Hiring at scale shouldn't mean losing control of it.
TalVivo gives enterprise hiring teams one connected platform to screen, assess, and interview candidates across every department — with role-based access, structured evaluation, and a full record of every decision.
Hiring becomes harder when every department runs it differently.
At a certain size, hiring stops being one workflow and becomes dozens — different recruiters, different departments, different standards for what "qualified" means. Headcount requests get approved in one place, candidates get screened in another, and by the time a hire reaches offer stage, nobody outside that one recruiter's inbox can see how the decision was made.
From department request to hiring decision, TalVivo keeps every team on one workflow.
Track hiring requests
Department heads submit headcount requests that recruiters can review and approve from one tracker, instead of a scattered email thread.
Review candidates at volume
Bulk actions let recruiters set status, send stage emails, or copy invite tokens across many candidates at once — built for pipelines with hundreds of applicants, not a handful.
Assess consistently, across teams
Every technical assessment runs through the same proctoring settings and scoring logic, so a candidate evaluated by one recruiter is held to the same bar as one evaluated by another.
Interview without adding headcount to loop
Kyra conducts adaptive voice interviews at any volume, without a recruiter needing to sit on each call.
Evaluate with a full record
Every proctoring flag, score, and email sent is logged against the candidate — an audit trail if a hiring decision is ever questioned.
See the difference in the workflow.
A Fragmented Enterprise Stack
- • Headcount approvals live in email or a separate HR system
- • Different recruiters apply different standards when screening
- • Assessment integrity depends on whoever's running the test that day
- • Interview data lives in individual recruiters' notes and calendars
- • Reconstructing a hiring decision means chasing down multiple people
TalVivo Enterprise
Unified Control- ✓ Department hiring requests tracked and approved in one place
- ✓ Structured, sub-score evaluation applied the same way across every recruiter
- ✓ Proctoring settings (duration, strike limits, passing thresholds) set once, applied consistently
- ✓ Kyra's interviews and transcripts tied directly to candidate records, not personal docs
- ✓ A full activity log — resumes parsed, tests completed, proctoring flags — visible to authorized recruiters
Enterprise Capability Matrix
| Capability | Fragmented Enterprise Stack | TalVivo |
|---|---|---|
| Headcount requests | Tracked outside the hiring system | Native department hiring-request tracker |
| Recruiter access | Shared logins or inconsistent permissions | JWT-based auth with per-recruiter access control |
| Candidate evaluation | Standards vary by recruiter | Consistent sub-score evaluation across every role |
| Bulk candidate actions | Manual, one candidate at a time | Bulk status updates, emails, and invites across many candidates |
| Assessment integrity | Depends on manual oversight | Proctoring settings configured once, enforced automatically |
| Audit trail | Scattered across inboxes and notes | Centralized activity log per candidate |
Every stage of the hiring journey should build on the last.
Headcount approved against clear role definition.
Role parameters set criteria for all downstream stages.
Applicants reviewed against that role, at volume.
Proctored evaluation tied to candidate record.
Adaptive AI voice interview linked to same record.
Resume, assessment, and interview in one view.
Turn candidate information into structured evaluation, everywhere.
At enterprise scale, "trust the recruiter's judgment" doesn't hold up across fifty open roles and a dozen hiring managers. TalVivo breaks every candidate's fit into the same sub-scores — critical skills, experience, keyword and education fit — so a decision made in one department can be reviewed and defended the same way in another.
Consistent Sub-Scores
Applied consistently across every role and department.
Explicit Skill Gaps
Matched and missing required skills made explicit for every candidate.
Auditable View
Resume, assessment, and interview signal in one auditable view.
Go beyond the resume.
The Evaluator lets recruiters configure a role's parameters and required skills once, then run that same assessment against every applicant for the role — evaluation depth that holds up whether you're hiring for one opening or fifty.
- Job parameters configured per role and seniority level
- Required skills defined for the specific opening
- Evaluation results tied directly back to the candidate record
Bring AI-assisted interviewing into the hiring workflow.
Kyra conducts a live, adaptive voice interview — asking role-specific and follow-up questions while transcribing the conversation in real time. At enterprise volume, that means candidates get interviewed the day they're ready, not whenever a recruiter's calendar opens up.
"Can you walk me through a complex architectural decision you made and the trade-offs involved?"
Every stage adds to the same picture — not a new one.
Why teams choose a connected hiring workflow.
Role-based access
JWT-secured logins and per-recruiter access control, so the right people see the right candidates.
Consistent evaluation, org-wide
Sub-score breakdowns and proctoring rules applied the same way whether it's one department or ten.
Built for volume
Bulk candidate actions and unlimited async interviews, without a recruiter needing to sit on every call.
A record you can stand behind
Every score, flag, and email logged against the candidate, so any hiring decision can be traced back to what actually happened.
Everything you need to know about TalVivo for enterprises.
Bring your enterprise hiring workflow together.
Move from headcount request to hiring decision without losing consistency along the way.