How do you hire in the age of AI?

If you are an executive, you are probably considering how to keep your workforce competitive.

If you're hiring primarily for AI skills listed on a CV, you're focused on the wrong thing: those skills, like all others, will become obsolete with the next model release.

Traits, or soft skills, like adaptability and grit are becoming paramount in today's workforce.

And yet, none of the current solutions in the market surface these reliably and at scale in large candidate pools.

The traits we measure are the ones Harvard, Kellogg, and the world's leading researchers have spent decades defining.

The signal comes from the environment record: where someone worked, when, for how long, in what sequence, and what those environments demanded of the people inside them. That record is verifiable and expensive to fake. An AI can polish a personal statement infinitely; it cannot retroactively put someone through the UBS integration of Credit Suisse.

Trained across profiles spanning fintech, healthcare, and climate, this lets us surface the candidates who will actually drive value for you in the long run, not just the ones who write the best CV.

The conversation usually starts with the CEO or founder, who is thinking strategically about workforce composition and long-term competitiveness, and who then brings in the Head of Talent or Head of People to own execution.