Inspectable by design.
Most AI hiring tools hand you a number you can't take apart. Scovai publishes the whole calculation: a fixed weight budget, half of it computed directly from the role's stated requirements, half of it model judgement returned as four separate subscores, each with its own written reason. You always see which part produced which points.
How scoring actually works.
CVs, assessments and interview transcripts are parsed into structured signals: skills, seniority, work history, salary expectation. Extraction only: no score is produced at this stage.
Skill coverage weighted by criticality (a BLOCKER requirement counts three times an important one and ten times a nice-to-have), plus seniority fit and compensation realism against the posted budget. Fixed weights, pure arithmetic: exactly half the composite.
The other half is a model call on four dimensions (technical depth, domain trajectory, communication fit, cultural context), each returned 0โ100 with its own written explanation, at low temperature. It is judgement, and we label it as judgement instead of burying it inside the total.
The platform recommends, people decide. Scores that fall below the statistical floor for their role-and-seniority cohort are routed to a human reviewer automatically, on a queue the hiring recruiter cannot close themselves.
CVs, assessments, interview transcripts
Models parse and normalise, no score assigned yet
Computed half plus judged half, fixed 50/50 budget, calibrated per role family and seniority
Blocker penalties, career-transition and context modifiers capped at ยฑ5, confidence from data coverage
Every dimension, weight and explanation retained
The scoring pipeline: models read and judge, published weights combine, humans decide
Why it matters.
Not "explainable-ish." Every point breaks down into a named dimension, its weight, and, for the judged half, the model's own written reason for that subscore.
A stored judgement replays against the computed layers, so a past score can be reproduced and re-checked line by line. Full action log behind it.
No demographic attribute is ever an input to the score. Candidates landing below the statistical floor of their cohort get flagged for human review instead of being quietly ranked last.
When a candidate, an auditor, or a regulator asks "why this person?", the answer is the weights, the evidence behind each one, and the reviewer who signed off.
One platform. One intelligence layer.
RISE, HIRE, DEVELOP and AUGMENT are not four separate tools. They are one system that follows people and roles across the entire lifecycle.
Rise
Understand potential. A verified picture of skills, experience, cognitive ability, personality and career potential.
Hire
Turn potential into better hiring decisions. Source, screen, assess, interview and rank through one explainable process.
Develop
Turn talent intelligence into growth. Understand competencies, close gaps, enable internal mobility and plan succession.
Augment
Turn role intelligence into Human and AI performance. Understand every role, see what AI can augment, deploy the right Digital Employees.
From job title to complete description in seconds.
Enter a job title and click one button. Scovai's AI generates a complete, structured job description, including requirements, skill levels, nice-to-have qualifications, and a competitive salary range, all based on real market intelligence.
- Full job description with role context and responsibilities
- Structured requirements with skill levels (Advanced/Intermediate) and priority tags
- Nice-to-have qualifications auto-suggested for the role
- Salary range estimation based on seniority and location
- Everything is editable: AI assists, you decide
Tell me about a time you had to refactor a large legacy codebase. What was the situation, and what specific task were you responsible for?
Adaptive interviews, video-first. Available 24/7.
The AI Interview Agent conducts adaptive, structured interviews using the STAR methodology. Video is the default format, with voice (including phone) and text also available, set per role by the recruiter. It generates role-specific questions, asks intelligent follow-ups based on candidate responses, and produces a comprehensive evaluation report, all without scheduling conflicts.
- STAR-method interviews with adaptive follow-up questions
- Role-specific question plans generated from the position requirements
- Video by default; voice (including phone) and text also available per role
- Comprehensive report with strengths, concerns, and hire recommendation
- Candidates can interview anytime: no scheduling bottlenecks
The same intelligence layer, now sitting in a seat.
Role-trained Digital Employees you hire by the month. Each one receives a confirm-first setting at assignment, has named oversight, reaches you on the channels your team already uses and works beside the person who owns the seat.
A Digital Employee is a role-trained specialist you hire, not a chatbot you install: it is briefed on one seat in your organisation, it belongs to one team and no other, and it works under a named human who stays accountable for everything it touches. Same rule as the score above: the system proposes, a person decides.
Browse by role and competency. Every Digital Employee shows what it does, where it's reachable, and how it's rated. No demo call to find out.
Hire it and your Digital Employee is briefed on your actual seat: responsibilities, tools, tone and the people it works with. It starts useful on day one.
Your Digital Employee runs alongside whoever owns the seat: proposing, drafting, answering. Named human in control, every action on an audit trail.
- Unclaimed. The first team to subscribe makes it theirs.
- Per month ยท Per active Digital Employee
- Governed ยท Human in control
S.C.O.V.A.I.: the method, not a made-up word.
Semantic Career Orchestration & Validation through Augmented Intelligence.
We read meaning, not keywords. A CV in any supported language becomes structured, comparable signal.
We don't stop at the hire. We carry the same data from application to onboarding to development.
Every claim gets verified: skills tested, identity confirmed, traits measured. Nothing taken on faith.
The operative word is augmented. The AI does the heavy reading. The human makes the decision. Always.
Every CV and every role is embedded as a vector of meaning, not keywords. The closer a candidate sits to the role in this space, the stronger the semantic fit, across any language.
Semantic matching: candidates and roles in the same embedding space
Built for GDPR and EU AI Act compliance.
Every AI decision is explainable. Every piece of data is traceable. Scovai is designed from the ground up to meet Europe's strictest regulations, so you can hire confidently and responsibly.
Explainable AI
Every score, every ranking includes a plain-language explanation. No black box decisions.
GDPR Consent
Granular consent management with audit trail. Candidates control their data at every stage.
Human Oversight
Request human review of any AI decision. EU AI Act Article 14 compliance built in.
Bias Monitoring
Automatic demographic bias analysis on scoring. Gender and age distribution tracking in real time.
The engine behind the extraction runs on Cortex, a centrally governed AI gateway with named, audited providers, built for regulated environments.
