Brandzen - Alpha launch

Workforce Flywheel OS

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Workforce Flywheel OS

2 followers

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Brandzen introduces ontology-driven hiring. Instead of sorting résumés, it transforms applicants into capability models, maps roles into structured skill models, and matches both with precision. Dynamic AI assessments, built-in scheduling, messaging, and an interview suite that feeds transcripts back into the ontology create a smarter, continuous intelligence layer that no ATS or hiring tool offers today.

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Launch tags:Hiring•Artificial Intelligence•Human Resources

Launch Team

Universal-3 Pro by AssemblyAI — Speech-to-text that finally understands context

Speech-to-text that finally understands context

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Maker

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This launch was born out of a very real frustration with how hiring works today. Companies spend weeks writing job descriptions based on guesswork, then sort through résumés that say almost nothing about what a person can actually do. Candidates are reduced to keywords. Employers are forced to “trust their gut” because they lack structured visibility into capability. And almost every tool in the hiring stack, from ATSs to job boards, simply moves the noise around rather than clarifying it. We realized something fundamental: The problem isn’t that companies can’t find talent. The problem is that companies can’t understand talent. Not deeply. Not contextually. Not in a way that aligns with how work actually happens. Resumés weren’t built for modern work. Job descriptions weren’t built for an AI-driven economy. And the hiring workflow breaks because both sides speak different languages of skill. This launch is our first step toward fixing that. The inspiration: capability, not credentials Brandzen didn’t start as an ATS, or a job board, or a marketplace. It started as a search for a more truthful way to represent human capability. We wanted a model that could capture skill depth, skill breadth, context, and potential impact, not just titles and buzzwords. That pursuit became the T-Skills Anatomy and Zenzic Skill DNA frameworks. But theory alone doesn’t change hiring. So, we asked ourselves: “How do we bring this intelligence into the everyday workflow of employers?” The answer became this launch. We built a system where a job is no longer a paragraph of wishes, and a candidate is no longer a list of labels. Instead, both become capability models that can be compared, evaluated, and improved ONTOLOGICALLY. We’re solving three connected problems: 1. Companies don’t know what they actually need. Job descriptions are vague. Internal alignment is unclear. Teams struggle to articulate the capabilities required to achieve outcomes. Brandzen solves this by generating structured capability models that define the role more precisely than humans typically can. 2. Companies can’t evaluate candidates with consistency. Resumés hide context. Interviews rely on subjective impressions. Assessments rarely align with the real job. Brandzen solves this by converting applicants into capability profiles and creating dynamic, ontology-driven assessments that deliver unbiased, objective capability measurement. It answers: "What can this candidate actually do?" 3. Companies have no intelligence layer linking the hiring events together. Most tools gather data. None of them learn. Brandzen solves this through a feedback loop where interviews, assessments, and interactions become structured signals that strengthen the matching intelligence. This launch doesn’t attempt to replace the entire hiring ecosystem. It replaces the missing piece that makes the entire ecosystem smarter. How our approach evolved Phase 1: The philosophical challenge We started by breaking down what “skill” even means. Not generically, but structurally. We created ontological models, refined capability graphs, and tested how depth and breadth interact across roles and industries. This foundational work became the heart of the platform. Phase 2: The practical reality We spoke with founders, hiring managers, recruiters, and talent. The message was consistent: “Give us clarity. Give us signal. Give us confidence.” That pulled us out of the abstract and into workflow. We shifted from “ontology is powerful” to “ontology must be invisible, automatic, and useful within minutes.” That insight shaped the entire alpha. Phase 3: The intelligence layer emerges We designed a system where: - Employers define needs through capability models - Applicants are transformed into structured profiles - AI assessments adapt to the job - Interviews feed intelligence back into the system - Matching improves continuously This was the moment the product stopped being a conceptual engine and became a practical screening/hiring tool. Phase 4: Focus and restraint We deliberately resisted launching the full Flywheel OS. It’s the long-term vision, but the present need is sharper: companies need a smarter way to understand applicants today. So, we shipped the intelligence layer first, the part that reduces hiring noise by an order of magnitude. Why this launch matters Because hiring isn’t broken due to lack of candidates. Hiring is broken because both sides are misunderstood. This launch begins to fix that by giving employers something they’ve never had before: a structured, contextual, capability-based understanding of every applicant, every role, and every interaction. It’s the first step of the Workforce Flywheel OS. But it already changes how teams make decisions today. This is why we built it. And this is why it matters.

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2mo ago

Maker

Brandzen Launches Its Ontology-Powered Hiring Intelligence Layer 🚀

This week, we’re releasing the first public alpha of Brandzen, a new way for teams to understand roles, evaluate applicants, and hire with clarity using capability models, by converting applicant resumes into capability profiles.

If interested in gaining access to a Pilot project, submit interest here.

What’s included in this launch?

🧠 Ontology-Driven Hiring Strategy
Turn any role into a structured capability model that reveals the depth, breadth, and impact areas the job truly needs.

📥 Inbound Applications → Capability Profiles
Every applicant is automatically transformed into a capability graph, giving you a clear view of their real strengths and fit.

🎯 Precision Matching Engine
Brandzen compares applicants to the role’s capability model and ranks them ontologically, not by keywords or titles.

📝 Dynamic AI Assessments
Each job gets its own auto-generated assessment, dynamically tailored for each candidate built from the ontology, testing the capabilities that actually matter.

📅 Built-In Scheduling & Messaging
Coordinate interviews and communicate with candidates in one simple workflow.

🎥 Smart Interview Suite
Record interviews, generate AI summaries, and feed signals back into the capability profile for sharper decision-making.

👉 Early Access Is Now Open

We’re inviting a limited group of recruiters and hiring teams to try the Brandzen Intelligence Layer.
Early access users get:

Free onboarding
Free 1–2 live roles fully modeled with capability profiles
Full access to matching, assessments, and the interview suite

Experience the future of hiring, powered by the deepest dynamic ontologies.

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2mo ago