Consonia listens to your team before it looks at a single candidate. It maps the invisible grid — values, language, tensions, unspoken codes — and reveals which candidate enters into consonance with it. Built for the roles you fill again and again — operational, front-line and middle-management teams, where fit with the people already in the room is what makes a hire last.
Most recruiting tools score candidates against an abstract ideal. Consonia does the opposite: it reads the real system the candidate will enter, then asks how well each one fits it.
Paste the full job description and the briefing you received from the client. Consonia uses this — together with public information about the company found on the web — to generate a set of interview questions for your team conversations. The more context, the more grounded everything that follows.
Interview the team members with AI-generated questions, then upload the transcripts. Consonia extracts an evidence-based cultural grid — what this team actually values, not what they claim to value — with verbatim citations for every parameter.
You review and edit. You decide which parameters are about alignment — where fit matters — and which are about complementarity — where a difference is a gift. Then Consonia generates targeted interview questions for each parameter, ready to use with candidates.
Upload candidate interviews. For each parameter, Consonia shows whether the fit is evident, partial, or not observed — always with the verbatim passage that supports the reading. No score. No ranking. A map you can defend.
At the end of the process, Consonia produces a complete search report: a narrative profile for each candidate, parameter by parameter, with verbatim evidence. A document you can share with the hiring manager and defend in the room.
"Consonance is not unison. It's the accord between different voices that decide, together, to sound well."
Static criteria, written once, applied to everyone. The team is invisible to the model.
The grid emerges from real interviews with the people the candidate will actually work with.
Culture fit collapses into "people like us". Diversity gets filtered out as noise.
Some parameters ask for fit. Others ask for difference. The tool knows the difference because you told it.
A single number that feels objective and hides everything about how it was made.
Every reading is traced to a verbatim passage. You see what the candidate said. You decide what it means.
Automation as substitute. The AI decides; the human rubber-stamps.
The AI reads. The human chooses. EU AI Act–aligned by design, not by patch.
Consonia doesn't force one workflow. It sits wherever it creates the most leverage in your hiring — some teams run it early, others save it for the very end. Two ways in:
Hiring at scale? Run consonance first. In minutes you learn whether a candidate is worth a long technical assessment — for you and for them. You commit the company's time, and the candidate's, only where the fit with the team is real.
Few roles, carefully filled? Bring Consonia in at the end, once the hard skills are proven. It becomes the deciding lens between finalists — a defensible, evidence-based reading of who truly resonates with the team you already have.
Consonia produces an export-ready search report today — drop it straight into your ATS or HRIS as the system of record, no rip-and-replace. Native, two-way integrations with the major talent-management platforms are on our roadmap.
Consonia is configured around your team, your open roles and your process — so we scope it to you rather than sell a shelf plan. Book a personalized demo: we'll run a real search on your own context and tailor everything to your hiring volume.
No commitment · A short walkthrough on your own hiring context
See Consonia on your own hiring context. We'll run a real search with you and tailor a plan to your team.
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