and interviews at scale — then hands your team a shortlist where every score is bound to the evidence behind it. The decision stays human, and stays on the record.
Most AI hiring tools decide for you. Ours shows its work.
Every score points back to the answer, the transcript line or the verified record it came from. Open any number and read the source.
Candidates control when their identity is disclosed. Anonymous review is the default, and every reveal is logged.
AI ranks, explains and asks. It never rejects. Advancing or declining a candidate is an act by a named person.
One continuous flow, from hiring intent to a signed decision.
Seven steps. Six of them run without anyone opening a spreadsheet. The seventh is a person, and the platform is built so it cannot be skipped.
Describe the person you need. Get a role, a scorecard and a market read.
One paragraph in your own words becomes a structured job description, weighted evaluation criteria and an honest view of how many people are actually available at that level.
Weighted criteria are set before the first CV arrives — the bar does not move to fit the applicants.
Publish to your careers page, the public board and embedded widgets from the same record.
Senior Backend Engineer
Full-time · Hybrid, Baku · Engineering
Find the people who never applied.
Talyvro searches the talent graph before the ad goes out — your own employees included — and explains every match by competency rather than keyword overlap.
Candidates appear anonymised until they agree to be seen.
Internal candidates are surfaced next to external ones, not after them.
Candidate #4471
Senior Software Engineer · 8 yrs
Seven of eight core competencies evidenced. Four years in financial services. Open question: large-scale experimentation.
An interview that follows the answer.
Video, voice, text or a technical case. Each question is chosen from what the candidate has just said, and every claim is checked against the record instead of taken at face value.
Runs in Azerbaijani, English or Russian, at any hour, without a recruiter in the room.
The transcript is the evidence — quoted back in the scorecard, never summarised away.
"We increased checkout conversion by 17% over one quarter."
How did you establish that the 17% was statistically significant?
Chosen from the previous answer · not a fixed script
- Experimentation — claim, unverified
- Stakeholder management — evidenced
What your hiring manager actually receives.
Not a ranking. A dossier: the scorecard, the evidence behind every criterion, the questions still open, and a gate that only a person can pass.
Each criterion links to the exact answer or transcript line it was scored from.
Advancing, declining and revealing identity are separate, logged, named actions.
Candidate #4471
Stage · human interviewExperimentation depth · notice period
AI cannot advance or reject. A named recruiter must act.
Hiring data does not stop being useful on day one.
The same record follows the person into the organisation — so the promise made at interview can be measured against what actually happened.
Verified employment, education and skills the candidate owns and carries between roles.
Goals, feedback and reviews connected back to what was assessed at hiring.
Readiness for the next role, and the skill gap standing in the way, for every employee.
Built to survive a procurement review.
Banks, telecoms and public institutions ask the same questions. These are the answers, and they are enforced in the product rather than promised in a slide.
Three ways to start.
Priced on hiring volume and organisation size, not on how many people open a browser tab. Every plan includes the AI interview, the audit log and all three languages.
One hiring team getting off spreadsheets.
- Applicant tracking
- AI role definition
- Skill screening
Recruiting at volume across several functions.
- Everything in Starter
- Talent discovery
- Adaptive AI interview
Regulated organisations with a workforce to steer.
- Everything in Growth
- Workforce intelligence
- Single sign-on, dedicated instance
What buyers ask first.
No. The AI ranks, scores and explains. Moving a candidate forward or declining them is an action taken by a named user, and it is written to the audit log with the evidence that was on screen at the time.
See it run on one of your open roles.
A working session, not a slide deck: we take a real vacancy, define it in the product, and walk through the shortlist and the evidence behind every score.
- You bring one open role
- We define it in the product, live
- The role and the shortlist stay yours
- 30 minutes, with your data