Solutions · Workforce Matrix
The right person, provably.
Recruitment screening and workforce development on one evidence-linked record: judged against what you wrote, decided by your people.
Signals land with a person. No automatic penalty exists anywhere in the system.
01 · Recruitment
Screened against what you wrote, not a vibe.
A CV pack is evidence like any other. It is read into typed fields, run through your written criteria as recorded rules, and handed back as a trail.
The pack, read
Typed fields from the CV pack, each with its source.
CVs, certificates and right-to-work pages become the fields your screening criteria actually check. No field is filled without the line, page or cell that earned it, so a shortlisting decision quotes the pack itself.
Screening for Meridian BioTech · role R-114 · every field quoted.
The rule trail
Identity as recorded answers.
Enrolment records, ID pages and observed footage read into one rule trail: name match, document consistency, photo match, submission behaviour. Four rules, four recorded answers, and a decision a caseworker can reopen a year later.
02 · Workforce development
Capability, cell by cell.
Judged against the framework you wrote down, per person, per attempt. Each cell is a judgement with its evidence attached: the capability as your framework words it, the attempt that evidenced it, and the quote or frame that shows it. A gap is named the same way.
Frameworks, written
The matrix reads from a framework you author as configuration: capabilities, descriptors, evidence rules. A new framework year is a new version. Nothing resets, nothing retrains.
Attempt-keyed
Every observed task, assessment and renewal is keyed to its attempt, so growth is measured against the person's own record, and a referred attempt names its gap.
A person signs
The matrix proposes, with quotes. Managers and assessors sign, and every sign-off lands on the record beside the judgement it approved.
03 · Integrity signals
Signals with receipts, not scores without reasons.
Every indicator names what it saw and quotes where it saw it, so your panel argues over evidence it can point to.
Authorship consistency
Writing that changes register mid-cohort is worth a look. Style and structure are compared across a person's own attempts, never against strangers' work.
Submission provenance
Document metadata, template history and revision trails are read alongside the content. A script that arrived through an unexpected route is flagged with the reason attached.
Reference credibility
Cited sources are checked for being real, dated and plausible: the classic tell of outsourced or generated work, caught with the specific citation quoted.
AI-usage analysis
Indicators of generated text are reported as evidence-linked signals for your assessor's judgement, never as an automatic penalty or a single opaque percentage.
“Harvard Business Review, 2031”: publication date implausible, citation quoted for review
04 · A human decides
The decision stays with a person.
A human decides
Integrity outputs are signals for a qualified decision-maker. The system never penalises a candidate, a learner or an employee on its own.
Attempt-keyed history
Each attempt has its own immutable record, so comparisons run against the person's genuine baseline, not a guess about it.
Private by architecture
Signals are computed inside your deployment boundary, with zero third-party AI in the marking path. Nothing anyone writes trains a model.
These are standing commitments, not settings: read the commitments →
Know who you're certifying, hiring and growing.
One record for the person: screened at the door, verified at assessment, developed against the framework. Every judgement quoted, every decision human.
A 30-minute briefing: one role or one cohort scoped, your own packs screened in front of you before anything integrates.