Hire your next store team without the seasonal scramble.
Retail hiring runs in waves — a launch, a season, a sudden gap on the floor — and there's rarely time to screen candidates one by one. TalVivo brings role definition, candidate screening, assessment, AI-assisted interviewing and evaluation into one workflow — so you can hire fast at volume without lowering the bar on who's on the floor.
Solutions for every critical stage of hiring your next store or seasonal team.
Role & Job Creation
Define the role, required skills and evaluation context — associate, shift lead or store manager.
Candidate Screening & Evaluation
Turn a wave of applications into structured, comparable candidate data.
Technical Assessment
Evaluate real ability through a focused, role-relevant assessment.
AI-Assisted Interviewing
Kyra conducts adaptive, role-aware interviews at whatever volume the season demands.
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 store and regional hiring teams.
Start with a clear definition of the role.
A seasonal associate and a store manager are hired against completely different bars. Recruiters define the requirements for each role upfront, and the same information shapes the assessment questions and evaluation criteria for every candidate who applies.
- →Define required and preferred skills 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 seasonal posting can pull in hundreds of applications in days. Resumes are parsed and candidate information is extracted automatically, then compared against the role to produce an ATS score and a company fit score — so your team reviews a ranked shortlist, not a stack of PDFs.
- →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.
Retail roles are judged on how someone handles a customer, a rush, or a problem on the floor — not just what's on a resume. Candidates move through a focused assessment environment where AI-generated, role-relevant scenarios are presented and evaluated directly.
- →AI-generated scenario 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 how a candidate has handled a difficult customer, a busy shift, or working as part of a team, 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.
High-volume, fast-turnaround hiring only works if you can trust the results coming in. 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 store or regional hiring manager can move through a stack of candidates quickly, without losing context on any one of them.
- →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 store leads, regional managers or the wider hiring team to review — so a launch or a seasonal ramp doesn't get held up waiting on hiring decisions.
- →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 store and regional hiring teams
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 pile of applications no one had time to fully review.
More consistent assessment
Role-specific questions and a defined evaluation context for every associate, lead or manager candidate.
Better visibility
Store and regional hiring managers 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 volume spikes overnight.
Frequently Asked Questions
Build a more structured hiring process for your store teams.
Bring role creation, assessment, interviewing and candidate evaluation into one connected workflow — built for the pace retail hiring actually moves at.