The verification funnel
Our distinctive workflow starts with the work itself, narrows a cohort with structured psychometrics, then uses adaptive dialogue to test the reasoning behind the strongest and riskiest signals.
01 · Custom JD
We translate the job description into decision-critical competencies, realistic work conditions, and role-specific risk priorities. The same role model travels through Theta, Titan, and the final recruiter review.
02 · Theta AI
Candidates complete an IRT-scored multiple-choice track. Theta estimates latent capability, percentile, level, cohort position, and integrity context, then surfaces the patterns that deserve deeper verification.
03 · Handoff logic
Theta does not end in a rank. Its role-linked signals identify which candidates should advance and which competency, inconsistency, or risk needs to be challenged in Titan. Context is preserved rather than reset between tools.
04 · Titan AI
Titan is a free-text conversational Situational Judgment Test. Candidates explain what they would do and why. LLM-evaluated follow-up probes adapt to the response, while anchor checks keep the evaluation connected to explicit competency standards.
05 · Mastery report
Titan produces a Competency Mastery Report with per-competency scores, response evidence, follow-up findings, and recruiter-readable interpretation. It shows where reasoning held up, where it changed under challenge, and where human review is still required.
06 · Unified workspace
Campaigns, candidates, engine badges, reports, and audit history stay in one portal. Recruiters can trace the decision from JD to Theta cohort evidence to Titan dialogue without losing the source, version, or reviewer context.
The point
Theta tells you where the signal is. Titan tests whether that signal survives explanation, ambiguity, and follow-up. The hiring team makes the decision with both views in front of them.
