Hire the people your students and staff depend on.
Education hiring carries a different kind of weight — every teacher, administrator or support hire affects a classroom, a department, a campus. TalVivo brings role definition, candidate screening, assessment, AI-assisted interviewing and evaluation into one workflow — so every hire is judged on real ability, backed by a structured, consistent process.
Solutions for every critical stage of hiring across your school, department or campus.
Role & Job Creation
Define the role, required skills and evaluation context — teacher, administrator or support staff.
Candidate Screening & Evaluation
Turn every application into structured, comparable candidate data.
Technical Assessment
Evaluate real subject knowledge and ability through a focused assessment.
AI-Assisted Interviewing
Kyra conducts adaptive, role-aware interviews built around your institution's needs.
Assessment Integrity
Verification and proctoring signals throughout the assessment, wherever the candidate is testing from.
Automated Evaluation
Turn completed assessments into usable candidate insight for hiring committees.
Ranking & Reporting
Classify candidates and export results for department heads and hiring panels.
Start with a clear definition of the role.
A subject teacher, a department administrator and a support role are hired against very different criteria. Recruiters define the specifics upfront, and the same information shapes the assessment questions and evaluation criteria for every candidate.
- →Define required and preferred skills, subject expertise and evaluation context for the role
- →Set the difficulty and evaluation context for the assessment
- →AI generates role-specific interview questions from this information
Turn candidate information into structured evaluation.
A single teaching posting can draw a wide range of applicants across experience levels. Resumes are parsed and candidate information is extracted automatically, then compared against the role to produce an ATS score and a company fit score.
- →Resume upload and automatic parsing
- →Candidate information extracted into a structured profile
- →ATS score and company fit score calculated against the role
Evaluate ability through the work itself.
A credential shows a candidate is qualified — it doesn't always show how they'll actually teach, explain or handle a classroom situation. Candidates move through a focused assessment environment where AI-generated, role-relevant prompts are presented and evaluated directly.
- →AI-generated assessment prompts matched to the role
- →Focused workspace for the candidate's response
- →Assessment state tracked as the candidate works
Bring AI-assisted interviewing into the assessment workflow.
Kyra conducts a live, adaptive interview — asking about a candidate's teaching philosophy, how they've handled a difficult classroom moment, or their approach to student engagement, and following up based on what they actually say, with the conversation transcribed in real time.
- →Adaptive, role-aware interview questions
- →Live transcription of the candidate's responses
- →Interview context carried into the candidate's evaluation
Keep assessment integrity visible throughout the process.
Hiring committees need confidence in every candidate they bring forward, especially when assessments happen remotely. TalVivo uses identity verification and proctoring signals — camera access, face verification and presence checks — to help surface potential integrity issues during the assessment.
- →Camera access and face verification before the assessment begins
- →Presence checks flag when a face leaves the frame
- →Multiple-person detection surfaces potential integrity issues
Turn completed assessments into usable candidate insight.
Once an assessment is complete, TalVivo brings the candidate's responses and any integrity flags into one evaluation view — so a hiring committee reviews a complete picture together, not scattered notes from separate interviews.
- →Candidate responses brought into one evaluation view
- →Any proctoring flags surfaced alongside the assessment
- →A structured basis for the hiring team's decision
Move from individual assessments to hiring decisions.
Candidates are classified against the role's thresholds and can be exported for department heads, hiring committees or administration to review — a shared, structured basis for a decision that affects the whole department.
- →Candidates classified as selected, waitlisted or rejected
- →Ranking based on ATS score and company fit
- →Results exportable as CSV, Excel or PDF
Every solution works as part of one hiring workflow.
Built for both the recruiter and the candidate.
Recruiter
- • Create the role and define requirements
- • Manage the assessment for that role
- • Review candidate results as they come in
- • Evaluate and classify candidates
- • Export reports for the hiring committee
Candidate
- • Receive an invitation to a branded landing page
- • Complete a system and camera check
- • Work through the assessment
- • Take part in the AI interview with Kyra
- • Submit — results go directly to the hiring team
What a connected workflow changes.
Clearer evaluation
Structured candidate information and assessment results, not a mix of reference calls and informal notes.
More consistent assessment
Role-specific questions and a defined evaluation context for every teacher, administrator or staff candidate.
Better visibility
Department heads and hiring committees can review candidate performance and assessment signals in one place.
Connected workflow
Job creation, assessment, interview and evaluation work together, not apart — even across a committee-based hiring process.
Frequently Asked Questions
Build a more structured hiring process for your institution.
Bring role creation, assessment, interviewing and candidate evaluation into one connected workflow — built for hiring decisions that shape classrooms and campuses.