Human Capital Intelligence
starts with Job Description.
The customer supplies the starting document. Intelletto supplies the company context, published standards, calibrated skills, questions, evidence trail, decision workspace — and the onboarding plan that carries it all into the first 90 days.
Seven acts. One continuous
chain of evidence.
Nothing below is a separate AI trick. Each act passes structured evidence to the next, so the interview question, the final score and the new hire’s first-90-day plan all point back to the same definition of the role.
The customer writes the seed.
Intelletto grows the role.
A conventional ATS stores the JD and waits for keywords. Intelletto asks a harder question first: what does success in this role mean inside this company? The answer needs six company-wide sources the original document rarely contains.
Why the organisation exists and what the role ultimately serves.
What the person will build, operate, sell or support.
How decisions, collaboration and accountability happen in practice.
What the company offers and the behaviours it expects everywhere.
Shared tools, methods and technical capabilities that cut across roles.
The strategic commitments the role must move forward.
It is a structured, versioned role model: what matters, why it matters, how strongly it matters, and what evidence would demonstrate it.
Every calibrated value
answers to a standard.
The anchors serve different jobs. Some define occupations. Some govern assessment quality. Some constrain automated employment decisions. Together they stop the rubric becoming a confident opinion written by software.
Named reference systems. Stored with the role definition and carried into the evidence trail — not footnotes added after someone asks.
Capability language
- O*NET-SOC
- Lightcast Open Skills
- CEFR
- PMI
Assessment science
- IPIP item pool
- Item Response Theory
- Schmidt–Hunter
- ISO 10667
Employment governance
- GDPR
- EU AI Act
- NYC Local Law 144
- EEOC / Uniform Guidelines
Operating assurance
- WCAG 2.2 AA
- ISO 30414
- ISO/IEC 42001
- ISO/IEC 27001
What anchoring changes: the role’s skills, proficiency expectations, assessments, accessibility treatment and audit obligations all inherit an external point of reference.
Skills are triangulated,
resolved and calibrated.
A customer’s JD may say “cloud,” a certification may say “AWS Solutions Architect,” and an occupation taxonomy may say “cloud infrastructure design.” Intelletto has to decide whether those are the same capability, related capabilities, or evidence at different levels.
Skills databases
Canonical names, synonyms, occupations and adjacent capabilities.
Industry certifications
Professional bodies that encode recognised practice and role depth.
Vendor certifications
Product-specific proof, weighted for relevance in the role and market.
“Python” becomes a set of decisions.
One skill ID across spelling, abbreviation and synonym variants.
The capability type determines how evidence and questions work.
A role-critical need is not scored like a nice-to-have.
Awareness, working, advanced or expert — anchored to the role level.
Résumé claims, work examples, certification, exam or interview proof.
Which JD line, taxonomy or credential justified its inclusion.
The result: a role-specific capability model that can generate questions, interpret résumé evidence, explain the score — and later, shape the new hire’s development plan — using the same vocabulary.
Every question has
a reason for being there.
Questions do not “write themselves.” They are generated from a requirement that has already been infused, anchored and resolved. That lineage determines what is asked, who sees it and what a useful answer would demonstrate.
Required capability: lead a cross-functional platform migration with controlled operational risk.
ROLE MODEL → LEADERSHIP + DELIVERY + RISK → ADVANCED PROFICIENCYAI résumé question
“Your résumé mentions a platform migration. What changed, what did you own, and what was the measurable result?”
Closes an evidence gap before the interview and ties the answer to the original claim.
Nice-to-know / depth
“Which risk did you deliberately accept, and which did you refuse to accept?”
Tests judgment and proficiency — not the presence of a keyword.
Culture-fit question
“How did you get product, engineering and operations to make one decision?”
Connects the company’s collaboration model to observable past behaviour.
The recruiter can see the source requirement beside the question. The question can be edited. The reason it exists is never hidden.
A résumé is taken apart
before it is judged.
The eleven stages are not eleven gates. They are four different kinds of work. Each stage has a plain-English purpose, a defined output and a reason it must happen before the next one.
Know what arrived.
Identity, duplication and readable page structure come before interpretation.
Registration
Give the file a permanent identity, owner and source fingerprint.
Duplicate check
Separate a new person from the same file — or same person — arriving twice.
Fail-closed checkDocument read
Recover text plus pages, sections, columns and exact locations.
Coverage checkTurn pages into claims.
Noise is removed cautiously; AI extracts structure; vocabulary is resolved.
Text cleaning
Remove repeated headers and page noise without rewriting the candidate.
AI extraction
Find roles, dates, skills, education and achievements — with source spans.
Completeness checkSkill normalization
Resolve “Py,” “Python 3” and related evidence to the role’s canonical skill.
Ask what is missing.
External context can add evidence; quality checks distinguish absent from unread.
Data enrichment
Bring in permitted external signals and preserve where each one came from.
Quality gates
Reject incomplete extraction, broken provenance and contradictory records.
Evidence integrityScore preparation
Freeze the role, candidate evidence and rubric into one reproducible snapshot.
Score, then show the work.
The number is computed from the frozen evidence and packaged for a human decision.
Composite scoring
Apply role-specific weights, proficiency expectations and bounded modifiers.
Scorecard build
Assemble the explanation, gaps, probes, citations and audit record.
Finalization checkRecruiter decision
Intelletto organizes evidence. A person decides what happens to the person.
The Candidate Dashboard is
where evidence becomes a decision.
Not a profile page. Not a score with tabs around it. Every act before this one exists to fill this workspace — so a recruiter can move from “what did the system calculate?” to “what do I need to understand before I decide?” in one place.
One screen. The whole candidate.
Score, shape, and the next three questions a recruiter should ask — before opening a single tab.
Alex Rivera
Director of Platform Engineering · requisition-specific view
Capability shape · required vs evidenced
What the recruiter needs next
The résumé establishes platform ownership and cross-functional delivery. The open question is whether the candidate has led through the organisational complexity this role requires.
84 is a sum, not a mystery.
Every bucket shows its weight for this role, what the candidate earned, and which skills fed it.
Score contributions
Nine buckets, weighted for this requisition. Bright bar = earned. Faint bar = available.
Culture fit carries an honest zero: it is explored by people in the interview, never inferred by the scorer.
Skills proficiency
Outlined cells = level the role expects. Filled cells = level the evidence supports.
Not where they worked. How they climbed.
Tier progression, pace and distinctive markers — read as a trajectory rather than a list of jobs.
Click any number. Land on the sentence.
Every claim keeps its page and span. Every score keeps its frozen inputs. Nothing is summarised out of existence.
Source span viewer
The original résumé, with each extracted claim highlighted where it was found.
Platform architecture · advanced
p1 · L3–4Delivery leadership · scale 40
p1 · L4FinOps · quantified outcome
p1 · L6Audit timeline
What happened to this candidate record, when, and under which versions.
- 09:02:14 · registrationDocument fingerprinted
sha256:7f3a…c91 - 09:02:51 · extraction42 claims extracted · 0 extraction failures
- 09:03:06 · quality gatesEvidence integrity passed · provenance complete
- 09:03:09 · score preparationSnapshot frozen · rubric
v4.2· flagshash 1b0e - 09:03:12 · scoringComposite 84 · Green band · 3 probes generated
- 14:40:37 · recruiterM. Santos viewed evidence for “Org design at scale”
- 14:46:02 · recruiter decisionAdvanced to panel · note attached · human decision recorded
Reproducible: re-running the frozen snapshot returns the same 84 — or the audit shows exactly why not.
Twenty-nine views. One frozen evidence base.
Five families of views, each answering a different question a recruiter has to settle before deciding.
Fit & evidence
- JD alignment
- Hard & soft skills
- Skills proficiency
- Why this score?
- Top gaps & red flags
- Role-fit summary
Assessment
- Psychometrics
- Skills assessments
- Cultural fit
- Recruiter probes
- Interview workspace
- Recruiter notes
Career story
- Career trajectory
- Tier progression
- Distinctive markers
- Experience & education
- Advisory roles
- Project impact
Wider signal
- Knowledge
- Applications
- Industries
- Publications
- External signals
- Executive insights
Decision record
- Data fusion & provenance
- Recommendations
- Recruiter timeline
- Artifacts
- Audit & compliance
Machine rejections. Ever. Candidates land in Green, Blue or Pool bands — there is no red state. Intelletto organises the evidence; a named person makes the call and that call is recorded.
The hire is not the finish line.
It is the handover.
Most platforms throw the hiring evidence away the day the offer is signed. Intelletto does the opposite. The strengths, gaps and probes that shaped the decision become the new hire’s first 90 days — a personal Employee Portal built from the same role model that started with the JD.
What we learned
Strengths evidenced, gaps probed, interview answers, assessment summaries.
The handover moment
Hiring evidence is carried forward into a separate onboarding record.
What we do with it
Eight connected views that turn a hiring file into a development plan.
Day 23. Ahead of plan. Knows what’s next.
What a new hire sees when they sign in — not an HR checklist, a plan built for them.
Three weeks in — and ahead of plan.
Your plan was built from the role you were hired for and the strengths you showed us. Your manager, Priya, approved it on day one.
Your first 90 days
Three phases, each with a purpose. Milestones are generated from the role model, then reviewed and approved by the manager — never auto-published.
Learn the system
Understand the platform, the people and the constraints before changing anything.
- Platform architecture walkthroughRole model · Architecture
- 1:1s with all eight direct reportsRole model · Leadership
- Map incident history for the last 12 monthsRole model · Reliability
- Present “what I see” memoMilestone · Day 30
Earn trust
Deliver one visible win and agree the operating rhythm with peers.
- Ship one reliability improvementStrength · Incident & risk
- Agree platform roadmap with productRole model · Stakeholders
- Draft team structure optionsDevelopment · Org design
- 60-day reviewMilestone · Day 60
Own the direction
Set the plan for the next four quarters and name a successor path.
- Publish 12-month platform strategyPillar · Scalable foundations
- Implement agreed org designDevelopment · Org design
- Identify two successor candidatesInterview probe #2
- 90-day review & plan sign-offMilestone · Day 90
Employee record
Self-service completion of the fields HR actually needs — with an acknowledgement that locks the record, and a controlled route for anything that changes later.
Three required fields left. HR-confidential fields are never shown here.
At 100%, I confirm this information is complete and correct.
Your strengths
The strengths that got you hired — each with the evidence behind it. And the gaps, reframed honestly as development priorities rather than hidden in a file.
Use them early: your 30-day plan puts these strengths to work first, so your first wins come from what you already do well.
Org design at scale
Build the structure for a team growing past 60. Paired with an internal mentor who has done it.
Succession depth
Identify and develop two leaders who could step into your role.
Gaps are shared with the employee and manager only — and only to shape development.
Your engagement plan
Who you’ll meet, how often, and why — scheduled from day one so the rhythm of support doesn’t depend on anyone remembering.
Your ramp
An expected time-to-productivity curve for this role and level — so “how am I doing?” has an answer that isn’t guesswork, for the new hire and the manager.
Team norms
The unwritten rules, written down. Set by the team, owned by the manager — so nobody learns them by getting them wrong.
Meetings have a job
Standup Tue & Thu, 15 minutes. Anything longer gets an agenda or doesn’t happen.
Written before spoken
Proposals start as a one-page doc. Decisions and owners are recorded where everyone can find them.
Urgent means paged
Chat is for same-day. Email is for this week. A page is for right now — and is never used for anything else.
Two time zones, one overlap
Manila and Singapore share core hours 10:00–16:00. Outside that, nobody is expected to reply.
Direct, early, private
Feedback goes to the person first, within the week, and never lands as a surprise in a review.
Blameless by default
Post-incident reviews ask what the system allowed, not who slipped. Findings are shared across teams.
Self-assessments
The new hire rates themselves against the same skills the role was hired for. Placed beside the hiring evidence and the manager’s view, the differences become conversations — not verdicts.
Cultural journey
Remember the six company layers infused into the JD in Section 01? They come back here — as six stations every new hire travels through, in their own words and on their own schedule.
Mission
Why we exist — and where your role fits in it.
Product
What we build and who it serves, hands-on.
Ways of working
How decisions really get made here.
EVP & benefits
What we offer, and how to use it.
Shared skills
The tools and methods every team uses.
Corporate pillars
The commitments your work moves forward.
Hiring → onboarding
- Evidenced strengths and their sources
- Gaps, reframed as development priorities
- Interview probes and answers
- Assessment summaries released by a practitioner
Onboarding ↛ hiring
- Performance and ramp data
- Self-assessment ratings
- Engagement and pulse responses
- None of it ever re-scores a candidate
Scoped by design
- Employee — their whole portal
- Manager — plan, ramp, norms, reviews
- HR — the locked employee record
- Customer — only what the tenant permits
The JD that defined the role now defines the ramp.
One role model, carried from the first line of a job description to day 90 of a new colleague’s career. That continuity is what makes it Human Capital Intelligence — not just hiring software.