Stop Guessing.
Start Knowing Who They Are.
ProvenATS reads LinkedIn profiles and produces 22-dimension psychographic profiles, personality, values, career trajectory, and behavioral fit, in under 60 seconds. No questionnaires. No waiting.
Resumes tell you what someone did. Not who they are.
46%1 of new hires fail within 18 months, with 89% of failures driven by attitude and motivation rather than technical skills.
Replacing an employee costs between half and twice their annual salary2, and up to 213% of salary3 for executive and specialized roles.
A meta-analysis of 172 studies4 finds person-organization and person-job fit are negatively correlated with intent to quit (ρ=-.35 and ρ=-.46), confirming that fit drives retention.
Traditional ATS tools organize resumes. They do not understand candidates.
Psychographic profiling at scale.
ProvenATS uses a multi-agent inference system where each dimension is analyzed by a specialized AI agent, calibrated on domain-specific psychological research and validated benchmarks.
Everything you need to hire with confidence.
22-Dimension Profiles
Personality, values, trajectory, adaptability, and vocational fit, all from a LinkedIn URL. Optional resume text fills in sparse profiles.
Under 60 Seconds
No questionnaires. No scheduling. Submit a URL and the full pipeline runs in real time.
Live Coding Assessments
Send a token-invited link with a problem tailored to the role. Browser-native editor and terminal. We grade their process and their code.
Interview Q&A Scoring
Capture interview questions and answers, then run them through an AI rubric for a verdict, score, and per-question reasoning.
Side-by-Side Comparison
Stack 2 to 6 candidates against an overlay radar. Set minimum dimension targets per role and the table marks who meets the bar.
Batch Processing
Upload a CSV of LinkedIn URLs and analyze hundreds in parallel. The "Compare Top N" shortcut auto-ranks by fit score.
Role-Specific Weighting
Set tier weights and per-dimension targets per role. Rankings recompute on read so changing weights updates results without re-running inference.
Candidate Library
Every analysis joins a persistent pool with tags. Re-score the whole library against a new job description in one pass.
One-Click Rejection
Editable email template stored per user. Send rejection notices to captured candidate emails with full audit trail.
Enterprise Security
AES-256 encryption, PII-conscious pipeline, row-level security, SOC 2 ready.
Four tiers. Specialized agents. One unified profile.
Most AI tools use a single model to analyze candidates. That is like asking a general practitioner to perform heart surgery. We use a multi-agent architecture where each dimension is analyzed by an agent trained on domain-specific psychological research.
Manual psychographic review of a single LinkedIn profile takes a trained recruiter many minutes of focused reading and is rarely systematic. ProvenATS produces a calibrated 22-dimension profile in under 60 seconds, reproducible, evidence-cited, and version-stamped.
Three tiers. Match your hiring volume.
Standard
Core structural + HEXACO personality + top values + adaptability. The essentials for fit screening.
Advanced
Full HEXACO + all Schwartz values + Risk Appetite + Knowledge Sharing + Network Quality.
Premium
Everything + RIASEC + Career Anchors + SDT + convergence checks + trajectory forecast.
Ready to stop hiring blind?
Create a free account and run your first analysis in minutes. No credit card, no waiting.
- 1. Murphy, M. (2011). Hiring for Attitude. Leadership IQ. Three-year study of 5,247 hiring managers across 312 organizations finding that 46% of new hires fail within 18 months and 89% of those failures are attitude-driven, not skill-driven. leadershipiq.com
- 2. McFeely, S., & Wigert, B. (2019). This Fixable Problem Costs U.S. Businesses $1 Trillion. Gallup. Replacing an employee costs between one-half and two times their annual salary. gallup.com
- 3. Boushey, H., & Glynn, S. J. (2012). There Are Significant Business Costs to Replacing Employees. Center for American Progress. Meta-analysis of 30 case studies finding turnover costs reach up to 213% of salary for executive and specialized roles. americanprogress.org
- 4. Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Individuals' Fit at Work: A Meta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit. Personnel Psychology, 58(2), 281-342. onlinelibrary.wiley.com
- 5. Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting Meta-Analytic Estimates of Validity in Personnel Selection: Addressing Systematic Overcorrection for Restriction of Range. Journal of Applied Psychology, 107(11), 2040-2068. Structured behavioral assessment (r=.42) predicts job performance more than twice as strongly as unstructured interviews (r=.19). doi.org/10.1037/apl0000994