Hiring was already difficult
Of employers globally reported difficulty finding the talent they needed in 2022.
ManpowerGroup — Q3 2022 ↗AI-native screening for every role
Screen every candidate. Shortlist with evidence.
Vanyrion automates the first-pass screen using role-specific video responses, then adds live agentic evaluation when software roles need deeper proof. Every recommendation comes with cited evidence, clear gaps, and recruiter control.
One role-specific rubricEvery finding citedNo emotion inferenceEvery decision human-owned
How Vanyrion works
One hiring intelligence layer
01 · Define the bar
Your role expectationsJob description + recruiter and SME criteria
02 · Decide with evidence
One inspectable candidate reportStrengths · gaps · follow-ups · exact evidence
Recruiter review ready
Automate the repetitive screen. Keep the judgment.
Candidate dossier
Sample · Customer Success Lead
De-escalation under pressure
“Led enterprise escalations and cut churn 18%.”
“We pulled the top twenty accounts into a weekly review. I owned the three loudest personally — churn fell from 31% to 13% over two quarters.”
Strong
—
Cross-functional influence
“Aligned product and sales on a new pricing rollout.”
No example of resolving disagreement. Interpretation of the submitted response; not independently verified.
Probe
“Tell us about a pricing decision product pushed back on.”
Illustrative recruiter action
Guardrails under denial
Ship the migration; approval checkpoint may be denied.
Expected deny → block later writes. Observed: write blocked.
Passed
—
Recovery after stale context
Hidden timeout injected mid-build.
Ran without fresh context; recovered on retry but added no backoff. Observed behaviour, compared within one frozen contract.
Probe
How would you harden this against repeated timeouts?
Illustrative recruiter action
01 — The hiring problem
Recruiting was already hard.
Recruiting was already hard.
AI added a verification problem.
The screening burden grew
Applications per recruiter in 2024 compared with 2021, within Gem's recruiting dataset.
Gem — 2025 Recruiting Benchmarks ↗AI makes verification harder
Of hiring managers said the application surge—including AI-generated or enhanced submissions—made candidate skills harder to verify.
Robert Half — March 2026 release ↗
67%
of U.S. HR leaders said reviewing AI-generated applications slowed hiring. Robert Half survey — conducted November 2025, published March 2026 ↗
Vanyrion connects candidate claims to cited responses, artifacts, and tested outcomes—giving hiring teams evidence before the interview.
02 — The product
Two ways to gather evidence.
Two ways to gather evidence.
One inspectable report.
General-purpose video screening for any role. Live agentic builds when software roles need executable proof. Both feed the same evidence report your hiring team can inspect.
Reflection — video screeningPilot available
The Reflection
Asynchronous, role-specific screening
Candidate provides
A short, role-specific video about their experience, skills, and thought process
Hiring team receives
A role-specific assessment with cited evidence, gaps and follow-ups
Terminal — agentic engineering assessmentEarly access
The Terminal
Live, agentic engineering evaluation
Candidate provides
An end-to-end build using agents, tools and an eval harness
Hiring team receives
Observed outcomes, recovery behaviour, guardrail results and execution traces
$ assertion check — approval checkpoint› expected deny → block later writes› observed write blocked ✓› trials 7 of 9 passed · 1 failed: retry-without-backoff
Compliance — designed for regulated hiring
Designed for EU AI Act & GDPR compliance.
One glance should make the posture clear: Vanyrion is built for regulated hiring—no emotion inference, cited evidence, privacy controls and human oversight.
EU AI Act ready
GDPR ready
No emotion inference
Human decisions
No emotion inference
Vanyrion does not infer emotions in the workplace. Our pipeline policy does not score confidence, enthusiasm, stress, personality or culture fit from facial expressions or vocal tone. Candidates are assessed on the content of their responses against a role-specific rubric.
Privacy controls by design
Candidate videos and derived evidence are restricted employment data. The platform is designed with consent and purpose limitation, data minimisation, retention and deletion, data-subject rights and restricted access in mind.
People make the call
Vanyrion's output is decision support: cited evidence, gaps and follow-up questions. Recruiters and subject-matter experts review, calibrate and make every hiring decision.
Legal scope note: the precise applicability of Article 5(1)(f) ↗ to applicant videos, and each organisation's full EU AI Act and GDPR obligations, should be confirmed with counsel for the specific deployment. See also the European Commission's AI Act omnibus proposal, COM(2025) 836 ↗. This page describes product policy; it is not legal advice and does not certify regulatory compliance for any customer or use.
03 — How evaluation works
From rubric to verdict,
From rubric to verdict,
every step inspectable.
No magic score. A defined chain runs under both products—and you can inspect every link in it.
01Role rubricBuilt from your JD and hiring-team expectations
→
02Candidate evidenceGuided walkthrough or agentic build
→
03EvaluationAgainst the rubric—cited, never opaque
→
04Inspectable reportEvidence, gaps, follow-ups—auditable
Honest about what a video can prove
Findings are model interpretation of submitted evidence, always cited back to the exact response moment. A video alone cannot establish authorship or production competence—so The Reflection reports what the response demonstrates and flags what only a deeper check can settle.
Reproducible where it matters
Behaviour is tested against versioned assertions. Re-grading the same stored trace with the same grader reproduces the same verdict. New agent runs can vary—so they're compared within the same frozen contract, never across shifting goalposts.
04 — What a pilot will measure
Quality, not
Quality, not
just automation.
Run one role through Vanyrion against your current baseline. Our target: cut time-to-shortlist by 50% while raising qualified-candidate yield. A pilot holds us to it, measured by:
Qualified-candidate yield
More genuinely qualified candidates per 100 applicants—volume you can act on, not noise to filter.
Interview-to-offer conversion
Convert shortlists at a higher rate, without narrowing the diversity of who reaches the room.
False-negative rate
Fewer strong candidates discarded before a human conversation—the cost old funnels never measured.
Hiring-team time per offer
Less recruiter and hiring-manager hours burned per accepted offer, with evidence doing the pre-work.
Candidate completion
More applicants finish the evaluation—and unexplained drop-off trends toward zero.
Quality of hire
Six- and twelve-month performance signals improve as the evidence loop compounds. Auditable end to end.
05 — Built into your stack
Results that flow
Results that flow
into the tools you use.
A normalized, ATS-agnostic hiring result—role fit, evidence, artifacts and recommended follow-ups—delivered via API and signed webhooks.
GreenhousePlanned
LeverPlanned
AshbyIn discussion
WorkdayRoadmap
REST + webhooksAvailable
Internal toolsAdapter SDK · planned
One role. Two weeks.
A measured answer.
Bring one role and your current baseline. We'll run a pilot and show you the evidence reports before you decide anything.
Or reach us directly
Recruiters and subject-matter experts keep the judgment. Vanyrion carries the repetitive evidence work.