Human Capital Intelligence
For teams with more applications than hours
You have a reading problem.
Intelletto.ai reads every application that comes in — not just the ones your team gets to — and tells you who's worth an interview and why. It runs inside the ATS you already have.
Where it actually goes wrong
The problem was never volume. It's the 70 nobody read.
For every 100 people who apply, about 30 get a real look. The other 70 don't get rejected. They run out of clock.
One of them was probably your best hire.
A recruiter skips a score. A hiring manager pushes a favourite through. Both are usually fine. Neither gets recorded — until someone asks you to explain it eighteen months later.
Keyword matching rewards whoever wrote the best résumé. You find out that was the wrong signal three months in, and nothing in your system can tell you which part of the process missed it.
Who this is for
Three people in the room. Three different worries.
You're being asked to hire more with the same team.
You get your recruiters' hours back, and a shortlist you can defend in a hiring manager meeting without saying "the system picked them."
You want the people you hire to still be here in six months.
You get the line drawn between what the score said and what actually happened — every quarter, on your own hires, not someone else's benchmark.
You want an answer ready before anyone asks for one.
You get a reason, a source, and a timestamp on every single application. Not on the ones you flagged. On all of them, from day one.
How the score gets made
Nine signals in. One number you can defend.
Intelletto.ai looks at nine things about every candidate. What counts most shifts with the job — nobody judges a shift supervisor and a CFO on the same scale, so the weights move on their own. Then, as each group of your hires reaches 30, 90 and 180 days, the scoring learns from how they actually did. Three engines turn all of it into one answer:
Who can do the job.
Who's still doing it in six months.
Whether you can show your working.
All of it runs inside the ATS you already pay for. Nothing to rip out.
About the ring. The nine buckets are drawn at equal size so you can see them. In production they aren't equal — the weighting shifts by seniority band and re-tunes on how your hires perform.
The one rule we don't bend
Nobody gets a "no" from a machine.
Intelletto.ai never rejects anyone. Every candidate lands in one of three bands, and a person decides what happens next. This isn't a setting in your admin panel. There's no switch to turn it off, and we won't build one.
What actually changed
Five numbers. Measured, not modelled.
Where these came from. Each figure compares this quarter against the same measurement taken before Intelletto.ai went in. No modelling, no projections. Just the before and the after.
What you actually get
Six things it does. In plain English.
It reads all of them, properly
Every application gets pulled apart, matched to the words your company actually uses for that job, and checked against what's publicly verifiable. This is reading, not keyword-scanning.
It learns from who works out
Nine scoring buckets, weighted by how senior the role is, re-tuned every time a group of your hires hits 30, 90 and 180 days on the job.
It keeps the receipts
Every decision comes with a reason, the exact line from the document it came from, and a 14-page report an auditor can check without taking your word for any of it.
It knows a supervisor from a CFO
For a junior role the question is "can they do the work?" For a C-suite role it's "can they own the function?" The weighting changes by itself. Nobody has to configure it.
It works with what you've got
Connects to SAP, Workday, Oracle, Greenhouse, Lever, BambooHR and Salesforce. Your recruiters keep working in the screens they already know.
You decide how far it goes
It scores quietly next to your team first. Then a person signs off every call. Then you automate only the roles you choose — and you can walk any of it back.
How it goes in
Three phases. You control all of them.
It watches. Nobody's job changes.
Intelletto.ai scores every application quietly, alongside whatever your team is already doing. At the end of the month you put its calls next to your recruiters' calls and compare them — on your roles, your candidates, your standards.
Scores go live. A person still signs off.
Your team sees the reasoning behind every candidate and can override any of it. Each override gets logged with a reason — which is the part you've never had before, and the part your auditor will care about most.
You pick what runs on its own.
High-volume roles you understand well usually go first. Everything else stays gated for as long as you want it to. And any of it can be switched back in an afternoon, without a project.
Why this is different
Three things most vendors can't show you.
It shows its working
Every score traces back to the exact bytes of the document it came from. Ask why, and the candidate, the hiring manager and the regulator get the same answer. Not three different ones.
It gets better at your jobs
Intelletto.ai checks its own scores against how your hires actually performed. So it's sharper on your roles this quarter than it was last quarter — and sharper again the one after.1
It catches bias before candidates do
A second model reads every job ad, outreach message and written rationale, hunting for gendered language, age cues and origin bias. It flags them before anyone outside the company ever sees them.
1. The curve is illustrative — accuracy climbs, then settles, as outcome data builds up. | Since 2021, NYC Local Law 144 has required an independent annual bias audit of automated hiring tools. Intelletto.ai's running record is built to pass that audit, not to replace it.
Fair questions
The things you're actually wondering.
Are you asking us to replace our ATS?
No. Intelletto.ai sits beside it and writes back into it. Your recruiters keep working in the screens they know. If you ever switch us off, your data and your process are exactly where you left them.
What happens when it gets one wrong?
A person overrides it, and the override is recorded with a reason. The record is the point. Over time, your overrides become one of the strongest signals we have for making the scoring better at your roles specifically.
Is this legal where we hire?
It's built for GDPR, PDPA and NYC Local Law 144, and the audit trail is designed to satisfy an independent bias audit rather than argue with one. If you hire somewhere with rules we haven't listed, ask us. We'd rather tell you no now than find out together later.
Do candidates know?
That's your disclosure to make, in your voice. But everything you'd need to tell them is sitting there ready: what was assessed, what it found, and where it came from.
How long before we see anything real?
Inside a month. That's the whole reason shadow mode goes first — you get the evidence before you get committed.
Start here
Send us 500 real applications. We'll send back what we see.
No deck first. Pick a role you've already filled, hand over the batch, and we'll show you what Intelletto.ai would have surfaced — including the people who ran out of clock. If it doesn't tell you something you didn't already know, we'll say so.