Corporate
Values, integrity, hard gates
- Right-to-work
- Security clearance
- Leadership principles
Enterprise.
Hire for environment fit.
Kit voice-screens every applicant against the standard your People function owns. Built for Chief People Officers at organisations of 3,000+ employees.
Environment fit · On every applicant · Voice-screened
Why environment fit
89%
of failed hires fail on environment fit - not on skills.
Leadership IQ, 20,000-hire study
Skills fit gets a candidate to interview. Environment fit decides who succeeds once they're in the role. Today, every screening tool in the market is built around skills. Kit is built around the standard your People function owns.
What your function gets
Three claims your CPO can take to the board, week one.
01
AI strategy
AI hiring your board defends.
Kit is production-grade agentic AI on day one - blind to the resume, structured voice screen, scored independently. The AI Act / NYC LL144 / EEOC questions already have an answer.
Read how →02
Culture, operationalized
Your standard, in every hire.
Four owners compose the standard: Corporate, Business Unit, Role Family, Manager. Every applicant is voice-screened against it. Culture stops living in a deck and starts living in every screen.
Read how →03
Manager development
Managers measurably better at hiring.
Every hiring manager gets a calibrated brief, an evidenced shortlist, and a hire-quality signal over time. The variance between your strongest and weakest hirers narrows quarter by quarter.
Read how →
What Kit does
One agent. Five jobs. Brief through to offer.
Every applicant your organisation receives gets a voice screen against the composed standard. Real conversation, in the candidate's own language, scored against the rubric your People function and your hiring managers built together. One agent, end to end - not five tools stitched together in a seam.
Brief to offer. Five jobs.
01
Takes the brief.
Ten minutes with your hiring manager. Kit pulls together what Corporate requires, what the Business Unit needs, what the Role Family expects, and what the manager wants in the room. The standard moves from someone's head to a written artefact.
02
Writes the job advert.
Built from the standard. What the advert promises - pace, scope, autonomy, the way you actually work - the screen tests. No drift between marketing copy and screening criteria.
03
Voice-screens every applicant.
Not a sample. Not the top 10%. Every applicant. A real conversation in their own language, scored against the rubric you set with the hiring manager. Transcript and evidence on every screen.
04
Recommends interviews, with evidence.
Shortlist plus reasoning. Manager makes the call. Kit shows them what the candidate actually said, and how it scored against each criterion.
05
Stays in the conversation through to offer.
Interview scheduling. Offer construction. Onboarding handoff. Kit doesn't disappear when the screen is done.
How the screen works.
Real conversation, against the standard.
Within hours of an application landing, Kit calls the candidate. Not a script. Each question is shaped by a criterion you set. The candidate answers in their own words. Kit listens, scores against the rubric, and never makes a claim it can't show the evidence for.
Evidence on every score.
Every score traces to a moment in the conversation. Open any candidate. Click any criterion. Kit shows the seconds of audio and the words that produced the score. If Kit doesn't have evidence for a claim, it doesn't make the claim. No black box.
Manager judgement, preserved.
Most AI in hiring is built to take judgement out of the manager's hands. We think that's wrong. The manager is the only person who actually knows their team. Kit doesn't replace their judgement - it gives them better information to use it with. The standard your People function set decides what the screen tests. The manager decides who joins the team.
“It did not have that stiff, form-filling feel a lot of AI hiring tools still have. It actually felt like a conversation, not a system you are being processed through. People stayed in it longer, and their answers felt more thoughtful without us having to chase depth.”
The four owners
Four owners. One composed standard.
Corporate sets the values. The Business Unit sets the context. The Role Family sets the craft. The Manager sets the room. Together they compose the standard every applicant is screened against.
Business Unit
Domain context, customer profile, commercial maturity
- Industry experience
- Scale of past employer
- Geography
Role Family
Craft rubrics
- PM craft
- GTM cycle ownership
- Engineering depth
Manager
Room-fit, judgement calls
- Team dynamics
- Current capability gaps
- Manager preference
What Kit returns
Four returns measurable from day one.
Conservative, sourced, real. The slower compounds - replacement-cost reductions, regrettable-attrition softening, comp-inflation drag - land downstream. These four you measure from week one.
10-15 hrs
Per recruiter, per week. Returned to the partnership work only recruiters can do.
Resume triage, application sift, first-screen calls, follow-ups, write-ups - the bulk of a recruiter's week is the screening conversation and the work around it. Kit takes it. At a TA team of 30 recruiters supporting 1,000 hires a year, that's 14,400-21,600 hours returned annually - capacity that goes back into manager calibration, offer construction and candidate care.
SHRM Talent Acquisition Benchmarking, 2024
Days → Hours
Time from application to first conversation, compressed.
Today's median application-to-first-conversation is 5-7 days. By the time your recruiter calls, the strong candidates have accepted other offers. Kit voice-screens within hours of application landing - same week, not next week. The hires you want are still available when you decide to call them.
Industry ATS reporting
Quarter on quarter
Manager hire-quality variance narrows.
Every hiring manager gets a calibrated brief and an evidenced shortlist. Over a year, the dashboard shows the variance between your strongest and weakest hirers narrowing - managers become measurably better at hiring, not because Kit makes their decisions but because Kit gives them better information to make them with.
100%
Applicants reached. Every one of them. Employer brand, compounded.
Most corporates receive hundreds of thousands of applications a year. The vast majority hear nothing back - or a templated rejection. Every one of those people talks about your employer brand to other candidates, on Glassdoor, on LinkedIn. Kit voice-screens every applicant, returns specific feedback to each, and matches non-fits to other open roles in your business. The applicants you don't hire become the applicants who recommend you.
Employer-brand uplift, measured monthly via candidate NPS + Glassdoor sentiment
Beneath these - replacement-cost reductions from better hire quality, regrettable-attrition softening, comp-inflation drag, audit defensibility under EU AI Act / NYC Local Law 144 / EEOC. The commercial case below models the structure of the math at your scale.
Live with Apogee
Kit keeps the front door consistent no matter how busy things get. It is not replacing recruiters - it is taking on the messy, unpredictable early screening layer so the team can focus where it actually counts. The biggest difference is not just speed. It is that everything feels clearer.
The commercial case
What this builds. What it returns. When it pays back.
Hiring is one of the biggest line items your function manages. The benchmarks below cover what shifts when Kit deploys - recruiter capability, hire quality, candidate experience, AI strategy posture, audit defensibility, cost per hire. Same recruiter team, same hourly cost: the recruiter doesn't leave; the recruiter's hour becomes more valuable.
Pricing.
Kit is an annual contract. Pricing scales with the number of hires, not the number of seats. Speak to the founding team for the bracket that fits your volume.
Eight shifts your function will read off the dashboard.
Industry benchmarks where shown; customer modelling where directional. All substantiated against your team's actual data during onboarding.
Recruiter capability lift
Phone screening: recruiter time + applicant coverageFirst-call screens are the bulk of today's recruiter week, and most applicants never get one. Kit phone-screens every applicant, against the standard your People function set, every time. | TodayRecruiter does it · most applicants never reach a phone screen | With Kit · Lift0 recruiter hrs · every applicant phone-screenedTime saved AND coverage achieved |
Recruiter time on inbound processingResume triage, application sift, scheduling, write-ups, follow-ups. Kit takes it. Recruiters reinvest in passive candidate attraction, pipelining for critical roles, and partnership with hiring managers. | TodayThe bulk of the week | With Kit · LiftFreed for sourcing, pipelining, partnership workTime re-deployed up the value stack |
Reqs handled concurrently per recruiterConcurrent load is the real ceiling on TA throughput. Removing the first-screen layer lifts the ceiling - same recruiter team, more active reqs at the same standard. | TodayYour team's current load | With Kit · Lift2-3× current2-3× throughput, same team |
Hire quality
High-potential candidates with non-perfect resumesResume keyword matching filters out the people whose resumes don't sell them well. Kit's structured voice conversation surfaces them. The holy grail of performance-based hiring, internal mobility and inclusion. | TodayFiltered by keyword match | With Kit · LiftSurfaced via voice screenPerformance-based hiring · mobility · inclusion |
Hiring-team interview time on unsuitable candidatesManager-facing interviews are expensive - 4-6 senior people × 60-90 min × multiple rounds. Kit's voice screen produces interview-ready shortlists; the interviews that happen are the ones worth having. | TodayTime spent on candidates the manager wouldn't hire | With Kit · LiftInterview-ready shortlists300% improvement in interview quality (manager-reported) |
Employer brand
Employer brand with the candidate populationEvery applicant - including those Kit recommends against - gets a real conversation, with specific feedback, in their own language. See the candidate testimonials on Kit's home page: candidates rate Kit above any other talent pipeline they've used. | TodayMixed sentiment across hiring tools | With Kit · LiftCandidates rate Kit above any other talent pipelineThe comparison is in the candidate voice - read the comments |
AI strategy
AI strategy + audit defensibilityEnterprise AI for hiring today forces a choice: abstract platforms you'll integrate for nine months, self-hosted agents that work until they don't, or wait for your ATS vendor's roadmap. Kit is production-grade agentic AI on day one - blind to the resume, structured voice screen against criteria you set, scored independently. Bias is removed by design, not audited away after the fact. | TodayAbstract platforms · DIY self-hosted · multi-month ATS integrations | With Kit · LiftProduction-grade agentic AI on day one - blind voice screen, scored independentlyFull benefit without months of integration · bias removed by design |
Same recruiter headcount. Same hourly cost. Eight shifts that compound. Kit's annual contract at this scale is typically a single-digit-percent fraction of the lift; payback is measured in months, not years. Downstream returns from better hire quality, retention and employer-brand compound monthly on top.
Industry benchmarks: 10-15 hrs/wk recruiter screening time (SHRM Talent Acquisition Benchmarking 2024); 33% increase in interviews per hire since 2021, 13.4 average concurrent reqs per recruiter (Gem 2026 Recruiting Benchmarks); £3,500 cost per hire UK industry average (SHRM 2024); 300% improvement in interview quality (manager-reported customer data). Reduction and uplift percentages are directional and substantiated against your team's actual data during onboarding.
When you see results.
- Phase 0 diagnostic complete - variance in your hiring standards visible across one role family2 weeks
- Phase 1 pilot live - Kit running the full sequence in one Business Unit6 weeks
- First measurable calibration across managers12 weeks
- First quarter the dashboard shows org-wide consistency26 weeks
Where Kit fits
Five categories of AI hiring software. Kit operates at a different layer.
Each category below solves a fragment of the hiring problem. Kit operates one layer above - composing the standard before the screen, then running every job from brief to offer against it. The categories sit alongside Kit, not in place of it.
AI screening tools
HireVue, Sapia, Apriora, Ribbon, HeyMilo
- Built for
- Running and scoring screening conversations against criteria the buyer provides.
- Where Kit operates differently
- Kit writes the criteria before it screens. Screening tools score against the rubric you hand them; Kit composes the rubric from four named owners - Corporate, Business Unit, Role Family, Manager - and then conducts the screen against it.
AI sourcing tools
Juicebox, hireEZ, Moonhub
- Built for
- Finding candidates outside your applicant pool - LinkedIn, GitHub, the open web.
- Where Kit operates differently
- Different stage of the funnel. Sourcing tools find people upstream of your inbox; Kit voice-screens every applicant already inside it - and matches non-fits to other open roles in your business. They sit alongside each other, not in place of each other.
Conversational / scheduling automation
Paradox, Sense
- Built for
- Acknowledging, scheduling, routing applicants - operational throughput in the hiring inbox.
- Where Kit operates differently
- Conversational tools acknowledge applicants; Kit interviews them. The output isn't a calendar invite or a templated reply - it's a structured voice screen with a transcript, evidence per criterion, and a ranked shortlist with reasons.
Workforce intelligence platforms
Eightfold, Phenom
- Built for
- Workforce planning, internal mobility, succession - modelling the workforce you already have.
- Where Kit operates differently
- Workforce platforms model the people you employ; Kit screens the people you're about to hire. Different altitude - those platforms answer “who's on our bench?” Kit answers “what did this candidate demonstrate against our explicit standard?”
AI executive-search agents
Dex, HireQuotient
- Built for
- Running an outsourced search per placement - an agent-led replacement for the executive-search firm.
- Where Kit operates differently
- Service shape vs platform shape. Executive-search agents run one search and leave with their data. Kit is the platform your function operates: the data, the standard, and the screening capability stay with you permanently.
Kit is the only platform here operating the full sequence - brief through to offer - as a single agent against a single environment definition.
Integration
Operates today without your ATS. Integrates with it on contract.
Kit runs today screening people for environment and role fit automatically for every position. Using the inbox your teams already use. No ATS integration required to start. For enterprise contracts, Kit's team builds a direct integration with any ATS system during onboarding - scoped, timelined and committed in writing as part of your deployment plan.
Today, without integration
Inbox monitoring.
Kit watches the hiring inbox your team uses. Candidates reply to Kit; Kit writes back; your team sees the threads.
Structured exports.
Screening results as digest, CSV or summary - drops into manual review cleanly.
Built during onboarding
Your ATS.
Direct integration scoped to your stack, timelined in your deployment plan.
HRIS, career site, inbox-to-ATS sync.
Standard enterprise integrations built alongside the ATS work.
If your stack includes a system you'd like integrated, we'll scope it during commercial discussion.
Security
Your security standards, implemented on an agreed timeline.
We're a small team, building Kit deliberately. Tell us what your security team requires - we'll show what's in place today and commit in writing to meeting the rest on a timeline you sign off.
Certifications
On request
Tell us the attestations your security team requires. We'll confirm what we currently hold and provide a written, dated commitment to meeting the rest.
Data residency
On request
EU, UK, US, in-region. Tell us where your candidate data must live and be processed; we'll confirm before any conversation starts.
Privacy & data subjects
Documented
GDPR / UK GDPR lawful basis, retention, deletion and subject-access requests are written into the privacy policy and into our DPA.
Reviews & DPAs
On request
Vendor security questionnaire, penetration-test summaries, sub-processor list and a signable DPA - supplied under NDA on first contact with your team.
Identity (SSO)
Available
SAML 2.0 and OIDC for Okta, Azure AD, Google Workspace and any standards-compliant IdP. Configured during onboarding.
Provisioning (SCIM)
Available
SCIM 2.0 user provisioning for any compatible IdP. Group and role mapping configured per customer.
FAQ
Questions that come up before procurement.
How does Kit handle bias?
Kit's screening conversation is blind. It does not see the candidate's CV, name, photo, school, employer history, age, gender, ethnicity or any background data. Each candidate is asked the same set of criterion-shaped questions you defined, scored against the same rubric, and returned with evidence per score. Two candidates with comparable answers receive comparable scores - full stop. The bias factors that enter resume-led screening (the school on the page, the previous employer's logo, the name that signals demographics) are removed by design because Kit doesn't see them. Every score is auditable end-to-end; every decision is defensible under EU AI Act, NYC Local Law 144, and EEOC.
Does Kit replace talent / recruiters or sit alongside them?
Kit does the screening conversation. Your talent team and recruiters do the work only humans should do - manager calibration, offer negotiation, candidate care, the awkward middle of a difficult hire. If your recruiting organisation is built around sourcing-and-screening throughput, Kit will change the shape of the team. If it's built around partnership with hiring managers, Kit gives that work more oxygen.
“It is not replacing recruiters at all - it is taking on that messy, unpredictable early screening layer so the team can focus their time where it actually counts.”
- Kelly, Head of Talent Acquisition, Apogee (an HP company) Isn't this just another screening layer?
No. Resume screening reads a piece of paper. Kit conducts a voice conversation. Resume screens - manual or AI-assisted - match keywords against a job description. They tell you nothing about how a candidate thinks, communicates, or operates under pressure. They miss environment fit by design, and they let strong candidates fall through because the right words weren't on the page. Kit voice-screens every applicant in their own language, against a rubric your People function owns. The output isn't a keyword match - it's a transcript, an evidence-linked score per criterion, and a recommendation backed by what the candidate actually said. Resume screening filters the page. Kit screens the person.
Can we pilot before committing org-wide?
Yes. Start with one Business Unit or role family. Watch the consistency data for a quarter. Expand on the evidence the pilot generates. Corporate values stay set across the organisation, but a pilot doesn't require the whole org to commit at once.
What happens to candidate data?
Lawful basis, retention windows and deletion are written into the DPA. EU, UK or US data residency confirmed before the first conversation. Subject-access requests are documented in the privacy policy. The Security section above covers the procurement checklist. The DPA is signable on first contact.
Deployment
How Kit gets to org-wide. In three phases.
Start with one role family. Watch your environment variance show up. Scale on the evidence the pilot generates.
Phase 0
Diagnose.
One role family. Two weeks. Pull the last twelve hires. Have each manager describe the criteria they used. The variance Kit surfaces becomes the case for Phase 1 - or doesn't. Either way, you keep the diagnostic output for internal use.
Phase 1
Pilot.
One Business Unit. One quarter. Kit takes the brief, runs the screen, recommends interviews. Manager calibration converges within 8-12 weeks. By the end, the pilot has produced a working evidence base for the next phase.
Phase 2
Org-wide.
All Business Units against a single Corporate standard. Each BU runs its own Layer 2 context. Each Role Family runs its own Layer 3 craft. Continuous calibration becomes operational. Hiring becomes a capability your organisation runs on, reportable monthly.
45 minutes with the team building Kit. Walk through how Kit screens for your team, your roles, your standards.
Kit screens for your environment, before you ever meet someone.