UnicornWorks
A role, described as the outcomes it needs. Then how each person and that role would actually meet.
The description doesn't say yet. Write more about what has to happen, or set it yourself.
Outcomes, not attributes. “Rebuild onboarding so activation doubles by Q3” tells you something; “eight years of experience” doesn't.
Don't have their code? Ask them for a Stance360. The invitation names the role, so they're agreeing to this specifically.
Name the role and the candidate first.Team fit
A team's phase coverage is the union of what its members are naturally aligned with — not an average of them. Add the people you work with and this reads what the group can absorb between them, where the strain lands, and what a hire would change.
A team read runs on people, and people have to be kept somewhere — so this one needs an account. Sign in and you can add colleagues by name, attach each person’s Stance result, and read what the group covers between them.
Coverage describes what a team is naturally aligned to absorb. It is not a ranking of people, and working outside a natural phase is a skill that can be built — a gap says where the cost will land without support, not what anyone is capable of.
The audit record
Every ranked slate this account has run, with the version of the scoring that produced it. Where local law regulates automated hiring tools, this is the file your auditor asks for — and it is the one thing that cannot be reconstructed later, because it is written at the moment of the decision or not at all.
No demographic information is collected here, ever. A bias audit computes selection rates by sex and race or ethnicity — those categories belong to you, gathered by your own voluntary self-identification, and joined to this export on candidateRef, a stable pseudonym salted per account so the same person assessed by two customers cannot be correlated across them. We do not ask candidates for them and we do not hold them.