Use the platform yourself
Run your own hiring and team decisions on the Decision Board, Task Fit Engine and burnout risk scores. Best when you have ongoing volume and want data behind every people decision.
Request a demoUnlock Perfect Positions
Sparkly.hr gives HR professionals computed data on how candidates actually fit the organization, the team, and the role — energy patterns, work style, task suitability, and team dynamics impact.
Since you can't change people, unlock their full potential before they do it at a competitor. Stop being a cost center — be your organization's decision quality engine.
Use the platform yourself, order a one-time external audit, or book a workshop for your team. Pick the entry point that matches today's need.
30–150%
of salary — cost of a bad hire (SHRM)
< 10 min
candidate assessment time
50%+
fewer hiring mistakes with fit data
10× faster
recovery from unplanned departures
How HR can use Sparkly
Three ways to bring Sparkly into your work
Use the platform yourself, order a one-time external audit, or book a workshop for your team. Pick the entry point that matches today's need.
Order a one-time HR Audit
Get an outside view on your team's people, roles and structure. A standalone diagnostic — no platform subscription needed. Useful before restructuring, scaling, or a leadership change.
See HR Audit →Book a workshop for your team
A team-intelligence workshop for leadership and HR — meeting dynamics, decision quality, and team friction made visible. In-house or join a public session.
See workshops →Why HR Leaders Choose Us
Science and Data That Drives Decisions
Every feature is built to give HR professionals harder evidence, sharper conversations, and more credibility with C-level decision-makers.
Cut Hiring Mistakes by 50%+
The Decision Board cross-references energy patterns, work style fit, task suitability scores, and team dynamics impact before the hire — replacing gut feeling with data. Bad hires cost 30–150% of annual salary (SHRM).
Reduce Time-to-Hire
Auto-generated job ads from position requirements, CV and motivation letter OCR extraction, and pre-computed fit scores mean you skip weeks of manual screening. Candidates ranked by actual role fit, not keyword matching.
Predict Burnout Risk
Burnout risk scores per candidate based on energy patterns, decision tempo mismatches, and workload alignment. Flag problems before placement — not after exit interviews.
Quantify Team Friction
Conflict friction risk, communication bottleneck risk, and emotional volatility scores at team level. Show clients exactly where friction lives and what it costs in productivity — soft topics turned into hard numbers.
Optimize Task-Person Fit
The task fit engine scores every candidate against organizational tasks. Identify misallocated talent (high-potential people in wrong roles) and coverage gaps (tasks with no strong fit) — directly impacting output per person.
Objective Role Suitability
Founder vs. Employee vs. Co-founder suitability scoring removes politics from promotion and role design decisions. Justify decisions with psychometric data rather than tenure or favoritism.
Adapt to Change Without Guessing
Market shifts, regulation changes, AI disruption, or unexpected departures force fast decisions. The Task Fit Engine instantly shows which tasks are uncovered, who can absorb extra load, and whether a replacement should mirror the leaver or bring a different profile. React in hours, not months.
Superpowers Assessment Is Non-Negotiable
Every people decision — hiring, optimizing, or letting go — starts blind without knowing someone's actual energy patterns, work style, and task fit. The Superpowers assessment makes the invisible visible: who thrives under pressure, who needs autonomy, who drains the team. Without it, you're guessing at the most expensive decisions your organization makes.
How It Works
From first signal to strategic advisor
A four-step path that combines the Sparkly platform with our advisory services — diagnose, decide, validate, and lead.
01
Start with a diagnostic
Begin where you have the least clarity. Run rapid psychometric assessments inside the platform — Big5, BGP, Jung, Burnout, EP-fit and more — to map candidate and team energy patterns, work styles, and task suitability. CV and motivation letter NLP extraction structures incoming data automatically. If the question is bigger than a single hire — team friction, unclear roles, restructuring pressure — order a one-time HR Audit and let our founders bring an outside view to the same data.
02
Make decisions on the Decision Board
The Decision Board puts compatibility scores, task suitability ratings, burnout and friction risk, and team dynamics predictions side by side. See how a candidate's profile aligns with the role, the team, and the organization — not just on paper, but in practice. Clashes and empowering pairs are flagged automatically. Role suitability scoring (Founder / Employee / Co-founder) and AI replaceability data add objective layers your gut feeling cannot reach.
03
Bring in expert support when stakes are high
For senior hires, restructuring, or sensitive team conversations, layer human judgment on top of the data. Book Talent Advisory for a 1:1 reflection with a candidate or internal leader, run a Workshop to align the leadership team on what the data is actually saying, or engage Fractional HR for ongoing operational support, recruiting, or restructuring delivery — without hiring a full-time HR Director.
04
Operate as a strategic partner, not a cost center
Move beyond reactive hiring into ongoing Human Capital management. When external forces — market shifts, new regulations, AI disruption — demand restructuring, the data is already in place. When someone leaves unexpectedly, the platform instantly surfaces task coverage gaps, team dynamics shifts, and the ideal replacement profile. Use AI replaceability data for reskilling plans and friction and dynamics scores for reallocation. Faster, better, defensible decisions — that is what shifts HR from cost center to strategic advisor at the leadership table.
Request a Demo
Working with ATS platforms
How Sparkly complements your recruitment stack
Sparkly does not replace your ATS — it adds a decision intelligence layer alongside it. The ATS manages the recruitment process (job ads, pipeline, interview scheduling); Sparkly helps you make better hiring decisions at every stage.
A typical ATS — TeamDash, Teamtailor, Recrur and others — is strongest in stages 2–6: job ad, candidates, interviews, selection and onboarding. Sparkly complements this in stage 1 (clarifying the real role and work content) and brings the biggest value in stages 4–6, where you need deeper fit analysis, risk indicators and data-backed onboarding design.
In practice this means three things: (A) before hiring, Sparkly defines the real role content and success requirements, helps write a more accurate job ad, and reduces the number of wrong candidates in the funnel; (B) during selection, it assesses candidate fit with the role, team and organisation, brings hidden risks into view, and gives better interview questions and decision support; (C) after hiring, it helps shape onboarding around the person's strengths, shows how to use them most effectively in the team, and supports the manager's development plan and job redesign.
The result: an ATS manages the recruitment process, Sparkly.hr helps make better hiring decisions.
For consultants & external HR
Are you a consultant or external HR partner?
If you serve multiple companies as a fractional HR, consultant, or HR-as-a-service provider, Sparkly works with you in two ways.
Use Sparkly with your own clients
Bring data-backed assessments, fit scores and burnout risk into every engagement. Replace gut feeling with computed evidence in your client deliverables.
Join the Sparkly Fractional HR network
We refer SMB clients who need senior HR support but don't have a full-time hire. If you deliver Audit, Recruiting, Restructuring or Operational support — let's talk.
Ready to Transform Your HR Decisions?
Join our pilot program and help shape the future of data-backed HR decisions.
FAQ
Frequently Asked Questions
What HR professionals want to know before getting started.