The hiring decision platform for enterprise TA teams
Better req decisions. Faster time to fill.
Kreativs helps TA teams pressure-test whether a role should open before the req goes live, then identify qualified candidates faster once hiring begins. Less wasted screening. Fewer hiring manager resets. Every req and candidate recommendation documented from the start.
Know whether to hire before you open the role.
Most TA teams inherit urgent reqs after the decision has already been made. Kreativs changes that — structured alternatives reviewed before the search begins, so TA is not measured against a role that was not ready to open.
Fill approved roles faster once hiring begins.
Time to fill stretches because of screening load, rejected slates, and interviews that restart from scratch. Kreativs surfaces evaluated candidate recommendations earlier — fewer resets, faster decisions.
Kreativs CoPilot — Talent Acquisition
Every applicant evaluated before a recruiter reviews a single resume.
Recruiters skip the first-pass screen. Every candidate is evaluated against role requirements, intake context, and job description — not keywords, not resume format — so hiring managers get candidates they can act on sooner.
Evaluation complete for your Senior Product Manager role. 47 applications evaluated against role criteria. Here is your evaluated candidate pool.
Evaluated candidate pool — ranked by fit
Which candidates are strong enough to advance but have a gap worth testing?
Jordan and Alex are the strongest overall. Jordan leads on cross-functional roadmap ownership but has no direct B2B SaaS experience — worth probing. Alex has stronger SaaS background but less evidence of leading without authority. Recommended: advance both, hold Sam and Casey. Gap-specific interview questions attached for Jordan and Alex.
Show me Jordan's evaluation.
Jordan has 6 years owning cross-functional roadmaps across engineering, design, and data. The role requires someone who can hold alignment without direct authority — Jordan's last two roles were exactly that environment. One gap: no direct B2B SaaS experience, though adjacent. Tailored interview question generated for that specific gap.
Evaluation — Jordan M.
Jordan M. · 94 / Strong fit
Every candidate has a written assessment. Every gap has a tailored interview question. Every recruiter and hiring manager starts from the same evidence before the first call is made.
Where Kreativs enters
Your ATS handles applications.
Kreativs handles decisions.
Your ATS, job board, and inbound channels stay exactly as they are. Kreativs works alongside from day one, covering the decisions that happen before and during hiring that your ATS was never built to make.
What changes
Your ATS handles applications. Kreativs handles decisions.
Pre-search evaluation
Should this role be opened at all?
Criteria defined upfront
Evaluation criteria set before first application arrives
Criteria-based ranking
Decision-ready recommendations with written assessment per candidate
Contextual pool Q&A
Ask questions across the evaluated candidate pool
Context through rounds
Candidate-specific interview questions based on evaluated gaps
Real-time audit trail
Every decision documented as it happens, before anyone asks
Past candidates reused
Prior applicants re-evaluated against new roles automatically
From the hiring decision to day one
Every stage of the hiring decision. One platform behind it.
Kreativs covers the full hiring decision — from whether to open a role at all, through to who shows up on day one. Ask questions of your candidate pool, carry evaluation context through every interview round, and document every decision as it happens. Start with the part that addresses your most immediate need. Add the other when you are ready.
Pre-search workforce evaluation · Powered by Agent Ryodan
Know whether to hire before you write the JD.
Should you be hiring at all? Kreativs helps answer that before the search begins — structured recommendation across all alternatives, documented for TA, the hiring leader, and finance.
- Capacity and skill gap analysis before headcount is committed
- Structured recommendation: hire, re-org, restructure, redesign, or delay
- Documented brief ready for leadership before any search begins
AI-powered talent acquisition · Powered by Kreativs CoPilot
Candidates your hiring managers can act on sooner.
CoPilot evaluates every candidate before a recruiter reviews a single application. Recommendations are ready before manual review begins, with context that builds through every interview round and every decision documented.
- Every applicant evaluated before recruiter review begins
- Recruiter review hours reduced — teams start from evaluated recommendations, not resume stacks
- Context builds through every interview round — nothing resets, nothing repeats
Two reqs on the table. One answer before the search opens.
Ryodan helps TA pressure-test whether reqs are genuinely justified before the search begins — so intake conversations are grounded in documented reasoning, not urgency, opinion, or whoever is pushing hardest for headcount.
Tell me what is driving the need. What is the actual situation you are trying to solve?
Our engineering org is scaling fast. VP of Engineering wants two senior engineering managers. But I am not sure both reqs are actually justified right now.
Good instinct to pressure-test before opening both. Walk me through the current team structure — how many direct reports does each proposed EM cover, and where is the coordination load actually falling today?
One team has 14 engineers with no manager. The other has 9, currently reporting to the VP directly. That one feels more like a span-of-control fix than a real gap.
That distinction matters. Here is the structured assessment on both:
Assessment summary — two reqs evaluated
EM Req 1: 14-engineer team · EM Req 2: 9-engineer team
Documented recommendation ready for TA, the hiring leader, and finance — open one search now, pause the second before recruiter capacity is spent on a req that may not be justified. Both decisions evidenced, not instinctual.
Your second interviewer walks in fully informed.
Every prior evaluation, assessment, and interview response carries into the next round automatically. The second interviewer does not start from the resume — they start from everything the process has already learned about this candidate.
Jordan M. is moving to second round. Here is what the first round established and what still needs to be tested.
What did round one cover?
Cross-functional leadership and roadmap ownership — both confirmed strong. The B2B SaaS gap was probed. Jordan's response was solid but surfaced a related question: how they have handled product velocity in high-compliance environments. That is the thread for round two. Interview question generated.
Round 2 brief — Jordan M.
Built from evaluation + round 1
No context lost between rounds. No questions repeated. Every interviewer starts from the full picture — not the resume.
Start with one role.
Whether the role is already open or still being planned, we will show how Kreativs evaluates the decision, the candidates, and the evidence. Your role. Real output. No scripted demo.