Know who is ready.
Know what to do next.
Hirvora turns scattered hiring signals into a small, evidence-backed action queue—showing who deserves human attention, what still needs verification, where conversion is leaking, and what action can move the outcome forward.
Frontline Hiring Command Center
The product is moving from “matching” to conversion intelligence.
The strongest problem is not simply finding more applicants. It is turning existing applicants, candidate pools and employer demand into fewer wasted interviews, more successful hires and more verified job starts.
Earlier Hirvora
Define criteria and create evidence-backed candidate priority.
Retail, restaurant, staffing, logistics and manufacturing.
Review First / Verify candidate queue.
Who deserves attention first?
Updated Hirvora
Connect opportunity, evidence, verification, actions and outcomes.
Frontline direct hiring, workforce/employment services, specialist search.
Ready / Verify / Conflict + conversion leakage + next best action.
What is most likely to create the next interview, hire or Job Start?
One engine. One measurable outcome loop.
Keep the strongest parts of the current evidence-first architecture, but extend them all the way to interview, offer, start and learning.
Different users. Same conversion engine.
Hirvora should not become three separate products. The underlying model stays Opportunity → Evidence → Verification → Action → Outcome; each customer type gets a different command center.
For franchise groups, restaurants, retail, food production, logistics, facilities and other recurring frontline hiring.
- Turn an employer's real operating conditions into decision criteria.
- Verify exact shift, site, current interest and start availability before interview.
- Reactivate existing applicant pools instead of always buying more traffic.
- Show 3–5 interview-ready people rather than another stack of résumés.
Employer view
For Employment Ontario and other outcome-driven employment service organizations.
- Target / actual / forecast / recoverable gap.
- Candidate × Opportunity Readiness instead of static “job ready.”
- Submission → Interview → Offer → Start conversion leakage.
- Daily EC / BDR action queues and Job Start rescue.
Manager view
For boutique recruiters and niche direct-hire search—not temp payroll or generic staffing.
- Structured intake around what the hiring manager actually cares about.
- Commercial / operational evidence briefs instead of résumé forwarding.
- Reactivation of previously sourced candidates with freshness checks.
- Outcome memory across shortlist → interview → offer → start → retention.
Specialist search view
Interactive readiness demo
This mock pilot shows how Hirvora can handle the same candidate differently by exact site and operating requirement. Demo data is illustrative and contains no real candidate information.
Data trust before AI confidence.
Workforce and applicant data changes quickly. Hirvora should show where a signal came from, when it was last confirmed and whether it is fact, self-report, observation or inference.
Résumé, candidate confirmation, recruiter / consultant conversation, document, employer feedback or AI extraction.
Verified · Self-reported · Observed · AI-inferred · Unknown.
Current · Needs refresh · Stale, with a last-verified date for decision-critical fields.
Only ask for the small set of fields that actually block a live decision—not 50 fields for profile completeness.
No recommendation without evidence.
No evidence without provenance. Missing evidence is not a failed requirement. Human judgment remains the final decision layer.
PARTIAL → some evidence, not enough
UNKNOWN → verify before decision
CONFLICT → confirmed operational mismatch
INFERENCE → clearly labelled, never silently treated as fact
Conversion calculator
Use this simple demo to focus a pilot on measurable outcomes rather than “AI accuracy.” Change the funnel values and watch the conversion metrics update.
Validate on one real workflow before building more.
The next Hirvora MVP should be proven through small, real hiring pipelines—not through more generic features.
Bring one real hiring workflow.
Hirvora is looking for small pilot partners willing to test one role or pipeline and compare the evidence, verification and conversion workflow with their current process.