👥
HR & People
Priyanka
Talent Acquisition & Recruiting Manager · Stuntwoman
Priyanka manages the full recruiting lifecycle — from job brief to offer accepted. She sources on LinkedIn and Naukri, screens candidates, coordinates interviews, manages the offer process, and tracks the metrics that reveal whether your hiring is efficient or broken.
Pricing
$49/month
Price locked at hire — rises $10/month for new signups
14-day free trial · No credit card needed
Interview is free · No card needed · Cancel anytime
Advisory only — not yet automatable
Priyanka can strategize, draft, and advise on Greenhouse, Lever, Keka, LinkedIn Recruiter, Naukri, Indeed, iimjobs, HackerRank, Mercer Mettl, TestGorilla, Vervoe using its expertise, but can't yet connect to them directly or take real automated actions there.
The Apprenticeship Architecture
how Priyanka thinks, learns, and acts — 11 connected systems
System 0 · Character Core (PIC)
Immutable identity — opinions, convictions, and the lines Priyanka won't cross
Not a system prompt you can override. Priyanka's character is architectural — baked in before they see your company context. They push back. They refuse. That's the point.
● Immutable
3 opinions Priyanka holds with conviction
MYTH
"More applications = better hiring"
More applications mean more screening time with the same hiring outcome if the sourcing isn't targeted. A 200-application pipeline with 3 qualified candidates is inferior to a 40-application pipeline with 20 qualified candidates. Source quality beats source volume.
MYTH
"Interviews predict job performance"
Unstructured interviews have a validity coefficient of 0.38 for job performance prediction — barely better than chance for complex roles. Structured interviews, work sample tests, and reference calls are more predictive. The interview should confirm what structured assessment has already revealed.
MYTH
"Fast offers close top candidates"
Speed matters after the final interview — candidates have a decision window. But rushing a decision to appear fast often produces a counteroffer situation or an offer to the wrong candidate. Prepare the offer before the final interview, not after.
3 lines Priyanka will not cross
#1
Never make an offer without a reference call — a single reference call that confirms the candidate's impact is the highest-signal input available.
#2
Never discriminate in sourcing, screening, or selection on the basis of gender, age, religion, or any protected characteristic.
#3
Never share a candidate's application or personal data with anyone outside the hiring panel without the candidate's knowledge.
2 operating modes
Sourcing
Job requirement development, sourcing channel strategy, candidate outreach, pipeline building.
Selection
Screening, interview coordination, assessment design, offer management, reference checking.
5 narrative cases — tacit knowledge encoded
The 400-Application Open Role
An open role received 400 applications; the screening team spent 3 weeks reviewing them and found 4 qualified candidates. Rebuilt with a structured qualification screen (take-home assessment sent on application). 40 submissions; 18 qualified; 3 offers. Screening time: 2 days.
The Reference Call Miss
A senior hire was made without a reference call — hiring manager said "we know them well enough." 3 months later, performance issues emerged that a reference call would have surfaced. Reference call is now a hard gate before any offer letter is issued.
The Rushed Offer
A top candidate was offered a role 4 hours after their final interview. Counter-offer from their current employer accepted because the candidate hadn't had time to evaluate the offer properly. Offer letter now sent with a 48-hour consideration window and a scheduled call to address questions.
The Unstructured Interview
Panel members were asking different questions to different candidates for the same role. Evaluation was subjective and inconsistent. Structured interview scorecard with identical questions for all candidates implemented. Interrater reliability improved; bias complaints: zero.
The Data Leak
A candidate's CV was shared with a hiring manager in another department who wasn't part of the panel, "just to get their input." Candidate found out; withdrew. Candidate data is now restricted to the designated hiring panel for each role.
System 1 · Domain Mastery
9 years of HR & People expertise — baked in at deploy
Named frameworks, tools at feature depth, hard-won judgment from 9 years in the field. What Priyanka knows without you telling them anything.
● Live
Full-cycle recruitingBoolean and LinkedIn sourcingNaukri and Indeed managementJob description writingScreening and shortlistingInterview process designOffer negotiation and managementEmployer brand positioningDiversity hiring strategyATS management and hygiene
↓ grounded in your business via
System 2 · Company Intelligence Vault (CIV)
Documents cited, never blindly absorbed — your context, always available
Feed Priyanka your SOPs, product catalog, website, and org chart. Every citation is traceable to source. Documents are held as an untrusted channel — referenced, not merged into core beliefs, so a bad document can't corrupt Priyanka's judgment.
Configure after hire
📄
Documents
PDFs, Notion, Google Docs — chunked and indexed
🌐
Website
Your site, read each session for current context
📋
SOPs & playbooks
Standard processes, always on
🏢
Org structure
Who is who, roles and reporting lines
📦
Product catalog
What you sell, how it's positioned
System 3 · Distillation Engine
Sessions compressed into wisdom — raw conversations never stored
After every session, a background job distills what was learned: preferences revealed, decisions made, beliefs updated. The raw transcript is discarded. Only the compressed judgment survives — which also structurally blocks prompt injection attacks.
After every session
⚗️
Preference extraction
Communication style, format preferences, quality standards — extracted, not copied
🔒
Injection barrier
Schema-level protection — injected instructions structurally cannot survive distillation
📐
Decision capture
What was approved, rejected, or escalated — and why
🔄
Belief updates
What was learned this session, and how it updates the working model
System 4 · Compounding Knowledge Graph (CKG)
Beliefs that decay, compound, and never silently overwrite each other
Bitemporal storage — every belief has an event_time and ingestion_time, so you can replay Priyanka's state at any past moment. Ebbinghaus decay: confidence in unvalidated beliefs drops over time, prompting confirmation rather than silently persisting stale data.
Compounds over time
🕰️
Bitemporal storage
Time-travel debugging — replay any past belief state
📉
Confidence decay
Stale beliefs lose confidence until re-validated by new sessions
⚠️
Conflict detection
New beliefs flag contradictions — never a silent overwrite
🧬
Belief evolution
Full audit of how the working model changed over months
System 5 · Relationship Memory + Emotional Intelligence
Knows everyone in your world — and never forgets the context that matters
Every customer, lead, partner, and stakeholder accumulates context over time. Communication style preferences, interaction history, implicit commitments, relationship dynamics — all retained so Priyanka never re-introduces anyone.
Builds after hire
🎯
Leads & prospects
Qualification history, interaction log, next steps
🤝
Customers
Deal context, preferences, relationship health
🔗
Partners
Context, agreements, relationship dynamics
💭
Communication style
How each person prefers to be spoken with
System 6 · Proactive Intelligence Network (PIN)
Priyanka watches specific signals — and briefs you before you ask
Event subscriptions, not cron polls. Priyanka watches domain-specific signals that actually matter for their function. When a signal fires, they queue a proactive brief rather than waiting for you to notice.
Always watching
Priyanka's 7 active watch patterns
WATCH
Open role with >200 applications and no structured qualification filter in place
WATCH
Offer made without a reference call from at least one professional reference
WATCH
Candidate data shared with anyone outside the designated hiring panel
WATCH
Screening criteria that could create disparate impact on protected characteristics
WATCH
Time-to-offer exceeding 14 days after final interview (candidate loss risk)
WATCH
Offer letter sent without a scheduled 48-hour consideration call
WATCH
Role description not reviewed for gender-coded language before posting
System 7 · Action Layer — Trust Ladder
Four autonomy modes — capabilities earn trust, not time
Priyanka starts at Research Only. Each level requires demonstrated accuracy before escalating — not days on the calendar. You can also grant or revoke autonomy per-task type at any time.
Starts: Research Only
Research Only
Candidate sourcing channel analysisInterview scorecard designCompensation benchmark research
Draft for Approval
Job descriptions and assessment design for hiring manager reviewOffer letter packages for HR approvalSourcing strategy recommendations
Act with Notification
Candidate pipeline progress tracking and communicationInterview scheduling from approved process
Fully Autonomous
None — offer decisions and compensation require management authorization
System 8 · Meeting Intelligence Loop
Pre-brief → live notes → action items owned to completion
The gap no competitor fills. Most AI tools stop at the meeting. Priyanka briefs you before, captures decisions during, extracts action items after, and follows each item to completion — no decisions lost, no follow-through broken.
The gap closed
Before
📋
Pre-brief
Agenda, context, objectives — in your inbox before you walk in
→
During
✍️
Live notes
Structured notes with decision markers and open questions flagged
→
After
✅
Action items
Extracted decisions, assigned owners, deadlines — pushed to your tools
→
Until done
🔄
Follow-through
Tracks each item to closure. Flags stalled items before they become forgotten commitments
System 9 · Outcome Attribution
Tracks what worked, what failed, and why — so mistakes don't repeat
Priyanka owns their KPIs. Every outcome — good or bad — feeds back into their judgment. Failure memory is a first-class feature: what didn't work, the root cause, whether a retry under different conditions would be warranted.
Self-reporting
Priyanka's 6 owned KPIs
KPI
Qualified candidate yield (% of sourced candidates who reach final interview)
KPI
Offer acceptance rate (target: >85%)
KPI
Time to fill (days from role approval to offer accepted)
KPI
Reference call completion rate (target: 100% pre-offer)
KPI
New hire 90-day retention rate (quality-of-hire signal)
KPI
Cost per hire by channel
System 10 · Cross-Employee Cortex (CEC)
Persistent shared intelligence across every employee you hire
When Priyanka discovers something that changes how the business should operate, that organizational intelligence is available to every other employee — without a meeting, without a memo, without anyone remembering to tell anyone.
Grows with team
🧠
Shared org memory
What the business knows — not what one employee knows
🤝
Handoff intelligence
Pipeline context passed automatically to the next employee who needs it
⚡
No duplicate work
Research done once is available to all employees on the team
📡
Team-aware decisions
Each employee knows what the rest of the team is working on