Decisions Shouldn’t Depend on Interpretation.
COMPAS© enforces structured, explainable evaluation across hiring and career decisions—so every outcome is grounded in criteria, evidence, and clear reasoning.
Start with the use case that fits you.
COMPAS applies the same governed evaluation framework across the decision environments where interpretation creates risk.
HR / Hiring Managers
Create structured hiring records that align criteria, evidence, reviewer judgment, and final decisions.
Explore HR Use Case → Recruiters / CoachesRecruiters / Coaches
Assess candidate fit before positioning, rewriting, or interview preparation begins.
Explore Recruiter / Coach Use Case → CESCareer & Employment Services
Document readiness, evidence gaps, and next actions across repeatable client workflows.
Explore CES Use Case →What COMPAS© actually does.
COMPAS© transforms evaluation into a governed operational workflow where evidence, review, validation, and structured outputs remain connected throughout the decision process.
Inputs
Role criteria, candidate evidence, context, and supporting information are captured in one structured record.
Evaluation Logic
Evidence is mapped against defined criteria, required standards, risks, and review signals.
Human Review
Judgment remains inside the workflow, with reviewers aligned to the same evaluation standard.
Structured Outputs
The system produces explainable records, scorecards, reports, and action plans tied to the evaluation logic.
See what a governed evaluation produces.
Every output is tied to criteria, evidence, and decision logic.
HR Evaluation Pack
A structured hiring record showing qualification alignment, evidence quality, reviewer focus, and decision risks.
Hiring Scorecard
Analytical and research foundation
Data tools and information capacity
Insight communication
Cross-functional collaboration
Domain-specific experience
Survey methodology evidence
External stakeholder exposure
Policy or regulatory awareness
Interview Intelligence
Panel questions structured against each evaluation risk and evidence requirement.
Coach Report
Verify the highest-risk evidence gaps before strengthening the client-facing narrative.
One evaluation structure. Consistent decisions across every workflow.
Every evaluation moves through the same structured process — preserving reviewability, consistency, and decision integrity across workflows, reviewers, and outputs.
Collect Inputs
Start from the actual record.Resumes, role requirements, and relevant context enter the same evaluation structure.
Define Criteria
Make the standard explicit.Requirements are converted into measurable criteria before conclusions are formed.
Validate Evidence
Separate proof from interpretation.Each criterion is assessed against available evidence, gaps, and unresolved questions.
Apply Human Logic
Keep judgment inside the system.Human review remains central while the decision path stays consistent and explainable.
Generate Outputs
Create the record and next action.Reports, feedback, interview guidance, and action plans are produced from the same logic.
Built for decisions that need to be explained.
COMPAS© keeps evaluation structured, evidence-led, and human-reviewable without turning the main workflow into a legal argument.
Human review stays in the workflow
COMPAS© structures decision-making without removing the reviewer from the process.
Evidence is separated from assumption
Confirmed evidence, missing documentation, and unresolved questions remain distinct.
Outputs are structured and reviewable
Every report follows a consistent format that can be read, checked, and explained.
Every decision path can be explained
The record shows how inputs became evaluation logic, outputs, and next actions.
If a human decision had to be explained tomorrow —
could you show how it was made?
COMPAS© governs the structure behind hiring and career evaluation, so every outcome has a record.
Human reviewers remain responsible for final decisions.