CV
Shows what the candidate has done before.
Behavioral AI•Human-in-the-loop•Role-specific
See how candidates decide. Before the final interview.
Behavioral AI Decision Assessment puts candidates into realistic, role-specific situations and records the decisions they make as the situation changes.
AI structures the evidence. HR and the hiring manager review the actual decision path and keep the final hiring decision.
Configured for the role, seniority and decision context
Captures the path, not only the final answer
AI supports assessment. People make the hiring decision
Operations Manager · Candidate 014
Assessment in progress
Scenario 04
Critical supplier delay
A critical supplier has missed delivery. The customer deadline has not moved. You have incomplete impact data and the supplier promises recovery within 24 hours.
1 · REQUESTED EVIDENCE
Inventory exposure, downstream dependency, verified recovery window
2 · INITIAL DECISION
Prepare controlled fallback before notifying the customer
3 · NEW EVIDENCE
Supplier recovery is now uncertain. Candidate revises the plan and escalates.
Observed decision signals
Evidence seekingStrong
Risk judgmentStrong
Ambiguity handlingBalanced
Escalation judgmentProportionate
No automatic hire / no-hire verdict. Review the evidence and compare behavior across scenarios.
Why this matters
606,100
annual openings across six decision-intensive US occupations
Every opening creates another judgment problem for the hiring team. CVs show experience. Interviews show communication. Neither directly shows the sequence of decisions a candidate makes when information is incomplete, priorities conflict or the situation changes.
Interview
Shows how the candidate explains experience and judgment.
Decision assessment
Shows what the candidate actually does as the situation unfolds.
How it works
Assessment through decisions, not self-description.
The candidate works through a sequence of realistic situations. The platform records the choices, information requests and revisions that make up the decision process.
STEP 1
Parameterize the role
Set seniority, industry context, decision type, risk level and the behaviors the team needs to observe.
STEP 2
Run role-specific scenarios
Present incomplete information, competing priorities, stakeholder pressure and new evidence.
STEP 3
Capture the decision path
Record what the candidate asks for, when they act, when they escalate and how they react to contradictory evidence.
STEP 4
Review with a human
AI structures the observed evidence. The hiring team sees the underlying decisions and retains final judgment.
Observable decision signals
Measure what happened in the process.
The system looks for repeated patterns across scenarios. It is not designed to infer a hidden personality type from one response.
Evidence orientation
What information is requested, what is ignored and whether competing explanations are tested.
Risk judgment
How material risk, consequence, exposure and mitigation are handled before action.
Ambiguity handling
Whether uncertainty causes paralysis, unjustified certainty or a controlled decision with explicit assumptions.
Escalation judgment
When the candidate resolves locally and when impact, authority or unresolved risk justifies escalation.
Stakeholder judgment
How customer, team, operational and commercial effects are balanced when interests conflict.
Decision revision
Whether new evidence changes the candidate's position appropriately and how quickly a wrong assumption is corrected.
Parameterized by design
The method stays consistent. The work context changes.
A project manager should not be assessed with the same situations as a sales manager. The platform can be configured around the decisions that actually matter in the target role.
Role
Seniority
Industry
Decision type
Risk level
Competencies
Project / Operations
Delivery under incomplete information
Dependencies, deadline pressure, stakeholder conflict, changing requirements and escalation.
Sales Management
Commercial pressure with boundaries
Customer exceptions, forecast pressure, discount trade-offs, team performance and long-term trust.
IT Management
Operational risk and uncertain evidence
Incidents, production changes, conflicting technical signals, resource constraints and business impact.
General Management
Trade-offs across the business
Priorities, people, customers, budget, risk and decisions where no option is clean.
What the system preserves
An inspectable record, not a black-box score.
The useful output is the evidence behind the assessment.
✓Information requested and sequence of information gathering
✓Initial action, timing and explicit rationale
✓Escalation points and response to new evidence
✓Patterns repeated across multiple scenarios
Human decision remains final
AI helps the reviewer see the pattern.
It is not designed to make an autonomous employment decision.
—No automatic hire / no-hire verdict
—No personality diagnosis from a single answer
—No score without access to the underlying behavioral evidence
—No assumption that one scenario represents the candidate
Initial validation market
Start where decision quality is part of the job.
The first target is not every vacancy. It is decision-intensive professional and management hiring where the cost of a weak final judgment is meaningful.
Occupation
Annual US openings
General & Operations Managers285,000
Management Analysts94,100
Project Management Specialists76,500
Computer & Information Systems Managers53,500
Construction Managers49,700
Sales Managers47,300
Total606,100
Source: U.S. Bureau of Labor Statistics occupational projections, 2025–2035. Market volume defines an initial validation segment; it is not a claim of product adoption.
Pilot validation
Would this change a real hiring decision?
Veritiana is validating Behavioral AI Decision Assessment with HR, talent acquisition and hiring teams. The question is simple: does the recorded decision evidence help a human make a better, more defensible final assessment?
HR / Talent Acquisition
Hiring managers
Assessment teams
Direct contact
Discuss a pilot
Tell us which role you hire for, what decisions matter in that role and where the current interview process leaves uncertainty.
signal@veritiana.com
Human-in-the-loop by design.