Onboarding
Where does each new hire start from? Identify baseline knowledge before training and verify what was learned during onboarding to target reinforcement.
Our SaaS applications
Develop capability.
Hire for it.
Two applications with a shared principle: structured evidence of what people can do, and people making the decisions. VisualTalent for talent development, mobility, and succession. Merit2Hire for recruiting.
VisualTalent / Talent management
Nobody improves
what they don’t measure.
Do you know how much your people can actually do?
VisualTalent evaluates your teams’ skills in a structured way, through real work situations and live responses. It turns subjective self-assessments into measurable evidence to improve onboarding, focus the training budget, protect critical knowledge, and activate internal talent.
The whole organization becomes measurable: every role and every area, with instruments adapted to each role family.
The starting point
Four decisions that need better information.
VisualTalent supports key stages of the talent cycle, replacing perceptions with verifiable evidence.
Training budget
Where should the budget go? Prioritize the learning each area needs to meet its challenges instead of distributing resources without a diagnosis.
Internal talent
Do you need to hire externally? See who demonstrates more than their role requires and consider those capabilities for new roles and projects first.
Continuity
Which knowledge is at risk? Identify evaluated knowledge concentrated in a few people and anticipate transfer needs before a departure.
How it works · Diagnosis and growth
- 01A brief evaluation
Cases and situations structured by experts and adapted to your reality, answered live, to measure how each person solves the real challenges of their role.
- 02An explainable result
Level reached, level the role requires, the quote that supports it, and what the next level would have demonstrated. If the evidence is insufficient, the result says so and does not force a level.
- 03A growth plan per gap
Concrete actions (practice, course, mentoring, reading) written from the evidence, with the training your company already offers next to each gap.
- 04Verified progress
A gap closes when a new evaluation demonstrates the level. Certificates of attendance are replaced by verified learning.
For leadership
What leaders see.
One reading per area and for the whole organization: evaluation reach, development under way, and demonstrated capability against what roles require.
Coverage
Percentage of people evaluated over the total invited.
People with a plan
People with an open gap who already have a plan under way.
Progress
Actions completed and learning verified through a new evaluation.
Capability vs. role
Share of competencies demonstrated against what each role requires.
Five dashboards let you explore needs by unit, site, and role criticality; available training; potential internal mentors; and previously evaluated capability that would be lost with a departure.
Reach beyond the office
Senior leadership, middle management, professionals, technicians, and field teams, with instruments adapted to each role family: office, operations, point of sale, and field service.
Applied to your company’s context
Situational questions for new processes and systems, or to evaluate decision judgment and the practical understanding of corporate values against real work dilemmas.
Connected with what you already have
Real, proven integrations with Oracle, SAP, and Salesforce to connect the solution with your existing management and business systems.
People remain in control
Evidence that serves
the person, too.
- No starting from scratch: base models and cases ready to validate and adjust. The standard your people are measured against is approved by your company, skill by skill.
- Three result counts that are never combined. There is no global score per person, anywhere in the product.
- Uncertainty is stated: if the evidence is insufficient, the result says so. The committee decides; the platform does not rank people.
- Employees see and understand their own results. Video, voice, or written answers; no biometric or emotional analysis.
Merit2Hire / Talent acquisition
See the capability
behind the application.
AI evaluates. Your recruiting team decides.
Merit2Hire helps hiring teams assess demonstrated skills through structured, AI-evaluated interviews and work samples. Move from a résumé to evidence your team can review, compare, and discuss.
- Role-specific questions and evaluation rubrics
- Video, situational-judgment, and written responses
- Score explanations and skill-gap analysis
- Required recruiter review before a candidate decision
Evaluate beyond the résumé
Generate role-specific questions and rubrics from a job description. Combine asynchronous video, situational-judgment scenarios, and written work samples.
Give recruiters the evidence
Scorer and Rater agents evaluate answers with consistency checks. Recruiters review transcripts, skill evidence, and score explanations before signing off on a decision.
Connect the hiring workflow
Bring together résumé parsing, candidate invitations, talent-pool rediscovery, and pipeline reporting, with ATS connectors and a partner API.
From requisition to decision
- 01Define the role
Create or import a requisition and generate tailored questions.
- 02Invite candidates
Use direct links, Quick Apply, or existing talent-pool matches.
- 03Gather evidence
Candidates complete their evaluation asynchronously.
- 04Review & decide
AI scores the responses; a recruiter reviews and signs off.
Fits your recruiting ecosystem. PCRecruiter and SAP SuccessFactors connectors, plus a partner REST API and webhooks for ATS and HR systems.
How we start
From a first conversation
to results in weeks.
This is the path for our SaaS applications. Custom projects and architecture engagements follow the same logic, with scope and deliverables agreed before we start.
Exploration · 45 min
A leadership session to understand the solution in detail, answer questions, and assess fit and timing.
Demonstration · 1 hour
An in-depth walkthrough of features, screens, dashboards, and management information.
Agile pilot · 2 weeks
A specific, bounded project without integrations, with our support. The model is validated with real cases defined by your experts, and you receive results against the agreed objectives.
Implementation · 2 weeks
Once terms are accepted and the required definitions are in place, the model is fully implemented and ready for use.
Need something different?
A specific need
deserves a custom project.
If neither application fits, we build agents, applications, and integrations around your process. And when you need the design before the build, we deliver the AI architecture.
Explore custom projects and architecture →Start with a conversation
Which decision do you need
to back with evidence?
Request a demo of VisualTalent or Merit2Hire, or tell us about the process you want to automate. We’ll define a relevant starting point for your business.