ARGUS™
Who should we hire?
Argus scores how likely a candidate is to succeed inside a specific organisation, not just whether they can do the job, using Reliyant Organisational Success Modeling. One explainable score, the reasoning always visible, and a model that sharpens with every placement.
Executive hiring is low in volume and extreme in consequence. The binding question is not whether a shortlisted executive can do the job. It is whether this leader will succeed in this organisation, given its character, governance, stakeholders and risk posture. That question is usually answered by intuition, which is hard to defend, inconsistent between reviewers, and never improves. Argus makes it explicit, quantified, and able to learn.
Model the organisation
Sovereign, Founder, Institutional, Transformation, Listed, Family and Innovation. The archetype sets how heavily each dimension counts, so the same candidate reads differently against two different mandates.
Score the whole context
Leadership, governance, operations, strategy, stakeholders, risk and culture. A job description tells you what a person will be asked to do; the dimensions capture the environment they will do it in.
No black boxes
The dimensions combine into a single Organisational Success Probability between zero and one that always decomposes into the drivers pushing it up, the ones holding it back, and any red flags the brief defined.
A model that learns
Intuition never improves and cannot be audited. Every placement outcome feeds the Workforce Decision Graph, so the model that scored last year's shortlist is measurably weaker than the one scoring this year's.
Model the organisation, not just the role.
OSM anchors every engagement to a primary organisational archetype, optionally blended with a second, then scores each candidate across seven success dimensions. The output is a single Organisational Success Probability in one of four fit bands.
A job description tells you what a person will be asked to do. It does not tell you the environment they will do it in, and the environment is what separates a strong appointment from a costly one. The archetype sets how heavily each dimension counts, so the same candidate reads differently against two different mandates. The dimensions combine into an explainable score between zero and one that always decomposes into the dimensions driving it up, the ones holding it back, and any red flags the brief defined.
Every step of a search, instrumented.
From the first structured record to the post-placement guarantee period, each module turns a stage of the search into evidence the client can interrogate.
Candidate Intelligence
A structured, searchable record of the candidate population: the operational core of the platform.
- Fully structured executive records
- Off-limits and engagement controls
- Consent and retention status on every record
- Maker-checker deletion approval
AI Screening
Ingestion of CVs and profiles, with the mandate criteria extracted and structured at the point of entry.
- CV and profile parsing
- Criteria structured at ingestion
- LinkedIn import and intake queue
- Lawful basis captured on entry
Behavioural Assessment
A behavioural and predictive profile of a candidate against a role, every signal shown with the factors behind it.
- Predictive success signals
- Each score decomposed to its drivers
- Role and archetype aligned
- No black-box outputs
Talent Matching
The whole population ranked by Organisational Success Probability, with the strongest fits promoted to the shortlist.
- Full pool ranked by OSP
- Promote to the client shortlist
- Driver and risk dimensions per candidate
- Deterministic and explainable
Hiring Risk Analysis
The downside lens: where risk concentrates across the field before you commit.
- Risk-band distribution of the pool
- Risk concentration by OSM dimension
- Red-flag detection
- At-risk candidates surfaced first
Talent Benchmarking
The comparison lens: how the field stacks up against the mandate and against itself.
- Leaders ranked with leading and lagging dimension
- Pool profile against the leader
- Compensation benchmarked to the brief
- Seven-dimension cohort view
Interview Intelligence
Structured interview plans and reconciliation, turning the conversation into evidence.
- Structured interview plans
- Endorse or set-aside verdicts
- Reference checks
- Evidence reconciled to the prediction
Talent Analytics
The shape of the pipeline and the pool, read at a glance.
- Fit-band distribution
- Pipeline conversion
- Pool composition
- Engagement-level view
The operational backbone. Around the modules sits the machinery of a real search practice: engagements and mandates, shortlists, a controlled client portal, full offer and post-placement tracking through the guarantee period, a complete audit trail, and a data-protection register aligned to UAE and KSA PDPL and to GDPR.
See the score build itself.
Choose an organisational archetype and set a candidate's strength across the seven dimensions. The estimator applies the archetype's weighting and returns a live Organisational Success Probability and fit band, exactly the way the engine does inside the platform.
Weights are illustrative for this estimator. The production engine uses the full Reliyant OSM rubric and candidate evidence.
Built for a different question.
Applicant tracking systems and global HR suites are good at what they were built for: volume, administration and compliance. None of them answers the senior-hiring question of whether a leader will succeed in a specific organisation. Argus is purpose-built for it.
Answer it with confidence: who should we hire?
Argus is delivered white-labelled to executive search firms, with the full OSM engine, client portal and audit trail behind your own brand. See it score a live mandate in a working session.
Request a Strategic Briefing→Argus™ is a Reliyant platform, powered by Reliyant Organisational Success Modeling™. Delivered white-labelled to executive search firms. Outputs are decision support for qualified search professionals and should be reviewed alongside human judgment.