About CognityHire
We build the evidence layer that critical hiring has been missing.
Most companies get two or three chances a quarter to hire someone who really matters. Those calls get made on scattered notes and half-remembered interviews. We thought that was worth fixing.
Our Beginning
Every other decision this size leaves a paper trail.
When a company picks a new vendor, there is a process. Someone writes down what the business actually needs. The options get scored against it. A recommendation goes into a file that anyone can reopen two years later and follow. Nobody calls that bureaucracy. It’s just how you make a decision you might have to defend.
Hiring is the last decision of that size where nobody is accountable for the quality of the information behind it.
Hire someone senior and the equivalent record is four sets of interview notes in four formats, a handful of strong opinions, and whatever the last person in the room happened to say. Six months on, when the hire has gone well or badly, there is nothing to go back to. Nobody can tell which part of the judgement was right.
That gap is what CognityHire was built for. The people making these calls do not need replacing; they are good at their jobs. What they have never had is the layer underneath them that every other decision of this size already gets.
Our Mission
To make every hiring decision more informed, evidence-based and intelligent.
Evidence a hiring manager can actually read, question and act on, produced the same way for every candidate.
Our Vision
A world where every hiring decision can be explained.
Explained from the evidence behind it, months after the fact, to whoever has a right to ask. To the committee, to the team, and to the person who was turned down.
Our Principles
What we hold ourselves to.
These are about how we work with clients. The rules behind the methodology itself sit on the Hiring Intelligence page.
We show the evidence before the pitch.
Any company can describe a methodology on a website. We would rather run one live role and let you read what comes out of it.
We say what the technology does not do.
It does not judge people and it does not decide. If a claim about our software sounds absolute, assume we have overstated it and push back.
A person always makes the call.
Software can narrow a field and lay out the reasoning behind it. Hiring someone is a human decision and it stays one.
We show our working.
Every conclusion we hand over points back at what produced it. If you disagree with a recommendation, you should be able to find exactly where we went wrong.
We would rather be corrected in week one.
Getting a role's definition wrong is cheap at the start and expensive in month three. So we ask the uncomfortable questions early, before anyone has been sourced.
We build for the roles that matter.
Not high volume. The two or three hires a quarter where getting it wrong changes the year.
Leadership
Who is building this.
Priyanka Sinha
Founder & CEO
- 12 years in IT and non-IT recruitment
- Hiring from entry level through leadership
- MBA in HR, BA in Psychology
I spent twelve years recruiting across IT and non-IT roles, for startups through to large enterprises. The same thing kept happening: decisions were being made on incomplete job descriptions and resumes that did not say much, which meant long hiring cycles and calls that came out differently depending on who was in the room. CognityHire is the thing I wanted back when I was the one running those searches.
LinkedIn
Building the Future of Hiring
Where this is going.
We are not going to put dates on this. What follows is the direction, and it has not changed since we started.
Where we are
Running it on live searches
Running live searches for client companies since June, across IT and non-IT roles, with the full methodology behind each one.
What we are building
More of it, consistently, at scale
Deepening the platform so each stage runs the same way every time, and making the Decision Intelligence Report something a hiring committee can read on its own.
Where this goes
Hiring Intelligence as infrastructure
A layer enterprise hiring is built on rather than bolted onto, with published research behind the thinking and the practice spread well beyond us.
Start a Conversation
Tell us about the role you keep getting wrong.
We are happy to talk through it whether or not you end up working with us. If a pilot makes sense afterwards, we will say so.