Skills Assessments
Verify capabilities with work evidence, assessments, feedback, and multi-person review.
See where agents remove repeated data work, connect talent context, and help People teams take better-informed action.
Choose a bounded use case, prove the workflow with your context, and expand from the same operating system.
Verify capabilities with work evidence, assessments, feedback, and multi-person review.
AI-powered matching for roles, projects, and internal mobility.
Compare relevant evidence consistently while People teams and hiring managers keep the final judgment.
Scenario modeling and org design for strategic talent decisions.
Match employees to internal opportunities and career paths.
Coordinate preboarding, information collection, guidance, and role-relevant support from one context.
Smooth exits that capture insights and preserve relationships.
Act on verified capability gaps with personalized development paths and Proof of Work.
Prepare recurring analysis that explains what changed, what it means, and what needs an owner.
Build and nurture relationships with candidates throughout the hiring process.
Bring final-stage candidates and future teammates together before the final hiring decision.
Keep former employees and strong past candidates ready for the next relevant role.
People teams spend less time rebuilding data and more time reviewing decisions, supporting employees, and acting on talent needs.
Let agents handle repeated data work across sourcing, reviews, reporting, development, and support.
Skills-first recommendations for roles, projects, and learning keep people moving forward.
Keep recommendations connected to sources, reasoning, outcomes, and accountable follow-through.
Define the decision and controls first, then expand after the people involved accept the result.
Start with hiring, mobility, reporting, or assessments—whatever hurts most.
Import supported data, connect approved sources, and verify permissions. HRIS connections can provide inbound synchronization; ATS connections are for one-time migration.
Use representative cases, inspect the result with workflow owners, and measure the agreed outcome.
Add teams, Routines, or adjacent workflows without rebuilding the talent context.
The questions we hear in the first meeting.
Begin with one bounded workflow after integrations and permissions are approved. Confirm data ownership, field mappings, synchronization behavior, and failure handling with the teams that own each connected system, then test the complete flow with representative records before relying on it for day-to-day work.
No. Keep your HRIS for payroll, time off, and time management. Clous can import and receive inbound synchronization from supported HRIS connections, and it can replace ATS, LMS, performance, assessment, and analytics point solutions when consolidation is the better choice.
Teams can configure workflow criteria, permissions, and approval paths. AI-generated scores and insights can carry sources and reasoning so authorized reviewers can challenge the evidence before making a decision.
Add it as another workflow on the same platform and talent context. Confirm any new data access, permissions, approval boundaries, owners, and success criteria before it becomes part of production People Operations.
Talk to our team about your unique challenges and we'll show you how Clous can help.