One system, from the first paragraph to the signed decision.
Most teams run hiring across a job board, a spreadsheet, an inbox and a calendar. Talyvro replaces the seams between them — and keeps a record of what happened at every step.
What actually happens, step by step.
Six steps run without anyone opening a spreadsheet. The seventh is a person. Each step also writes something down — that record is what makes the decision defensible six months later.
Describe the need
A hiring manager writes one paragraph in plain language. No form to fill, no taxonomy to learn.
The original brief, kept next to the role.
Define the role
Talyvro turns it into a structured job description and a weighted scorecard, and shows how many people at that level are realistically reachable.
Criteria and weights, fixed before the first application arrives.
Find talent
The talent graph is searched before the ad goes out — your own employees included, ranked next to external candidates rather than after them.
Why each profile matched, by competency rather than keyword.
Screen
Knockout questions first, then skill-based evaluation. A candidate who fails a knockout goes to a person, not to an automatic rejection.
Every answer, stored as evidence.
Interview
An adaptive AI interview in Azerbaijani, English or Russian, at any hour, with follow-up questions chosen from what the candidate just said.
The full transcript, quoted later instead of summarised away.
Assemble the dossier
The scorecard, the evidence behind each criterion, the questions still open, and an interview guide that avoids repeating what was already asked.
Which evidence supported which score.
Decide
A named person advances or declines the candidate. The platform will not do it for them, at any setting.
Who decided, when, and what was on screen at the time.
What moves on its own — and what never does.
Automation here means the pipeline keeps up with reality, not that decisions get made for you. The second column is a product constraint, not a configuration option.
Runs automatically
- Stage moves to screening when the assessment invitation is sent
- Stage moves to AI interview when the assessment is submitted
- Timestamps, audit entries and webhooks for every transition
- Candidate and recruiter notifications, in the recipient’s language
Always a person
- Moving a candidate into a human interview
- Declining a candidate, at any stage
- Revealing a candidate’s identity
- Making an offer
There is no plan, no setting and no admin toggle that lets the AI reject someone.
The bar is set before the applicants arrive.
Weighted criteria are agreed at the start, so the shortlist is measured against the role rather than against whoever happened to apply. The same record publishes to your careers page, the public board and embedded widgets.
One brief becomes a job description, a scorecard and a market read.
Changing a weight later is an edit with an author and a timestamp.
Senior Backend Engineer
Full-time · Hybrid, Baku · Engineering
Internal candidates are not an afterthought.
Employees who already fit the role appear in the same list as external candidates, with the same explanation. Talent you already pay for is usually the fastest hire you can make.
Candidates stay anonymised until they agree to be seen.
Re-scans run on a schedule, so a profile added later is still surfaced.
Candidate #4471
Senior Software Engineer · 8 yrs
Seven of eight core competencies evidenced. Four years in financial services. Open question: large-scale experimentation.
The record follows the person into the organisation.
What was promised at interview can be measured against what actually happened — which is also how the matching gets better for the next role.
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.
What it plugs into.
Google and Microsoft, with calendar files sent to candidates
Meeting links from your existing conferencing tool
Through the public API and webhooks
Embedded job widgets, or the hosted careers page
The public board, job feeds and messaging channels
Single sign-on over OIDC, with role mapping
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.