AI-Driven Hiring Platform
The AI-driven hiring platform.
From first source to first day.
An AI-native ATS that sources, assesses, verifies, and manages candidates — with science-grade assessments, structured decision automation, and a persistent AI companion that guides every hire from application to start date.
The Problem
Manually sourcing candidates for every new role wastes weeks. By the time your longlist is ready, the best talent has moved on — hired by a competitor who moved faster.
Unverified CVs, AI-generated applications, and location misrepresentation flood inboxes. Without structured quality checks, teams waste hours interviewing candidates who don't fit.
Email threads, spreadsheets, and disconnected tools mean hiring teams lose track of candidates, miss follow-ups, and have no real-time view of where each role stands.
Layer 1 · Core Hiring Engine
The Recruitment Board gives your team a live, multi-role view of your entire hiring pipeline — from first source through to offer. Bottleneck detection, urgency signals, and source comparison built in.
Head of Finance · Acme Group · London
AI Candidate Match
Head of Finance · Acme Group
Head of Finance · TechCorp UK · London
Finance Director · Apex Ventures · London
VP Finance · NovaTech Ltd · Manchester
Group Finance Manager · Meridian Group · Birmingham
Financial Controller · Centium Capital · Bristol
Layer 2 · AI Sourcing Engine
When a role is created, the AI Sourcing Engine immediately builds a ranked longlist — pulling from competitor-mapped talent, passive candidates, and verified profiles. No manual searching. No wasted days.
Layer 3 · Candidate Companion
The Candidate Companion is always on — answering questions, confirming interview logistics, delivering briefing packs, and handling onboarding queries. Better candidate experience. Fewer no-shows. Faster starts.
Kaidon AI Assistant
● Online
2:14 PM
2:15 PM
2:15 PM
Assessment Science
Most hiring tools score with rules of thumb. Kaidon ships with proper assessment science: a forced-choice Big Five personality test scored with Item Response Theory, an adaptive logic test that adjusts difficulty in real time, and a composite role-fit signal that combines them with structured interview anchors.
Big Five · IRT-scored
Forced-choice format resists faking. 15 sub-facets scored with Item Response Theory — not raw averages — for a defensible personality picture.
Logic · 2-Parameter Logistic
Difficulty adapts to the candidate. Stronger answers unlock harder items, weaker answers unlock easier ones — a fairer measurement in less time.
Role Fit Composite
Personality targets, logic cut-scores, and BARS-anchored interview ratings combine into a single, weighted role-fit score the team can act on.
Architect · AI Hiring Plan Generator
Paste a JD into Architect and Kaidon produces a structured BARS scorecard, a personality target profile, a logic cut-score, and a full interview template — ready for a hiring manager to review and accept. The plan, not the prompt, is the deliverable.
Architect Output
Head of Finance · Acme Group
Scorecard (BARS)
Personality target
Logic cut-score
Interview plan
Automation Rules
Head of Finance · 4 active rules
→ Advance to interview
→ Flag for manual review
→ Notify recruiter + candidate
→ Hold for human approval
Decision Automation
The rules engine moves candidates, flags risks, and triggers reminders the moment a threshold is hit. Anything that materially affects a candidate's progression — including any reject recommendation — is held behind an explicit human accept-step, with consent gating aligned to EU AI Act Article 22.
Quality of Hire
Hiring quality only really shows up months later. Kaidon captures manager-scored checkpoints at 30, 90, 180 and 365 days, weights them by tenure, and rolls up a composite signal that tells you which sources, sectors and decisions actually produce the best hires.
Quality-of-Hire Cohort
Q1 · Finance hires (8)
Day 30
Weight 1×
Day 90
Weight 2×
Day 180
Weight 3×
Day 365
Weight 4×
Fairness, Privacy & Auditability
Kaidon is multi-tenant from row zero, with adverse-impact analytics, an append-only audit log, full GDPR Article 17 erasure, and a per-candidate consent ledger. Every AI output that affects a candidate is held behind a human accept-step.
4/5ths-rule reporting with hashed demographics and k-anonymity — fairness signals built into the data layer.
Every mutation captured with attribution that survives org or user deletion. Three-year retention by default.
Full GDPR Art. 17 anonymisation — PII wipe, consent revocation, blob purge, with financial records retained where legally required.
Per-candidate, per-purpose consent records with legal basis, expiry, and revocation history — append-only.
Key Capabilities
Auto-generates ranked candidate pools on role creation. Pulls from competitor-mapped talent, passive profiles, and your existing pipeline — instantly.
Identity verification, location checks, and AI usage signal detection built into every profile. Only credible candidates reach your hiring team.
Automatic transcription and structured note generation. Candidate profiles are built and updated in real-time from every interaction.
Live, multi-role pipeline board with bottleneck detection, urgency signals, and side-by-side source comparison. See every role at a glance.
A persistent AI assistant that follows candidates from first interaction to their first day — handling logistics, questions, and onboarding support automatically.
UK GDPR, EU GDPR, and EU AI Act compliant by design. AI supports human decisions — never replaces them. Data minimisation and candidate control throughout.
Turns a job description into a structured BARS scorecard, personality target, logic cut-score and full interview template — accept, edit, or override.
Rules engine for stage advances, flags and reminders. Any auto-reject path is held behind a human accept-step, with consent gating aligned to EU AI Act Art. 22.
Manager-scored checkpoints at 30/90/180/365 days, tenure-weighted into a composite band — close the loop on every hire and every source.
Structured weekly hiring update with AI-drafted focus, multi-channel reply-rate tracking, and one-click email export to stakeholders.
Big Five (IRT-scored, forced-choice) and adaptive logic test (2PL IRT) — fairer, faking-resistant assessment built for hiring decisions.
Adverse-impact analytics (4/5ths rule), append-only audit log with attribution snapshotting, full GDPR Art. 17 erasure cascade, and a per-candidate consent ledger.
WCAG 2.1 AA careers site per tenant, plus a 5KB embed widget for any existing site — domain-locked, rate-limited, and zero backend integration.
Every row org-scoped, session-derived boundaries, super-admin console for platform staff. Single codebase, dual-mode for in-house teams and agencies.
Who It's For
In-house talent & people functions
Kaidon Platform gives your in-house team the tools to move faster, hire smarter, and maintain full visibility over every open role — without adding headcount.
Boutique firms & large agency groups
Manage multiple clients, track placements, and stay ahead of the market with funding round alerts and competitor intelligence — all in one platform.
Compliance
Ready to See It?
Request a private demo and see how the platform can transform your hiring — from first source to first day.