Match employees to internal openings against the written requirements, keep the considered set beside the slate, and hand the match to the named manager who decides who is shown the opening.
An opening is read against its written requirements, and the fields that moved the match are kept.
02
The output is a slate, and who is shown the opening under that slate is decided by a person.
Reason
03
The considered set is recorded beside the slate, so who was weighed and not shown is knowable.
04
Promotion and transfer are terms and conditions under 42 U.S.C. 2000e-2(a)(1), not side matters.
05
A match is a measure under 29 CFR 1607.16(Q), and 1607.16(B) names promotion in its own text.
Decide
06
After Muldrow, No. 22-193, 17 April 2024, a transfer harm need not be significant to be contested.
07
The 42 U.S.C. 2000e-5(e)(1) charge clock runs from the practice, not from the day it is found.
Out
08
OFCCP removes its own copy at 41 CFR 60-3 on 26 October 2026, while 29 CFR 1607 stays in force.
09
Write to the mobility record only inside the approval boundaries agreed during implementation.
→Product statement
Matching, recording and holding belong to the agent. The slate belongs to a named manager, who decides who is shown the opening and owns it there.
Example workflow
One opening, profiles to slate
AgentHuman
1Profiles and openings receivedHRIS records, declared skills, project histories, internal postings and move history
2Requirements fixed and versionedThe written requirements, the weights, the profile version and the day that set was fixed
3Matched and ranked apartThe match, the rank, the profile fields that moved it and the requirements it was read against
4Controls appliedProxy checks, inference checks, surfacing-ratio checks and match confidence
No human action required
Stages 1 to 4 run unaided, and nobody is dropped from the considered set at any of them — the agent is matching, and the manager lane opens at the slate gate.
5DecisionSplits at the slate gate
Surfacing ratios within tolerance
Goes to the named manager to surface.
Anything uneven
Adds a mobility-lead read first.
Manager review
The slate is held with its requirements, its surfacing figures and the considered set behind it.
Surface · Hold in the pool · Send to mobility lead
Surfaced — by the named manager▼
6Mobility and posting records updatedOnly where write access and personnel records policy allow it
7Outcome evaluatedSurfacing ratios, profile accuracy, manager corrections and what review found
Corrections
Each manager correction is counted in the evaluation.
What should not run autonomously
Human approval stays in control
Outside the boundary — human approval required8 items
Deciding who is shown an internal opening.
Passing over an employee on a match score.
Setting where the slate line falls.
Signing off a published bias-audit summary.
Automation boundaryAgent acts unaided
✓Read each profile against the written requirements.
✓Keep the considered set alongside the slate and the requirements read.
✓Flag career-break and source-employer indicators as possible proxies.
✓Record the surfacing rate for each named category.
Nobody is shown an opening except by a named manager, inside the agreed boundaries.
Judging whether a requirement is job related.
Telling an employee why they were not surfaced.
Choosing which openings the agent matches on.
Changes to the profile, the weights or the requirements.
Example output
One matched opening, annotated
This serves a mobility team who may have to account for an opening an employee was never shown; below is one match exactly as the agent leaves it.
Match record · single openingIllustrative example
Match
Recorded as
Opening
Evidence of record
Confidence
Held for
Platform lead, Manchester site
Ranked inside the considered set
A match, not a shortlist
Skills profile, 3 August 2026
Held unsurfaced
The named manager, by name
As receivedBuilt from the stored profile and the written requirements of the opening, and it asserts nothing further.
What the record holdsStored profileWritten requirementsConsidered set
Why no surfacing hereWhich employees are shown an opening is a judgement a manager makes.
ActionSurfaceHold in the poolSend to mobility lead
What the score decidesBelow the set threshold a match gets a mobility-lead read before the manager sees it.
Value
Where AI adds value
The same four claims, placed at the point in the workflow where each one applies.
Where the value landsValue 01 – 04
Each matchFrom the profile that carries it
03Evidence
Where the evidence is used
The agent does not vouch for an employee, only for what the profile records, where each entry was read from, and how the match was built on it.
01Approved path
Nobody sees a door not shown
An employee never surfaced for an opening receives no rejection and no notice: from inside their own career, no event occurred.
02Human review
What was checked, and not found
Both EEOC technical assistance documents on algorithmic selection returned HTTP 404 on 27 August 2026, while the 2007 fact sheet on employment tests and selection procedures still resolves, so a check that stops at the first live page finds guidance where the guidance has gone.
04Build an evidence trail
The profile, the opening it was matched to and the manager who considered it stay together.
Integrations
Typical integrations
Five system groups connect to the same agent. Which of them are in scope is decided in discovery.
Core people recordsWorkday · SuccessFactors · HiBob Grades, moves and job history
Internal openingsInternal postings · requirements What an opening asks for
Employee-declared skillsProfiles · project and rotation logs What the employee chose to note
Agent
Internal mobility and matching
Reads the profiles Matches and ranks Holds for the manager
An opening-level surfacing figure can read clean while cross-function lateral moves carry most of the corrections. Nestack reports the correction rate by opening class, not only in total.
Slice performance — reported separately, not only in aggregateIllustrative example
Slice
Failure rate
Lift
Lift vs. threshold
Status
Cross-function lateral moves
10.5%
3.7×
Review
Multi-country openings
7.4%
2.6×
Review
Career-break returners
4.6%
1.6×
Watch
Same-team progression
2.1%
0.7×
Normal
Bar: correction-rate lift vs. same-team baseline · scale 0–4.0× · tick marks the 2.0× review threshold2 of 4 slices over threshold
Evidence-linked improvement
What a door not shown costs
A cycle shuts when the employee never surfaced for anything is a standing case. That suite is what the next opening posted is measured against.
Improvement cycle · five stagesSwitchback — the path turns at Improve and returns at Learn
01Detect
Correction rate rises on cross-function lateral moves.
02Diagnose
The opening whose slate quietly stopped holding anyone returning from a career break is worked backwards until one cause is left standing.
03Improve
Matches ship numbered, and the profiles behind them travel attached.
04Verify
Each touched surfacing case is run again, and one red holds it back.
05Learn
The case is kept, and the matching rules change in that same commit.
Learn → DetectThe return edge. The next slate is measured against a suite one case longer.
Typical build scope
Twelve workstreams across six weeks
The build scope read against the delivery timeline. Week structure follows the six-week plan — discovery, sources, matching and surfacing, evaluation, integration, then production validation and handover.
WorkstreamWeek 1Week 2Week 3Week 4Week 5Week 6
01Requirement capture and automation-boundary scoping.
02HRIS, posting and skills-vendor sources.
03Match-reconstruction and surfacing-coverage mapping.
04Employee profile ingestion.
05Requirement, weight and match binding.
06Surfacing scoring and review routing.
07Manager surfacing workflow.
08HRIS-and-posting integration.
09Surfacing and inference cases.
10Guardrails and matching controls.
11Match-trail instrumentation.
12Deployment, documentation and Agent Care handover.
12 workstreams · 6 weeks · bar shows the weeks a workstream is active — several run in parallelFinal scope and sequence confirmed in discovery
Engagement tiers
What each tier includes
Rows are the capabilities named in each tier's scope. Higher tiers include everything below them.
Capability✓ in scope · — not at this tierPilotOne opening, one cycleProductionProduction mobility workflowAdvancedMultiple openings / countries
Introduced at Pilot
Matching to your written requirements✓✓✓
Named manager surfacing✓✓✓
Skills-inventory baseline✓✓✓
Introduced at Production
Reporting by opening class—✓✓
Manager review workflow in your systems—✓✓
Approved write-back—✓✓
Profile-and-requisition integration—✓✓
Introduced at Advanced
Multi-source profiles——✓
Cross-opening slate packs——✓
Large employee populations——✓
Multi-population surfacing controls——✓
Build priceFrom $5,000From $8,000Custom quote
Final build priceConfirmed after discovery based on integrations, workflow complexity, profile volume, approval controls and deployment requirements.
Separate from buildBuild pricing is separate from recurring Agent Care, which covers managed monitoring, evaluations, incidents and verified improvements after launch.
What we need from you
What you bring, and what we build with it
Each input maps to a piece of build scope and a week in the delivery timeline.
You bringWe build with it
01Your live openings and the requirements each is matched on→Requirement capture and profile versioningWeek 1
02Representative profiles, move histories and vendor inferences→Source binding, match logic and the skills-inventory baselineWeek 2
03Your posting calendar and the managers it names→Requirement mapping, profile binding and the automation boundaryWeek 1
04Access to the HRIS APIs, feeds or exports→HRIS, posting and inference source assessment, then integration setupWeek 2
05Matches you would not want reconstructed→Surfacing cases and the evaluation roundWeek 4
06What no match may infer→Surfacing scoring, review routing, guardrails and release controlsWeek 3
07A named manager who surfaces the opening→Release to the named manager, then pilot and production validationWeeks 5–6
Nothing else is requiredDeployment, documentation and Agent Care handover are ours.
Delivery timeline
Four phases across six weeks
A band here is as wide as its phase actually costs, so week five shows a pair and not a neater blank.
PhaseW1W2W3W4W5W6
DiscoveryW1
BuildW2 – W3
EvaluateW4 – W5
Pilot & LaunchW5 – W6
Week focusW1Requirement discovery, profile versioning and the automation boundaryW2Source integration and the skills-inventory baselineW3Matching, surfacing logic and release controlsW4Evaluation suite, surfacing cases and proxy testingW5HRIS integration, pilot matches and targeted correctionsW6One posting cycle run under the talent-mobility lead, then Agent Care handover
Reading the bandA bar covers the weeks its own work is named for and no more, and week five is shared by design.
At the end of W6When the match record validates, Agent Care adopts the agent.
DurationSix-week plan shown · typical delivery 4–6 weeks depending on scope confirmed in discovery.
Next step · Internal mobility
Build an internal mobility agent around the opening your last posting cycle never showed anyone.
Show us one opening you post each quarter and the people it reached. If nobody can list who the system weighed and did not show, the ones passed over were never told, and the 42 U.S.C. 2000e-5(e)(1) clock ran from the act rather than the day they found out.
