Reconciled role-fit
Role-fit reconciled to its inputs, so you can see how it was reached.
Platform
The full loop — source, screen, interview, evidence, schedule, analyze — in one system. A human decision is the constant gate: nothing advances, submits, or rejects without a person.
Six stages the AI assists, and one gate it can never cross. The order is the architecture, not a setting you toggle.
AI-assisted sourcing on your own API keys, so reach stays yours. Inbound is parsed at any volume the moment it arrives.
Bulk CV parsing turns a full applicant pool into role-fit shortlists, against qualification floors you set. The floors are yours to set, not the model's to guess.
Three modes — ZeaLyn autonomous, live panel assist, and a Microsoft Teams bot — structured by default and running on one rubric.
Every assessment ships with its reasoning — transcripts, skill-by-skill evidence, and an audit trail you can export.
Slots, reminders, and reschedules run themselves, so coordination comes off the desk and stays out of the inbox.
Nothing advances, submits, or rejects without a person. Not a setting; the architecture.
Time to submit, stage conversion, and source quality — the numbers that tell you where the loop is working.
What sits behind every assessment, so a read you disagree with is a read you can inspect.
See how evidence is capturedRole-fit reconciled to its inputs, so you can see how it was reached.
Each skill assessed with the transcript moment behind it.
Integrity flags shown with context, not verdicts.
The whole shortlist side by side, on one screen.
A full trail, export-ready for HR, legal, or a client.
If you disagree with the AI's read, the evidence is right there to disagree with — and your call is the one that counts.
It won't decide. It won't watch. It won't hide its reasoning.
The AI can't reject anyone. Nobody gets a no from a machine in ZeaHire — that's the architecture, not a setting.
Structured assessment with the evidence attached runs well past the first hire — across mobility, certification, and the people worth developing.
Structured assessment for role changes, with the same rubric and the same evidence trail as an external hire.
Proctored, graded exams — the one place grading is the right word — that validate technical and functional skills.
Role-fit checks for contractors, partners, and readiness reviews, on the record and defensible.
A bridge for near-miss candidates worth developing, so a good fit next year isn't lost this year.
Bring a live role and watch the loop run — screening, interviews, evidence — with every decision left where it belongs.