AI is the intelligence.
People are the judgement.
Edge runs five talent functions on one evidence model: psychometrics, AI screening, Orbit, Lead 360 and Succession. AI does the work inside each of them. People stay in charge of every decision that follows.
The same rule everywhere: AI does the work, people own the outcome.
Each function has a different job. What they share is where the AI sits, and where it stops.
Psychometrics
Seven instruments covering behaviour, reasoning, learning agility, judgement and observable work.
AIAdaptive engines choose what to ask next. Simon runs conversational simulations and explains the reports in plain language.
PeopleAssessors lock simulation scores. Clients set the role benchmark the results are read against.
AI Screening
From the first CV to a structured interview, with the evidence kept on the record.
AIDrafts screening criteria, checks every CV claim against a located quote, interviews by text, voice or video, and analyses the answers.
PeopleRecruiters approve the criteria, work the review queue and make every shortlisting call.
Orbit
Continuous 360 for managers: a baseline, small experiments, light pulses and a matched follow-up over a year.
AIReviews question wording and writes advice in plain language, but only once the evidence has earned the right to advise.
PeopleThe manager picks the experiments and reflects privately. Administrators see governance data, never individual responses.
Lead 360
What colleagues observe, set beside what psychometrics show, never blended into one number.
AISimon helps raters and participants read and reflect on the report.
PeopleRaters supply the observations. Every score comes from the assessment engine, not the narration.
Succession
Who is ready, how soon, and what covers the gap until they are.
AISimon interviews candidates and holds feedback conversations. AI drafts the narrative and reads charts back in plain words.
PeoplePanels rank candidates, and every governance decision and override is recorded with a rationale.
See all five working as one.
A walkthrough shows how one candidate, one manager and one succession decision draw on the same evidence.
Intelligence you can put your name to.
Every AI step in Edge follows the same three-part pattern. It is why the output can be questioned, audited and defended.
AI proposes
It drafts, asks, listens, transcribes, summarises and points out gaps. It does the work that used to take a team days, in minutes.
- Criteria from a job description
- Interview questions and follow-ups
- Answer analysis and report narrative
- Live prompts for a human interviewer
Rules check
Nothing an AI says goes straight onto the record. Versioned rules and verification steps stand between a suggestion and a result.
- A claim needs a verbatim, located quote
- Advice is gated by an evidence ladder
- Overreach filters reject diagnosis and blame
- Confidentiality thresholds are enforced server-side
People decide
Hiring, promotion and development decisions stay with the people accountable for them. Edge shows its working so they can defend the call.
- Recruiters approve criteria and clear the review queue
- Assessors lock the scores
- Managers accept or reject advice
- Every action leaves an audit trail
From the first CV to the succession bench.
The five functions are not separate products. Evidence gathered at one stage is still there at the next, so a hire, a development plan and a succession decision draw on the same record.
Criteria drafted from the job description; every CV claim tested against evidence.
Behaviour, reasoning, learning agility, judgement and simulations against a role benchmark.
Simon interviews at scale, or Co-Pilot supports a human interviewer live.
A year of light feedback and small experiments that make change visible.
Observed behaviour compared with the psychometric profile.
Readiness bands, ceiling risk and a standing register of critical roles.
Feedback you can talk to.
Assessment feedback delivered entirely by Simon, with interactive screens that respond as he speaks. Employees explore their results, ask questions and leave with a plan they own.
Ask Simon why Edge is different.
Simon is the same AI that interviews candidates and explains Edge's reports internally, with a real voice and genuine expertise in talent assessment beyond what is on this page.
Click the microphone and talk to him directly (make sure your sound is on, because he talks back), or type your question instead.
See what your talent decisions have been missing.
Tell us a little about what you're trying to solve and we'll come back with a walkthrough of the evidence model, the adaptive engines, and the reports it produces.
Demo walkthrough
See the candidate journey, assessment modules and reporting flow.
Pilot planning
Map the right assessments to roles, levels and decision points.