Hire for the work, not just the byline — before the next deadline hits.
Media teams hire against tight timelines and even tighter standards. TalVivo brings role definition, candidate screening, focused assessment, AI-assisted interviewing and evaluation into one workflow — so every writer, editor and producer hire is judged on real ability, not just a portfolio link.
Solutions for every critical stage of hiring your next newsroom or content hire.
Role & Job Creation
Define the role, required skills and evaluation context — reporter, editor, producer or content strategist.
Candidate Screening & Evaluation
Turn a stack of applications and portfolios into structured, comparable candidate data.
Technical Assessment
Evaluate real editorial and production ability through a focused assessment, not just a clip reel.
AI-Assisted Interviewing
Kyra conducts adaptive, role-aware interviews built around your editorial standards.
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 editor.
Ranking & Reporting
Classify candidates and export results for the wider editorial or production team.
Start with a clear definition of the role.
Media roles vary widely — a breaking-news reporter and a long-form producer are judged on different things entirely. Recruiters define the specifics upfront, and it's the same information that shapes the assessment questions and evaluation criteria for every candidate.
- →Define required and preferred skills for the role — writing, editing, production or platform-specific
- →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 posting can pull in hundreds of resumes and clip reels. 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 editorial ability through the work itself.
A polished clip doesn't always show how someone works under deadline. Candidates move through a focused assessment environment where AI-generated prompts — a writing task, an editing exercise, a headline sprint — 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 editorial judgment calls, how a candidate handled a fast-moving story, or their process under deadline pressure, 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.
Freelancers, remote contributors and distributed teams make up much of media hiring — which means testing happens off-site, on the candidate's own schedule. 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 writing, responses and any integrity flags into one evaluation view — so a hiring editor isn't juggling a shared drive, an inbox and a spreadsheet.
- →Candidate responses and written work 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 editors, producers or the wider hiring team to review — so decisions move at newsroom speed.
- →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 editorial 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 editorial 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 scattered notes and screenshots.
More consistent assessment
Role-specific prompts and a defined evaluation context for every writer, editor or producer candidate.
Better visibility
Editors 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 — even when hiring across freelance and remote contributors.
Frequently Asked Questions
Build a more structured hiring process for your editorial team.
Bring role creation, assessment, interviewing and candidate evaluation into one connected workflow — built for the pace media hiring actually moves at.