Pre-Hire Confidence Calibration for Heads of Talent on Senior IC Misfires

A pre-hire confidence-grading service for heads of talent at UK/US 50-200 person product, engineering, and boutique consulting firms hiring senior ICs into £80-150k judgment-heavy roles. Before the offer is sent, the head of talent enters a confidence score and reasoning bullets predicting whether the finalist will survive 90 days without a PIP, formal decision-reversal, or exit. AE's adversarial multi-model debate generates a structured pre-offer challenge pack the firm runs through its existing interview loop; the HoT records what came back. At 90 days, AE grades pre-hire confidence against three objective HRIS-recorded events the HoT already pulls — PIP status, exit status, formally-documented decision reversal — never against subjective manager opinions. AE compounds this into a per-firm calibration profile: which pre-hire signals (challenge-pack performance, reasoning-bullet patterns) predict which objective 90-day outcomes for THIS firm. Hiring managers enter nothing; HoTs report on themselves using records that exist independently of AE.

AE's reality-graded prediction engine maps 1:1 onto a publicly-acknowledged confidence gap in senior IC hiring, with HRIS-objective grading, single-buyer workflow, and pricing math that fits the solo founder's £100-300K ARR target.

Still in evaluation (phase: ranked). No verdict yet.