ENTERPRISE TALENT INTELLIGENCE
Your recruiters deserve
to see the full picture.
Intelletto sits beside your existing ATS, HCM, and CRM — reading every candidate signal, structuring every data point, and delivering ranked decisions with evidence your team can trust and your auditors can verify.
No rip-and-replace
Explainable by design
Seniority-aware scoring
GDPR / PDPA aligned
Measurable lift, current quarter
↓35%
Cost
per Hire
per Hire
↓50%
Time
to Fill
to Fill
↓60%
Screening
Cost
Cost
↑40%
Recruiter
Capacity
Capacity
THE VISIBILITY GAP
The real problem isn’t volume — it’s visibility.
Most organisations process under 30% of inbound candidates meaningfully. The rest are
guesswork.
THREE DOMAINS · ONE INTELLIGENCE LAYER
What Intelletto actually does.
Three disciplined domains, running on the same platform, feeding the same audit trail. Turn on what matters to you first — the others compound value when you’re ready.
01 — Talent Intelligence
Candidate Profiles You Can Act On
Every document is read, structured, normalised, and mapped against your skills
taxonomy — turning inconsistent inputs into clean, comparable profiles with full audit trail.
50%
Faster
shortlist
shortlist
40%
Hours
saved
saved
15%
False
negatives ↓
negatives ↓
02 — Outcome Intelligence
Scores That Reflect Real Performance
Eight dimensions scored against each role, weighted by seniority band. Predictions
are validated against 30/90/180-day outcomes — so the system gets smarter from every hire.
25%
Early perf
uplift
uplift
20%
Faster
ramp
ramp
15%
Attrition
↓
↓
03 — Governance Intelligence
Decisions Your Board Can Stand Behind
Every recommendation ships with reason codes, confidence scores, and linked
evidence. Every recruiter override is captured. Fairness monitors run continuously alongside every scoring
cycle.
60+
Candidate
NPS
NPS
100%
Decisions
auditable
auditable
∞
Rollback
at any stage
at any stage
HOW IT FITS
Activate beside what you already run.
Two sides of the same commitment: no replatforming required, and no scoring decisions made before your team is ready for them.
THE SIDECAR MODEL
Zero disruption to your existing stack
Intelletto connects through APIs and events — it doesn’t ask your team
to learn a new system, abandon existing workflows, or go through a 12-month change programme.
It activates beside what you already run.
SAP SuccessFactors
Workday
Oracle HCM
Greenhouse
Lever
BambooHR
Salesforce
THE ROLLOUT PATH
Shadow → Gated → Automate
Shadow mode runs silently alongside your current process — no decisions
changed, full visibility into what Intelletto sees.
Gated mode surfaces recommendations for human review. Teams approve, edit, or decline — every action feeds the model.
Automation engages only on your terms, only when confidence thresholds you set are exceeded.
Gated mode surfaces recommendations for human review. Teams approve, edit, or decline — every action feeds the model.
Automation engages only on your terms, only when confidence thresholds you set are exceeded.
UNDER THE HOOD
How Intelletto turns a document
into an actionable intelligence artefact.
12
pipeline
stages
stages
8
scoring
dimensions
dimensions
5
score
modifiers
modifiers
THE INTELLIGENCE PIPELINE
Twelve stages. Five quality gates.
Every document flows through the same disciplined path — from intake to ranked recruiter artefact — with explicit gates and an immutable scoring snapshot.
01
Register & Track
Document received, unique tracking ID assigned, automatically linked to job code if
present.
02
Duplicate Check
Email and fingerprint matching prevents wasted processing on previously seen
candidates.
03 – 04
Document Intelligence
Google Document AI reads layout and positioning. Headers, footers, watermarks and
noise are removed.
Gate A — Lossless
05
Structured Extraction
Gemini AI extracts every skill, role, achievement, certification, language, and
executive signal — with confidence scores.
Gate B — Schema
06
Skill Normalisation
Every skill matched against the curated taxonomy by ID, alias, or fuzzy match. Certs
expanded to constituent skills.
Gate C — Evidence
07
Data Fusion
LinkedIn, personal sites, and GitHub corroborate the document. Additional skills
extracted with source attribution.
08 – 09
Validation & Immutable Snapshot
All five quality gates evaluated. If passed, an immutable scoring input snapshot is
created — ensuring every future re-score uses identical inputs and produces reproducible results.
Gates D + E
10 – 11
Seniority-Aware Scoring
Eight dimensions scored against the job description, with weights automatically
adjusted by seniority band. Five modifiers refine the base score with risk and evidence signals. Full
scorecard saved permanently.
12
Recruiter Artefacts
Ranked shortlist, score breakdown with linked evidence, matched and missing skills,
risk flags, and candidate quality checklist — delivered directly into your ATS or command centre.
THE SCORING MODEL
Eight dimensions. Four seniority profiles.
The same dimensions are weighted differently at each seniority band — because what matters for a junior engineer is not what matters for a C-level hire.
8 Scoring Dimensions
Hard Skills & Tools
↑ Jr
Soft Skills & Leadership
↑ Exec
Domain & Industry Expertise
↑ Exec
Scope & Complexity
All
Tenure & Recency
↑ Jr
Education & Certifications
↓ Exec
Languages & Communication
All
Compliance & Quality
All
Weights shown for Junior/Mid profile. Seniority band automatically shifts
emphasis.
Seniority Weight Profiles
| Band | Hard | Leadership | Domain | Modifier Budget |
|---|---|---|---|---|
| Junior / Mid | 55% | 10% | 10% | ±8 pts |
| Senior / Lead | 45% | 15% | 15% | ±10 pts |
| Director / VP | 30% | 20% | 20% | ±14 pts |
| C-Level / Exec | 15% | 30% | 25% | ±16 pts |
5 SCORE MODIFIERS — APPLIED AFTER BASE FIT
The signals that separate strong hires from risky ones.
Base fit is only half the story. Five dedicated modifiers refine every score with evidence quality, outcome patterns, and two seven-factor risk rubrics.
Data Fusion Confidence
Taxonomy match quality across all normalised skills — exact matches boost, fuzzy
fallbacks penalise.
−6 to +8 (C-Level)
Evidence Coverage
Ratio of JD requirements with matching candidate evidence. Above 50% triggers a
positive modifier.
−4 to +6
Outcome Evidence
Quantified achievements scanned: revenue, cost savings, scale metrics, ROI. Metrics =
trust signal.
−4 to +7
Stability Risk
7-factor rubric: hopping patterns, avg tenure, gap analysis, continuity, progression
momentum.
−4 to +3
Role-Switch Risk
7-factor rubric: required skill gap, seniority fit, skill recency (24-month decay),
function alignment.
−3 to +3
GOVERNANCE — BUILT IN, NOT BOLTED ON
Boardroom-ready. Regulator-ready.
Security, privacy, fairness, and reliability are enforced inside the pipeline — not patched on top as a compliance afterthought.
Security
Encryption in transit and at rest. RBAC with scoped tokens. Least-privilege access at
every pipeline stage.
Privacy
GDPR and PDPA aligned. Purpose-limited data access. Full audit trail for every
extraction and decision.
Fairness
Continuous fairness monitors. Signed artefacts. Reproducible scoring runs. Exportable
bias reports for regulators.
Reliability
p95 latency targets. Structured retries. Graceful degradation. One-click rollback at
every pipeline stage.