Hire the people who keep your operations running — before the role sits open too long.
Manufacturing, automotive and energy teams hire for skill you can't fake on a resume. TalVivo brings role definition, technical assessment, AI-assisted interviewing and evaluation into one workflow — so every technician, engineer and plant hire is judged on real ability, at the speed your operations move.
Solutions for every critical stage of hiring on the plant floor and beyond.
Role & Job Creation
Define the role, required certifications and evaluation context — for a technician, a controls engineer or a plant supervisor.
Candidate Screening & Evaluation
Turn a stack of applications into structured, comparable candidate data.
Technical Assessment
Evaluate real technical and problem-solving ability through a focused assessment, not just a resume claim.
AI-Assisted Interviewing
Kyra conducts adaptive, role-aware interviews built around your operations.
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 the hiring manager.
Ranking & Reporting
Classify candidates and export results for plant leads, safety officers and the wider hiring team.
Start with a clear definition of the role.
Manufacturing and technical roles live and die on specifics — the certifications required, the equipment experience, the safety standards. Recruiters define all of this upfront, and it's the same information that later shapes the assessment questions and evaluation criteria for every candidate.
- →Define required and preferred skills, tools and certifications 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.
With high applicant volumes for technical and floor roles, manual resume review doesn't scale. 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 technical ability through the work itself.
A certification on a resume isn't the same as knowing how to troubleshoot a live fault or reason through a process problem. Candidates move through a focused assessment workspace with AI-generated, role-specific questions — logic, diagnostics, process or code, depending on the role.
- →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 equipment failures, safety trade-offs or process decisions, 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.
Technical and safety-critical roles need hiring confidence, especially when candidates are testing remotely across plants, shifts and locations. 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, technical answers and any integrity flags into one evaluation view — so a plant hiring manager isn't piecing together notes from three different systems.
- →Candidate responses and answers 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 plant leads, safety officers or the wider hiring team to review — no chasing down spreadsheets across sites.
- →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 requirements
- • Manage the assessment for that role
- • Review candidate results as they come in
- • Evaluate and classify candidates
- • Export reports for the hiring 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 candidate information and assessment results, not scattered notes across sites and shifts.
More consistent assessment
Role-specific questions and a defined evaluation context for every technician, engineer or operator candidate.
Better visibility
Plant and hiring leads can review candidate performance and assessment signals in one place.
Connected workflow
Job creation, assessment, interview and evaluation work together, not apart — across every location you're hiring for.
Frequently Asked Questions
Build a more structured hiring process for your technical teams.
Bring role creation, assessment, interviewing and candidate evaluation into one connected workflow — built for the pace manufacturing, automotive and energy hiring actually moves at.