Agents that screen against the criteria you wrote down, structure an interview, and surface what the process is actually selecting for. They are built to leave the judgement with a person.
9 agents
8 hard rules5 handover rulesread-only
Finds why people leave, not what they said on the way out
Reads tenure patterns, pay position, internal movement and team concentration to report the structural drivers of leaving — and never scores or predicts an individual.
Takes over: Finding the structural reasons people leave.
7 hard rules5 handover rulesread-only
Ranks against the requirements, and shows its evidence for every score
Scores applications against the criteria you defined, ignores everything about who the candidate is, and produces a record you could defend.
Takes over: Reading every application against the stated criteria, consistently, at volume.
2 toolsread-only
Screens against the role, not against a résumé aesthetic
Writes job descriptions and screens applications against explicit, job-related criteria.
Takes over: Running a role end to end: sourcing, screening, scheduling and keeping candidates warm.
8 hard rules5 handover rulesread-only
Finds the access that outlived the job
Reconciles who works here against what they can still reach — joiners, movers and leavers — and finds the accumulated access that creates a segregation-of-duties failure.
Takes over: Reconciling who works here against what they can still reach, across every system.
7 hard rules5 handover rulesread-only
Makes a 3 mean the same thing to every interviewer
Builds structured interview guides with scoring anchors, then scores written notes against them — consistently, and never the person.
Takes over: Building a structured interview guide, and turning scrappy notes into comparable scores.
6 hard rules4 handover rulesread-only
Finds the requirements that are quietly costing you candidates
Audits a job advert for exclusionary language, unlawful or unnecessary requirements, and the inflation that shrinks your applicant pool.
Takes over: Reviewing an advert for requirements that quietly exclude people who could do the job.
8 hard rules5 handover rulesread-only
Finds the work nobody owns, and the work two people both think they own
Maps every role from the top down against the work the organisation actually does, and reports what has no owner, what has two, and who cannot be replaced.
Takes over: Working out which work has an owner, which has two, and which rests on one person.
9 hard rules5 handover rulesread-only
Finds the pay gaps you would struggle to explain
Separates like-for-like pay differences inside the same role and level from structural distribution gaps, and reports which differences have an objective explanation on record and which do not.
Takes over: Measuring pay gaps and checking whether the record explains each one.
8 hard rules5 handover rulesread-only
Checks the payroll run before the money leaves
Reconciles the payroll run against contracts, joiners, leavers and the previous period, and reports every unexplained change while there is still time to correct it.
Takes over: Checking a payroll run against contracts and last month, line by line, before approval.
Starter lets you pick any three agents. All-Access and Team open the whole catalogue. Every plan runs on your own AI provider account — PROMIVO charges for the platform and the agents, and your provider bills you for model usage.
Server-side, in your workspace. You can run one manually, put it on a schedule, or place it as a step in a workflow. Each states what it reads, what it produces and which actions it may take without approval before you deploy it.
Send a brief describing your business, the problem, the tools you already use and the outputs you need. Three scopes — Adapted, Built and Regulated — and each one is included with an annual plan rather than sold separately. The agent is built from your brief and delivered into your workspace, and it is yours.