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.
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.
Upload interviews with team members and the team leader. Consonia extracts an evidence-based grid of 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. The grid becomes a shared artefact. The decision stays human.
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.
"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.
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