Join forward-thinking HR teams using TalentLens AI to build fairer, faster, and smarter hiring pipelines.
No credit card required · Setup in under 1 day · EU AI Act compliant
Why TalentLens
The hiring system is broken by design. We fixed it.
Keyword-matching ATS tools were built for compliance and speed — not for finding the best person for the job. TalentLens was built differently, from the ground up.
75%
of qualified candidates filtered out by keyword ATS before a human sees them
$15K+
average cost of a single bad hire, excluding lost productivity
6 wks
average time spent screening CVs for a single role at a mid-size company
3×
more diverse shortlists when name, age, and gender are removed before scoring
The Core Problem
Your ATS is optimised for filtering — not for finding.
Traditional applicant tracking systems scan for exact keyword matches. They miss career-changers, non-standard CVs, and anyone who describes their experience in plain language rather than HR jargon.
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The Keyword Problem
A candidate who "led a cross-functional team of 12" gets filtered out if the job description says "team management experience required." Same competency. Different words. Rejected automatically.
TalentLens maps meaning, not words
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The Time Problem
HR specialists spend an average of 8 minutes per CV. For a role receiving 200 applications, that's 27 hours of screening — before a single interview. Most of that time is spent on poor-fit candidates.
75% reduction in screening time
⚖️
The Bias Problem
Humans introduce unconscious bias. Algorithms trained on historical data replicate past decisions. Both result in shortlists that look like your last hire, not your best possible hire.
Name, age & gender redacted before scoring
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The Compliance Problem
Under the EU AI Act (2025), automated hiring decisions require full explainability and audit trails. Most ATS tools cannot produce them. TalentLens was built with XAI compliance as a core requirement, not an afterthought.
EU AI Act compliant from day one
TalentLens vs. Traditional ATS
See the difference clearly.
Every major hiring pain point, addressed directly.
Capability
Traditional ATS
TalentLens AI
CV matching method
Keyword search
Semantic NLP — understands meaning
Career-changer detection
❌ Filtered out
✅ Surfaces transferable skills
Bias mitigation
None built-in
Name, age, gender redacted pre-score
Screening speed
Hours to days
Ranked shortlist in minutes
Explainability (XAI)
❌ Black box
✅ Full decision audit trail
EU AI Act compliance
❌ Not supported
✅ Built-in from day one
ATS integration
Standalone only
API overlay — no migration needed
Diversity tracking
Manual reporting
Automated DEI analytics dashboard
The problem is real. The fix is here.
See TalentLens in action on your own open roles. No deck. No jargon. Just better candidates in 20 minutes.
No credit card required · 14-day free trial · EU AI Act compliant
Platform Features
Every feature built around one goal: finding the best person.
Six core capabilities that work together to eliminate the three biggest failure modes of modern hiring: keyword filtering, unconscious bias, and zero explainability.
Core Capabilities
Six features. One platform. Zero compromise.
Each feature was designed to address a specific, documented failure point in traditional ATS workflows.
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Semantic NLP Engine
The core of TalentLens. Instead of searching for exact keywords, the engine understands the contextual meaning behind language — mapping experience to competency, regardless of how it's phrased.
Core Technology
92% semantic match accuracy on benchmark datasets
Understands synonyms, industry variants, and plain language
Detects transferable skills from different industries
Trained on 50M+ CV and job description pairs
🎯
Match Score Engine (1–100)
Every candidate receives a dynamic Match Score based on alignment across three dimensions: technical competency, role fit, and cultural indicators. Fully weighted and adjustable per role.
Scoring Engine
Technical, role, and culture dimensions scored separately
Weights adjustable per job description
Score breakdown visible to recruiter at all times
Benchmark against your historical hire performance
🛡️
Bias Mitigation Layer
Before any CV is scored, personal identifiers are automatically redacted. Name, age, gender, nationality, and photo are removed — so every candidate is evaluated purely on what they can do.
3× more diverse shortlists vs. unfiltered screening
Methodology published and externally audited annually
📊
Explainable AI Dashboard (XAI)
Every scoring decision is fully explainable. Recruiters see exactly why a candidate was ranked where they were — and every decision is logged in a tamper-proof audit trail.
Legal Protection
Full decision rationale per candidate, per role
Tamper-proof audit log for regulatory review
EU AI Act Article 13 & 14 compliant out of the box
Exportable reports for legal and HR teams
🔗
ATS API Integration
TalentLens doesn't replace your existing ATS — it makes it smarter. A lightweight API overlay connects TalentLens to your current system, delivering ranked shortlists directly inside your existing workflow.
Integration
Native connectors for Workday, SAP, Greenhouse, Lever
REST API for custom ATS integrations
Setup in under 1 business day — no migration required
Webhook support for real-time pipeline updates
📈
Diversity Analytics
Automated DEI tracking built into every hiring pipeline. Monitor shortlist diversity in real time, set targets, and generate compliance reports — without any manual data collection.
Reporting
Real-time shortlist diversity monitoring
DEI trend reporting across roles and departments
Automated compliance report generation
Benchmarking against industry standards
Integrations
Works with the tools you already use.
TalentLens connects via API to your existing ATS. No migration. No retraining. Your team keeps working exactly as before — just with better shortlists.
🔷 Workday
🟦 SAP SuccessFactors
🟩 Greenhouse
🔵 Lever
🟠 iCIMS
⚫ SmartRecruiters
🔗 REST API (custom)
How It Works
Up and running in three steps.
No migration. No retraining. From connection to ranked shortlist in under a day.
1
Connect Your ATS
Link TalentLens to your existing system via API. Native connectors for Workday, Greenhouse, Lever, and SAP take under 30 minutes to configure.
2
Post a Role
Create a job posting as normal. TalentLens reads the description and automatically builds a semantic competency model — no template or tagging required.
3
Get Ranked Shortlists
As CVs arrive, TalentLens scores, redacts, and ranks them in real time. Your recruiter opens their ATS and sees a bias-free shortlist — with full XAI breakdown for every candidate.
See every feature live on your data.
Book a 20-minute demo and we'll run TalentLens on one of your actual open roles — no prepared data, no scripted walkthrough.
14-day free trial · No credit card · Setup in under 1 day
Interactive Business Tool
Calculate your real savings with TalentLens AI
Enter your hiring data to see exactly how much time, money, and missed talent your current process is costing you.
Your Current Hiring Process
SMB Team · Starter Plan · $299/mo
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⚠️ Some values look unusual — double-check inputs for realistic results.
Key assumptions: TalentLens reduces screening time by 75% and bad-hire rate by 40% based on platform benchmarks.
Calculation Formula
Screening Cost = Hires × CVs × (Mins/60) × HR Rate TL Screening = Screening Cost × 0.25 (75% saved) Bad Hire Cost = Hires × Bad Rate × Cost per Bad Hire TL Bad Hire = Bad Hire Cost × 0.60 (40% reduced) Net Annual Saving = (Savings − Plan Cost) × 12 ROI % = Net Annual Saving / Annual Plan Cost × 100
Your Projected ROI
Annual Return on Investment
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Fill in your details to see results
Screening cost (current)—
Screening cost (with TL)—
Screening time saved—
Bad hire cost (current)—
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TalentLens monthly cost—
Net monthly saving—
Net annual saving—
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Marketing Resources
AI-Powered Marketing & Content Strategy
A complete 30-day content strategy, lead nurture workflow, and welcome email — built around TalentLens AI's brand identity.
Content Calendar
30-Day LinkedIn, Instagram & Email Plan
A 30-day LinkedIn, Instagram and email plan designed to build awareness, educate HR decision-makers, and drive demo bookings.
Week 1 — Awareness (Days 1–7)
Day 1LinkedIn
📊 Data Hook
Your ATS is rejecting your best candidates. Up to 75% of qualified applicants are filtered out before a human reads their resume. Keyword matching was built for speed — not intelligence.
Day 3Email
🎓 Education
Subject: What does "qualified" actually mean? Most filters search for job titles and keywords — not competencies. This week: how semantic NLP reads meaning behind words, not just the words themselves.
Day 5LinkedIn
💡 Insight
3 types of great candidates your ATS will never surface: 1. Career-changers with transferable skills 2. Non-standard CV formats 3. Plain-language experience descriptions. TalentLens finds all three.
Day 7Instagram
🎨 Visual Stat
92% semantic accuracy. TalentLens doesn't search for keywords. It understands meaning. "Led cross-functional project" = Leadership. Real understanding. Real shortlists.
Week 2 — Education (Days 8–14)
Day 8LinkedIn
📖 Explainer
What is Semantic NLP? Traditional ATS: finds the word "managed." Semantic NLP: understands "led," "owned," "drove" — all as leadership signals. The difference is the talent you hire.
Day 10Email
📩 Case Study
Subject: How one HR team cut screening time by 75% Before TalentLens: 3 HR specialists, 6 weeks, 400 CVs per role. After: ranked shortlist in 48 hours. Same team. Better candidates.
Day 12LinkedIn
⚖️ Ethics
The EU AI Act changed hiring forever. From 2025, automated decisions require explainability and auditability. Every TalentLens score comes with a full XAI breakdown — so you can explain every decision.
Day 14Instagram
🎨 Before/After
400 CVs in. 5 perfect matches out. No bias. No guesswork. No missed talent. That's TalentLens AI.
Week 3 — Trust & Social Proof (Days 15–21)
Day 15LinkedIn
🗣️ Quote Post
"We were skeptical AI could understand context. TalentLens proved us wrong in the first week." — Head of TA, Series B SaaS The candidates surfaced were ones we'd have missed entirely.
Day 17Email
📊 ROI Email
Subject: Calculate your hiring ROI in 2 minutes We built a free calculator that shows exactly what inefficient screening costs your team. No sales call required. Try it at talentlens.ai/roi
Day 19LinkedIn
🔍 Myth-Bust
"AI in hiring is biased." It can be — if built carelessly. TalentLens removes name, age, gender, and nationality before scoring. We publish our bias audit methodology. Transparency isn't optional for us.
Day 21Instagram
📈 Metric Visual
3× more diverse shortlists. When you remove bias from the filter, diversity follows naturally. Not as a policy — as a result.
Week 4 — Conversion (Days 22–30)
Day 22LinkedIn
🎯 Objection Handler
"We already have an ATS." So do all our clients. TalentLens layers on top via API — no migration, no retraining. Just better shortlists inside the tools you already use.
Day 24Email
⏰ Urgency
Subject: Q2 hiring season — are you ready? The teams hiring fastest this quarter are already building smarter pipelines. Book a 20-minute demo and see what TalentLens surfaces in your next open role.
Day 26LinkedIn
💬 Poll
Quick poll for HR leaders — biggest hiring bottleneck? 🔵 Too many unqualified CVs 🟢 Slow time-to-hire 🟡 Losing candidates to competitors 🔴 Diversity & bias concerns
Day 30Email
🚀 Final CTA
Subject: One question before you go What would it mean to reclaim 75% of screening time this month? Book a no-pressure demo. No deck. No jargon. Just results.
How It Works
Up and running in under a day. No migration. No disruption.
TalentLens connects to your existing ATS as an intelligent layer — scoring, redacting, and ranking candidates automatically from the moment you post a role.
🔗
Step 1 — Connect Your ATS
Link TalentLens to Workday, Greenhouse, SAP SuccessFactors, Lever, or any ATS with an open API. Setup takes under 60 minutes — no data migration, no retraining, no disruption to your existing process.
One-Time Setup
📋
Step 2 — Define the Role
Paste in your job description or build one inside TalentLens. Our NLP engine automatically extracts required competencies, seniority signals, and cultural fit markers — no manual tagging required.
Automated
🛡️
Step 3 — Bias Redaction
As CVs arrive, TalentLens strips names, age indicators, gender signals, and nationality markers before any scoring takes place. Candidates are evaluated purely on competency alignment — nothing else.
Automated
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Step 4 — Semantic Scoring
Every CV is scored 1–100 against the role requirements using our Semantic NLP engine. "Led cross-functional delivery" scores the same as "managed project team" — because they mean the same thing. Context, not keywords.
Automated
📊
Step 5 — Ranked Shortlist in Your ATS
Your recruiter opens their existing ATS dashboard and sees a ranked, bias-free shortlist with Match Scores and a plain-English explanation for each candidate's ranking. No new interface to learn.
In Your Existing Tools
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Step 6 — XAI Audit Trail
Every scoring decision is logged with a full explainability breakdown — which competencies matched, which were absent, and why the score was assigned. One click exports a compliance-ready audit report for EU AI Act requirements.
Always On
Security & Compliance
Built for trust — at every layer.
From EU AI Act compliance to GDPR data controls, TalentLens was designed with legal and ethical accountability as a foundation, not an afterthought.
🟢 EU AI Act Compliance
TalentLens is classified as a high-risk AI system under the EU AI Act and meets all required standards: human oversight, explainability, bias monitoring, and a documented audit trail for every automated decision. Compliance reports can be exported in one click.
🟢 Explainable AI (XAI)
Every candidate score comes with a plain-English explanation: which competencies contributed to the score, which were absent, and how the role requirements were weighted. There are no black-box decisions — every output is auditable and defensible.
🟢 Bias Mitigation by Design
Name, age, gender, and nationality are removed from all CVs before scoring begins. TalentLens scores candidates exclusively on competency alignment. Our bias methodology is published and reviewed on a rolling basis — because accountability is not optional.
🟢 GDPR & Data Privacy
All candidate data is processed in accordance with GDPR. Data is encrypted in transit and at rest, never sold or shared with third parties, and automatically purged after your defined retention period. SSO and role-based access controls are included on Enterprise plans.
🟢 SOC 2 Type II Infrastructure
TalentLens runs on SOC 2 Type II certified infrastructure. Uptime SLA of 99.9% with redundant failover. Enterprise customers receive a dedicated security review and custom data processing agreements.
📋 Candidate Data Rights
Candidates retain the right to request an explanation of any automated decision made about their application. TalentLens provides a structured mechanism for HR teams to respond to subject access requests — fully aligned with GDPR Article 22 requirements on automated decision-making.
Welcome Email Template
Welcome Email Template
Sent immediately after a lead submits their email via the ROI calculator. Personalised with their calculated savings figure.
TalentLens AI
Your ROI Report is Ready
Your hiring process is costing you more than you think.
Hi [First Name],
Based on the numbers you entered, your team is spending an estimated $[X] per month on manual CV screening — and potentially losing $[Y] per month to avoidable bad hires.
TalentLens AI can recover the majority of that — automatically, within your existing ATS.