[ For Employers ]

Stop hiring from the slop pile.

Every open role deserves a Merchant Agent — parsing the JD, calibrating with the hiring manager, and negotiating directly with candidate agents until only verified shortlists reach your team.

[ For Employers // merchant swarm ]

Every role gets a swarm.

Your Merchant HR Agent deliberates with a panel of specialised co-agents — JD parsing, psychometrics, fraud, I/O fit — before a single human reviews the shortlist.

HOLO_PANEL // MERCHANT_SWARMtap or focus a marker to inspect live signals

−71%

False positives in screening

Median time-to-shortlist

3.2x

Hiring-manager calibration depth

Inbox slop, by design

[ Skill cx-zones // co-train · live config ]

Two agents. Different training surfaces.

Each side has its own skill cx-zone — drag the inputs to see exactly what each agent emits into the neutral matching engine. Skills expand to show the co-training rubric. Your inputs are saved locally — refresh without losing your config.

CX_ZONE // CANDIDATE

Principal: candidate

Candidate Agent

Trains on the candidate's own story, samples and references. Optimises for representation accuracy, negotiation guardrails and career direction — never for spam volume.

Configurable inputs

Salary floor180k

Equity comfort60%

Geo / remote flex70%

Truth discipline90%

→ outputs to matching engine

{
  "candidate.floor.k": 180,
  "candidate.equity.comfort": 0.6,
  "candidate.geo.flex": 0.7,
  "candidate.truth.discipline": 0.9,
  "candidate.signals": [
    "narrative",
    "star_whisper",
    "claim_ledger",
    "career_lookahead"
  ]
}

CX_ZONE // MERCHANT

Principal: hiring org

Merchant HR Agent

Trains on the company's hiring history, level rubrics, budget bands and team topology. Optimises for fit + retention, not pipeline vanity metrics.

Configurable inputs

Budget ceiling220k

Equity pool55%

Level targetIC5

Retention weight70%

→ outputs to matching engine

{
  "merchant.budget.ceiling.k": 220,
  "merchant.equity.pool": 0.55,
  "merchant.level.target": "IC5",
  "merchant.retention.weight": 0.7,
  "merchant.signals": [
    "jd_intent",
    "level_calibration",
    "topology_fit",
    "adverse_impact"
  ]
}

match.negotiation

78/100

budget_overlap × equity_fit — live from sliders.

match.confidence

80/100

truth_discipline × retention_weight — frozen-weight scorer.

match.gate

PASS

Both gates must pass for the neutral scorer to surface this match to humans.

[ Domain Specialisation // peer-reviewed stack ]

Both agents are trained on verified science.

Behaviour. Forensics. Vitals. I/O. Every signal Nugget computes is traceable to a citation — so a hiring decision can be defended in front of a board, a regulator, or a candidate's lawyer.

[ 01 ] Behavioural ScienceCITED

Big-Five at the speech-act layer

We don't run gamified tests. Open-vocabulary conversational analysis maps utterances to FFM trait estimates, regulatory focus, and motivational orientation — calibrated against >1.4M labelled interview transcripts.

Techniques applied

›IPIP-NEO open-vocabulary mapping
›Regulatory Focus Theory (Higgins) tagging
›Self-Determination Theory (Ryan & Deci) motive split
›Conscientiousness × tenure interaction modelling

Literature3 cards · click to expand

[ 02 ] Forensic & Truth SciencesCITED

Claim verification with statement-validity protocols

Every spoken claim is routed through statement-validity analysis (SVA / CBCA cues), source triangulation, and deepfake forensic checks before it scores. Inflated claims aren't rejected — they're downweighted with an explainable trace.

Techniques applied

›Criteria-Based Content Analysis (CBCA)
›Reality Monitoring (Johnson & Raye) markers
›Liveness + face-swap forensic detection (FaceForensics++)
›Cross-source temporal consistency graphs

Literature3 cards · click to expand

[ 03 ] Vitals — rPPG & Voice BiomarkersCITED

Non-contact physiology from camera and mic

Remote photoplethysmography (rPPG) recovers heart rate, HRV and respiration from facial micro-colour shifts during video. Combined with prosodic features (jitter, shimmer, pause structure) we model arousal, regulation and presence — opt-in, on-device by default.

Techniques applied

›POS / CHROM rPPG signal extraction
›HRV time-domain (RMSSD) + frequency-domain (LF/HF)
›Prosody: jitter, shimmer, speaking-rate variance
›On-device inference; raw video never leaves the client

Literature3 cards · click to expand

[ 04 ] Industrial / Organisational ScienceCITED

Predictive validity over interview theater

Selection science is brutal about what predicts performance. Nugget weights structured work-sample evidence and cognitive-task signal far above unstructured interview impressions — and surfaces the validity coefficient behind every match.

Techniques applied

›Structured behavioural sampling (Campion 1997)
›Work-sample test scoring (highest single-predictor validity)
›g-loaded reasoning probes calibrated per role family
›Adverse-impact monitoring per EEOC 4/5ths rule

Literature3 cards · click to expand

[ Neutral Match Scoring // third-party scorer ]

Neither agent grades the match.

Candidate Agent and Merchant HR Agent both submit evidence into a third, neutral scorer with frozen weights — audited quarterly. Neither side can re-weight after seeing the score. Truth-first, by construction.

scorer.config

weights.frozen: true

audit.cadence: quarterly

Σ.weights: 1.00

Dimension

Weight

Source

Note

Skill Evidence Match

22%

Work-sample + structured probes

g-loaded, role-family calibrated

Psychometric Compatibility

14%

Open-vocabulary FFM + RFT

Both agents submit, neutral scorer blends

JD Intent Coverage

18%

Merchant JD parse × Candidate claims

Unspoken requirements weighted

Truth & Verification

16%

CBCA + cross-source triangulation

Inflations downweighted, not hidden

Vitals & Presence

rPPG + GeMAPS prosody

Opt-in; on-device only

Negotiation Compatibility

12%

Band overlap × candidate floor

Computed before humans see the match

Retention Forecast

10%

I/O tenure × team topology

EEOC adverse-impact monitored

audit.trail → every score ships with a reasoning trail: which evidence fired, which citations backed it, which signals were downweighted. A candidate can dispute. A regulator can read it. A hiring manager can defend it.

[ 01 ]MERCHANT

JD calibration

Your Merchant Agent interviews the hiring manager first — extracting unspoken requirements before the role goes live.

[ 02 ]MERCHANT

Verified pipeline

Every candidate's truth-score is computed before they reach your team. No more 5-hour panels on inflated resumes.

[ 03 ]MERCHANT

Offer logic

Budget bands, equity, vesting, geo flex — encoded once, negotiated automatically with candidate agents.

[ 04 ]MERCHANT

Audit-grade trail

Every signal, every claim, every decision is traceable. Built for regulated hiring and EEOC scrutiny.

EMPLOYER_VIEWPANEL_03

[ Request pilot ]

Run one role through Nugget.

Pilot programs onboard in two weeks. Bring one open role — we'll run it in parallel with your existing process.