Predictive Intelligence for Enterprise TA
Augment your ATS with predictive hiring signals. Consistent evaluation, defensible decisions, and measurable quality-of-hire improvement across every business unit.
Intelligence at Enterprise Scale
Predictive signals that integrate with your workflows and improve hiring outcomes across the organization.
Consistent Quality-of-Hire Across Teams
AI applies the same predictive signals to every candidate, every time. No more variance between recruiters. Defensible, data-backed decisions at scale.
Plug Into Your Existing ATS
Pre-built connectors for Workday, Greenhouse, Lever, and SAP SuccessFactors. No rip-and-replace. TalentGPT layers intelligence on top of your current workflow.
Enterprise-Grade Security
AES-256 encryption, SSO/SAML, role-based access, and audit logging. Your candidate data stays yours. GDPR-ready with dedicated support.
Configure Signals to Your Frameworks
Map predictive signals to your competency frameworks and internal hiring criteria. Custom signal weighting for different business units and role families.
What We Reveal on Every Candidate
Impact Potential
Career trajectory score predicting business contribution
Move Likelihood
How ready this candidate is for a new opportunity
Attrition Risk
Probability of staying 18+ months based on tenure patterns
Compensation Gap
Current pay vs market rate and internal equity
Leadership Potential
Signals of management capability and executive trajectory
Internal Mobility Fit
Suitability for role transitions and succession planning
Enterprise-Grade Security
Your data, protected.
See what predictive hiring looks like at scale
Integrate TalentGPT with your existing workflows. Dedicated enterprise support included.
Related reading
Guides for larger hiring operations: measurement, pipeline health and screening at volume.
- How to Screen Hundreds of Candidates Without Burning Out Your TeamWhen a role pulls 500 applicants, manual screening breaks. Here is a system for grading a large pool fairly and fast, without your recruiters losing their minds.
- How to Build a Hiring Pipeline That Does Not Leak CandidatesMost hiring pipelines lose good candidates not to competitors but to their own slowness and silence. Here is where candidates drop out, how to design stages and SLAs, and how to keep people warm.
- Offer to Join Ratio: The Number Indian Recruiting Teams Should Track FirstTime to hire gets all the attention. Offer to join ratio is the metric that actually tells you whether your hiring works, and in India it is the one most likely to be quietly terrible.
- How to Reduce Time to Hire: A Step by Step FrameworkTime to hire is not one number, it is a chain of delays. Here is where the days actually leak in an Indian hiring funnel and how to get them back.