Stop Guessing Who to Hire. Start Knowing.
Scores candidates against your top-performer DNA. Surfaces internal talent before you spend on agencies. Pushes back when your criteria or compensation will fail. Starts in Slack.
What Is Hiring Intelligence
One Intelligence Layer for Every Hiring Decision
Connects candidate data, pipeline signals, and post-hire outcomes into one system that retrains on your data. Starts with LLM analysis and benchmarks. Reaches 0.55+ outcome correlation within twelve months.
- Predictive Fit Scoring
- Scores candidates against success profiles derived from your actual top performers. Structured breakdown with confidence levels, not a black-box number.
- Hiring Manager Self-Service
- Hiring managers define needs through Meg in Slack, Teams, or WhatsApp. TA receives a validated success profile with calibrated criteria before sourcing.
- Internal-First Discovery
- Searches employee profiles, skills, and career aspirations to surface internal candidates before requisitions go external. Cross-entity matching included.
- Pipeline Health Analytics
- Tracks conversion rates, bottlenecks, and velocity at every funnel stage. Alerts when requisitions stall or miss forecasted fill dates.
- Source ROI Intelligence
- Measures channels by cost per quality hire, not cost per applicant. Typical finding: 60-70% of spend flows to channels producing 20-30% of quality hires.
- Quality-of-Hire Tracking
- Connects every hiring decision to 30, 90, and 365-day outcomes. The feedback loop that makes every other model in the platform smarter.
Skip the dashboards. Ask Meg.
Ask a plain-English question. Get the answer in seconds. No dashboards, no data pulls, no meetings.
Common prompts (click to see!)
Meg AIFlight Risk -Top 3
The Hiring Toolkit
Five Tools You Use Every Day
JD Transformer
From job description to success profile
Converts any job description into a predictive success profile. Structured criteria built from what predicts performance at your organization, not keywords.
Synthetic Calibration
Validate before you post
Generates fake candidate profiles and asks hiring managers: would you interview this person? Validates scoring criteria before the role goes live.
Candidate Scorer
Ranked shortlists in minutes
Ranks up to 1,000 applicants per role against validated success profiles. Subscription tiers benchmark against your actual top performers.
Passive Talent Finder
See who matches before you search
Surfaces 10 to 20 matching passive candidates with LinkedIn profiles. Subscription unlocks automated outreach sequences and follow-ups.
Interview Scheduler
No more back-and-forth
Books interviews without recruiter back-and-forth. Pre-screens candidates automatically. Calibrates every interviewer on accuracy and bias.
Candidate Intelligence
Score Against What Actually Predicts Success
Ingests resumes, assessments, and scorecards to generate multi-dimensional fit reports calibrated to your top performers. Accuracy starts at 0.35 correlation and reaches 0.55+ within twelve months.
Self-Service Hiring
Hiring Managers Define Needs. TA Gets a Head Start.
Meg walks every hiring manager through role definition, market reality, and expectation calibration in Slack, Teams, or WhatsApp. TA receives a validated success profile before sourcing begins.
Internal Talent & Offers
Find People You Already Have. Win People You Need.
Searches your workforce for role-ready candidates before spending on external sourcing. When you go external, calibrates every offer to maximize acceptance without creating equity problems.
See what Meg can do for your hiring team.
Start the conversation. Define the role. See qualified candidates in minutes.
How it works
From role brief to signed offer
A step-by-step look at how the platform moves a hire from definition to decision.
Define
Send a JD. Meg Transforms It.
Drop a job description into Slack, Teams, or WhatsApp. Meg converts it into a predictive success profile built from what actually predicts performance, not keyword matches.
Define
Send a JD. Meg Transforms It.
Drop a job description into Slack, Teams, or WhatsApp. Meg converts it into a predictive success profile built from what actually predicts performance, not keyword matches.
Calibrate
Validate Before the Role Goes Live
Meg generates 5 to 10 synthetic candidate profiles. The hiring manager reviews each one: interview or pass? Stated requirements align with actual preferences before real candidates enter.
Calibrate
Validate Before the Role Goes Live
Meg generates 5 to 10 synthetic candidate profiles. The hiring manager reviews each one: interview or pass? Stated requirements align with actual preferences before real candidates enter.
Challenge
Get Pushback When the Ask Will Fail
If criteria or compensation will produce zero qualified candidates, Meg flags it with market demand and scarcity data. Problems surface before posting, not after 60 days of silence.
Challenge
Get Pushback When the Ask Will Fail
If criteria or compensation will produce zero qualified candidates, Meg flags it with market demand and scarcity data. Problems surface before posting, not after 60 days of silence.
Source
Post, Score, and Surface Passive Talent
Posts to Google Jobs and aggregators. Scores up to 1,000 candidates against the validated profile. Surfaces 10 to 20 passive matches with LinkedIn profiles visible.
Source
Post, Score, and Surface Passive Talent
Posts to Google Jobs and aggregators. Scores up to 1,000 candidates against the validated profile. Surfaces 10 to 20 passive matches with LinkedIn profiles visible.
Interview
Schedule and Calibrate Automatically
Automated pre-screening filters the field. Automated scheduling books interviews without recruiter back-and-forth. Calibration scores each panelist on accuracy, consistency, and bias patterns.
Interview
Schedule and Calibrate Automatically
Automated pre-screening filters the field. Automated scheduling books interviews without recruiter back-and-forth. Calibration scores each panelist on accuracy, consistency, and bias patterns.
Learn
Every Outcome Retrains the Model
Quality-of-hire tracking at 30, 90, and 365-day milestones connects every hiring decision to performance data. The 20th prediction is dramatically more precise than the first.
Learn
Every Outcome Retrains the Model
Quality-of-hire tracking at 30, 90, and 365-day milestones connects every hiring decision to performance data. The 20th prediction is dramatically more precise than the first.
Pricing
Simple, transparent pricing
Start with a single role or scale across the whole company.
Acquire & Retain
Unlimited hiring, retention intelligence, and internal mobility.
Get StartedDevelop & Succeed
Add succession planning, skill gaps, and leadership development.
Get StartedAll plans include Slack, Teams, and WhatsApp access. See full comparison
Common Questions
What Technical Buyers Ask First
Direct answers to the questions TA leaders, CHROs, and technical teams ask when evaluating hiring intelligence platforms.
- How does candidate scoring work without historical performance data?
- Starts with LLM-based semantic analysis and industry benchmarks for baseline accuracy from day one. As hire and performance data accumulates, ML models progressively take over. By month 12, scoring typically reaches 0.55+ correlation with outcomes, outperforming unstructured interviews.
- What is Meg and how do hiring managers use it?
- Meg is the AI interface that guides hiring managers through role definition, market calibration, and candidate evaluation. Operates in Slack, Teams, or WhatsApp. Hiring managers self-serve without needing TA for intake. TA receives a validated success profile with calibrated criteria.
- What is synthetic resume calibration?
- Meg generates 5 to 10 fake candidate profiles before a role goes live. The hiring manager reviews each one: interview or pass. This aligns stated requirements with actual selection preferences, catching mismatches before real candidates enter the pipeline.
- Can I try the platform on a single role before subscribing?
- Yes. The $200 per position option runs entirely in Slack, Teams, or WhatsApp with no subscription. Includes JD transformation, synthetic calibration, up to 1,000 candidates scored, and passive talent detection. Subscription unlocks the full platform UI and automated outreach.
- Which ATS and HRIS platforms does the system integrate with?
- ATS: Greenhouse, Lever, iCIMS, Workable, SmartRecruiters, Taleo. HRIS: Workday, SAP SuccessFactors, Oracle HCM, BambooHR. Assessment: SHL, Korn Ferry, HackerRank, Codility. 40+ pre-built connectors total with webhook and batch sync support.
- How does the platform push back on unrealistic job requirements?
- Meg compares criteria against real-time market demand, talent scarcity, and compensation benchmarks. If the combination will produce zero qualified candidates or 90-day turnover, the hiring manager sees the data before the role posts. Advisory, not blocking.
- How quickly does the platform start delivering value?
- Pipeline analytics and source tracking produce visibility within two weeks of ATS integration. Candidate fit scoring starts with semantic matching in weeks 2 to 4. ML models activate at month 3. Full optimization including offer calibration matures between months 9 and 12.
Make Your Next Hire Your Smartest Yet
Post a single role for $200 or book a demo to see the full platform. Bring your toughest hiring question.