Our features
What Aptessia actually does, module by module
No product jargon: real screenshots of the platform, module by module, from the manager's first vague brief through to the final interview. Scroll down, each module stays fixed on screen before giving way to the next.
Scoping the need
When a manager's brief stays vague, the platform runs a structured scoping interview and generates an outline matched to the chosen duration. AI helps surface the real need, you stay in control of the questions asked.
Pool & matching
Your criteria are matched against a pool of anonymized resumes, and each profile comes back with its match rate, key skills, and availability.
Vacancy risk
Before a posting even goes out, estimate the economic impact of a vacant role: team size, how critical the activity is, likely vacancy duration. The quantified argument that was missing to push back on an overly demanding manager.
Tailor-made test
The platform composes a job-specific and behavioral test, specific to your needs, to be used in an interview or remotely. Real skills are tested alongside your own questions.
Guided interview
From the job description, the resume, and the test, the platform generates the interview plan and a question sheet for each participant.
Aptesse, the AI assistant
A built-in conversational assistant answers your questions about the platform and your ongoing hires, with suggested questions to get started. It guides you, it never decides anything in your place.
Configurable process
“Arrange your steps freely, the tool adapts to your process, it doesn't impose one.” Every step can be reordered, disabled, and switched between manual and automatic mode with a trigger threshold you define.
Documents & knowledge base
Job descriptions, postings, interview outlines, and generated evaluation reports are centralized and downloadable in one place, with search to quickly find what's already been produced.
Built-in help & support
A help center organized by hiring stage, and opening a support ticket directly from the platform, with no tool-switching or waiting on an email.
In plain terms
What actually changes
- Weeks of sourcing in the dark, with no objective criteria set at the outset
- A manager's rejection with no factual argument to counter it
- Skills judged on a CV alone, never proven before the hire starts
- A vacancy risk discovered far too late
- Faster hiring: clear criteria in place before the role is even posted
- Profiles validated more easily, backed by evidence for the manager
- A quantified vacancy risk before the role is posted, not felt afterwards
- HR repositioned as a Business Partner, not just an order-taker
Want to see this running on one of your current roles? Book 15 minutes, no strings attached.