What changes for enterprise hiring
Enterprise hiring today
- Thousands of CVs screened on self-reported keywords — the ATS ranks claims, not proof.
- AI screening tools you can't explain to a works council or an auditor.
- Every vendor is another data-processing agreement and another place your candidates' data lives.
- Compliance, talent and engineering each see a different slice — no shared source of truth.
With InTransparency
- Candidates ranked on evidence-backed skills extracted from real academic work, with an audit trail.
- Explainable scoring built for the EU AI Act — every match decision is inspectable.
- EU primary database, a published sub-processor list, data-minimised — a single DPA instead of a vendor sprawl.
- One shared, verifiable profile that talent, compliance and engineering all read the same way.
AI search
Describe the role. Get candidates ranked on verified work.
Search in plain language — the AI reads verified projects, endorsements and coursework, and ranks candidates on evidence, not CV keywords.
Discovery before they apply
Describe what you're looking for in natural language; InTransparency returns a shortlist of verified candidates ready to contact — including those who haven't applied to your posting yet.
What that means in practice: Smart Search at /demo/ai-search · search by skills extracted by AI from real projects.
See it in actionSkills extracted from artifacts, not parsed from CVs
An ATS analyzes the CV it receives and tries to guess at skills. InTransparency analyzes GitHub code, theses, projects, design files — the artifacts that actually prove a candidate can do the work.
What that means in practice: Skills mapped to ESCO v1.2 taxonomy · optional professor endorsement as bonus signal.
See it in actionMatching runs on our models, not yours
The matching runs on our models, not inside your stack. We publish the algorithm registry and keep an explanation for every result of a talent-match search. How your own role qualifies under the AI Act is an assessment to make with your legal team — we do not carry it for you.
What that means in practice: Public model cards at /algorithm-registry · stored per-match explanation · audit log on sensitive operations.
See it in actionYour internal AI can call us as a tool
Running a Claude-powered recruiting copilot in-house? Import our OpenAPI spec into your agent framework. Every candidate lookup returns verified evidence your copilot can cite.
What that means in practice: MCP + OpenAPI 3.1 + scoped API keys (read, watchlist, webhook, write).
See it in actionEU sovereignty + data residency
Primary database on Neon in EU Central (Frankfurt). The sub-processor list is public at /privacy/processing, with the providers outside the EEA and the transfer basis for each. Draft DPA on request.
What that means in practice: Status matrix at /eu-compliance: 18 standards with a declared status and 4 public read-only endpoints.
See it in actionAnd yes, we feed your existing ATS too
Already running Greenhouse or Lever? Verified shortlists can land in your ATS — candidates arrive as pre-screened applications. Your workflow doesn't change, just the quality of the inputs. But this is the smaller story: the real value is in the discovery + evidence above.
What that means in practice: Webhook events: match.created, credential.issued, stage.completed. See /integrations/agents.
See it in actionWho signs off
Head of Talent Acquisition
Cuts screening load without adding an unexplainable black box — and can defend every step of the funnel.
Compliance & Data Protection
Gets EU hosting for the database, profiles pseudonymised until contact, and an audit log of profile access.
Engineering / Hiring Managers
Reads the candidate's actual code and project evidence before the first interview, not a keyword-matched CV.
Is your hiring pay-transparency ready?
The EU directive is in force. Run a 2-minute readiness check — get your gaps and an action plan.
How an enterprise deal typically works
- Procurement sends us their standard vendor questionnaire. We return it with our procurement page attached plus any gap answers.
- IT/security reviews our compliance matrix (18 EU standards with a declared status) and the sub-processor list.
- 30-day pilot: your recruiters use the platform directly — free for up to 5 seats. See whether discovery of pre-verified candidates actually lifts quality of hire and time-to-shortlist.
- If the pilot lands: choose between native InTransparency workflow, ATS bridge into Greenhouse/Lever/Workday, or both. Per-seat or consumption-based pricing — your call.
- Multi-year framework agreement optional for organizations with annual procurement cycles.
Verified talent that plugs into your ATS — and your compliance
Enterprise hiring is volume, audit, and integration. Pre-verified candidates flow into your ATS, every match arrives with its score broken down by criterion, and contacts, searches and profile views stay in an exportable log.
Pre-verified candidates pushed to Greenhouse, Lever, Workday or SmartRecruiters. Keep your workflow, add a verified signal.
Every match arrives with the factors that produced it, the points each earned, and the evidence behind them.
Searches, profile views and contacts are recorded with actor and timestamp.
Candidate contacts, searches and profile views by date range, downloadable without raising a ticket.
Your req needs 15 pre-screened grads in your ATS with an audit trail. Push them from InTransparency and keep your process.