Hire with the same rigor you apply to everything else.
Financial services teams can't afford a hiring process that's looser than the rest of the business. TalVivo brings role definition, candidate screening, technical assessment, AI-assisted interviewing and evaluation into one workflow — so every analyst, advisor or finance hire is verified, structured and defensible.
Solutions for every critical stage of hiring across banking, insurance and wealth management.
Role & Job Creation
Define the role, required skills, certifications and evaluation context — analyst, advisor or portfolio specialist.
Candidate Screening & Evaluation
Turn every application into structured, comparable candidate data.
Technical Assessment
Evaluate real analytical and technical ability through a focused assessment.
AI-Assisted Interviewing
Kyra conducts adaptive, role-aware interviews built around the judgment your roles require.
Assessment Integrity
Verification and proctoring signals throughout the assessment, wherever the candidate is testing from.
Automated Evaluation
Turn completed assessments into usable, auditable candidate insight.
Ranking & Reporting
Classify candidates and export results for the hiring and leadership team.
Start with a clear definition of the role.
Roles in financial services carry specific requirements — regulatory knowledge, certifications, risk fluency. Recruiters define all of this upfront, and the same information shapes the assessment questions and evaluation criteria for every candidate.
- →Define required and preferred skills, certifications and evaluation context for the role
- →Set the difficulty and evaluation context for the technical assessment
- →AI generates role-specific interview questions from this information
Turn candidate information into structured evaluation.
Resumes are parsed and candidate information is extracted automatically, then compared against the role to produce an ATS score and a company fit score — giving your team a consistent, structured starting point for every candidate, not a subjective first read.
- →Resume upload and automatic parsing
- →Candidate information extracted into a structured profile
- →ATS score and company fit score calculated against the role
Evaluate technical ability through the work itself.
A candidate's analytical or technical ability is best judged by watching them apply it. Candidates move through a focused assessment environment where AI-generated questions — financial modeling, analytical reasoning, risk scenarios — are presented and evaluated directly.
- →AI-generated technical questions 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 how a candidate has handled a complex financial judgment call, a client conversation, or a risk trade-off, 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.
Trust and verification aren't optional in this industry — they're the baseline. TalVivo uses identity verification and proctoring signals — camera access, face verification and presence checks — to help surface potential integrity issues during the assessment, giving your team a defensible record.
- →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 — a clear, structured basis your hiring managers and executive teams can both stand behind.
- →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 hiring managers, department heads or the wider team to review — a documented, verifiable path to every hiring decision.
- →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 technical and analytical requirements
- • Manage the assessment for that role
- • Review candidate results as they come in
- • Evaluate and classify candidates
- • Export reports for the hiring and management team
Candidate
- • Receive an invitation to a branded landing page
- • Complete a system and camera check
- • Work through the technical assessment
- • Take part in the AI interview with Kyra
- • Submit — results go directly to the recruiting team
What a connected workflow changes.
Clearer evaluation
Structured, documented candidate information and assessment results — not informal notes that don't hold up under review.
More consistent assessment
Role-specific questions and a defined evaluation context for every analyst, advisor or finance candidate.
Better visibility
Hiring managers and department stakeholders can review candidate performance and assessment signals in one place.
Connected workflow
Job creation, assessment, interview and evaluation work together, not apart — with a record you can stand behind.
Frequently Asked Questions
Build a more structured hiring process your entire leadership team can stand behind.
Bring role creation, assessment, interviewing and candidate evaluation into one connected workflow — built for the rigor financial services hiring demands.