You know the person and the organization. Sparkly helps you test whether a difficult situation is rooted in the person, role, work, team or management — before anyone is replaced or another high-impact decision is made.
Recruiters can explain fit decisions more clearly, HR can bring stronger evidence to leadership, coaches can begin with the client’s own question, mentors can connect advice to the real need, and advisors can separate facts, assumptions and options.
Sparkly organizes the source information and helps test the assumptions that matter. The professional interprets the evidence, guides the decision and retains ownership of their method and client relationship.
Our philosophy
First make the work, existing employee strengths and missing team capabilities visible. Then decide whether to redistribute work, develop someone or recruit.
Before you recruit, define what needs to get done. The right person may already be inside the organization, ready to take it on — assessment and conversation reveal that; assumptions do not.
Determine whether the tasks form a coherent role and whether the workload and required profile genuinely justify hiring.
Learning and working pace, culture, leadership style, autonomy, communication and decision speed must support effective collaboration and allow everyone to use their strengths.
Multi-talented generalists and deeply focused specialists need different roles, organizations and environments. Lasting fit emerges when a person’s strengths and real values align with the work and the organization.
Instinct still matters, but a combined view of personality, CV and a structured interview shows how well the person fits the role, team and organization.
Before the hiring decision
Five professional views
Sparkly does not replace the professional judgment of an HR, recruiter, coach, mentor or advisor. It organizes the available information about the person, the work and the environment, so that the professional can better check, explain and justify their assessment.
HR
When a manager says the team has the wrong person, Sparkly helps compare possible causes: person, role, tasks, team or management. You add the organizational context and bring a reasoned recommendation to management.
Check whether the problem is with the person or the work organizationRecruiter
Sparkly helps compare a candidate's profile with the role's actual tasks and work environment. It does not choose the candidate for you, but shows which assumptions are worth checking in the interview.
Prepare the suitability check for the next candidateCoach
A client's shared profile is a starting point for a conversation, not a ready-made explanation of a person. Use it to clarify questions and leave the client in control of the answer and the change.
Start with the right question with the clientA mentor
Use the mentee's shared context to choose an appropriate perspective rather than giving a ready answer. In this way, the recommendation becomes a practical next step towards their own goal.
Make mentoring more targetedAdvisor
Gather the source information of the person, the role and the environment, distinguish verified circumstances from hypotheses and formulate alternatives. Advisor gives a reasoned recommendation; the final choice is made by the client or the responsible decision maker.
Bring the decision into an advisory processFor recruiters · works alongside your ATS
Sparkly is not a replacement for ATS. ATS manages advertisements, candidate pipeline and interview arrangements; Sparkly adds a decision layer of the actual job of the role and the candidate's explainable suitability.
Prior to hiring, Sparkly helps to articulate the role's responsibilities and prerequisites for success. During selection, it brings together a candidate's skills, profile, role and team fit into a comparable whole.
After selection, the candidate keeps their Personal Portal profile, and the same context can support onboarding. ATS remains the owner of the process; Sparkly helps you see why a candidate can succeed in this particular job and environment.
Result: ATS helps to manage the recruitment, Sparkly helps to justify the recruitment decision.
Start small
You do not need to configure the whole organization at once. Start with one team, role or decision where you need more clarity.
Prices
Platform, candidate assessment, implementation and expert support for HR and talent decisions. The scope of the HCE workspace of the coach, mentor and advisor is agreed upon according to the client's work.
Structured source information for recruitment, role and team questions.
Additional assessment to support hiring decisions.
Start with one role or use case; the rest of the system does not need to be put into operation at the same time.
Confidential expert support for a complex human decision.
€9.99 per active position per month, minimum 3 active positions or €29.97 per month. With annual billing, you pay for 10 months.
Excluding VAT
Organization prices do not include VAT.
Choose one role, team or recruitment question. Sparkly makes the possible causes and options visible, while the professional decision always remains yours.
FAQ
What HR, recruiters and talent professionals want to know before getting started.
