AIVANA
People at the Center, Performance by Design
Our human talent is the operating system of the business. AIVANA protects their well-being and turns that into reliable performance at scale.
We believe great operations start with cared-for people. That’s why our hiring and onboarding in AIVANA prioritize clarity, fairness, and growth. When candidates and new hires know what’s expected, feel respected, and see a path forward, they ramp faster, make fewer errors, and stay longer, raising quality across every program.
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Trust & Transparency
People-First Principles (how we treat talent):
- Clarity & Respect: Plain-language expectations, structured rubrics, timely updates, no ghosting.
- Fairness by Design: Human review, calibrated scoring, second-look on edge cases.
- Well-Being & Access: Accommodations on request; reasonable pacing and workload.Growth Mindset: Feedback loops from day one; skill plans that tie to real work.
Operational Impact (what leaders see):
- Faster Time-to-Productivity: Clear stages and templates reduce ramp friction.
- Higher Quality & Consistency: Evidence-based reviews align decisions across teams.
- Lower Rework & Risk: Standardized checklists, audit trails, and compliance by default.
- Stronger Retention: Cared-for teams stay and compound know-how.
From Shortlist to Hire, Structured, Auditable, Human
AIVANA is our internal ATS workspace. Approved AIKO candidates move through interviews, decisions, offers, and onboarding with the same people-first, evidence-backed approach.
Request a Walkthrough See a Sample Candidate ProfileWhat This Page Is (and Isn’t)
AIVANA is not a product for sale. It’s how we run hiring responsibly: structured stages, clear rubrics, and human approvals, supported by AI for speed and consistency.
How AIKO and AIVANA Work Together
AIKO
Runs the assessments and creates evidence-rich scorecards.
AIVANA
Manages everything after shortlist: interviews, approvals, offers, and onboarding, keeping the evidence attached to each profile.
Candidate Lifecycle in AIVANA
Role Setup & Guardrails
Job definition, required skills, interview rubric, decision rights.
Shortlist Import from AIKO
Scorecards, clips/transcripts, and notes travel with each profile.
Interview Scheduling & Structured Scoring
Panels use the same rubric; notes are timestamped and attributable.
Decision Reviews
Two-person approval on offers; exceptions require written rationale.
Offers & Compliance
Document collection and required checks with least-privilege access.
Onboarding Handoff
Accepted hires move to HR/Ops with a complete evidence trail.
Evidence Chain (Single Source of Truth)
Each candidate profile includes:
AIKO assessment results and artifacts (scorecards, clips, transcripts).
Interview feedback mapped to rubric criteria.
Decision history with approvers and timestamps
Offer package, acceptance, and onboarding checklist
Outcome: Every decision is explainable and auditable.
Collaboration & Approvals
- Role-based access for recruiters, hiring managers, QA, and leadership.
- In-line comments and @mentions with resolution history.
- Weekly/bi-weekly calibration notes to keep scoring aligned.
Candidate Care & Communications
- Clear timelines and status updates (no ghosting).
- Accessibility accommodations on request, without penalization.
- Respectful, plain-language templates for all stages
Data Protection (Plain English)
- Minimization: Only what’s needed for hiring.
- Use: Recruitment purposes only, no data selling.
- Security: Access logging and encryption in transit/at rest.
- Retention: Time-bound retention with archive/delete schedule.
Integrations & Hand-Offs
- Calendar and email for interview scheduling.
- Exports for your HRIS/CRM and document workflows.
- Reporting on stage durations, drop-off, and hiring SLAs
Safeguards & Evidence
Guardrails, What We Don’t Do
No fully automated accept/deny decisions
No scraping of personal social media for hiring
No surprise tests, candidates know what’s measured
Evidence You Can Review
Sample Candidate Profile (anonymized) with assessment history
Interview Rubrics & Notes (attributed, time-stamped)
Calibration Summaries that show reviewer alignment
FAQ’s
Is AIVANA a product we can buy?
No. It’s our internal ATS workspace used to run hiring responsibly.
Who makes the final decision?
Human reviewers using structured rubrics and documented evidence. AI assists, it doesn’t decide.
Can stages or rubrics be customized by role?
Yes, sales, support, tech support, and back-office roles have tailored rubrics and checklists.
How do you reduce bias?
Calibrated rubrics, reviewer rotation, written rationales for exceptions, and evidence-based decisions.
How do we see results?
We can share anonymized profiles, rubrics, and example reports during a walkthrough.
