You are who you hire

You are who you hire

The intelligence layer that extracts signal from complexity.

The intelligence layer that extracts signal from complexity.

The intelligence layer that extracts signal from complexity.

Spine is a talent intelligence layer that aggregates, structures, and analyzes external signals so teams can make faster, higher-quality hiring decisions.

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Trusted by industry leaders

Hiringtodayisbinary.Therealityiseveryhireisariskprofilewithasymmetricreturns.
Yethiringfailuresaredetectedlatenotbecausesignalsdon'texist,butbecausenooneistruelylookingforthem.
Instead,weconflategoodstory-tellingwithgooddecisionmaking,relyingon"gutfeeling",whichleadstocostlymistakes.
Hiringtodayisbinary.Therealityiseveryhireisariskprofilewithasymmetricreturns.
Yethiringfailuresaredetectedlatenotbecausesignalsdon'texist,butbecausenooneistruelylookingforthem.
Instead,weconflategoodstory-tellingwithgooddecisionmaking,relyingon"gutfeeling",whichleadstocostlymistakes.
Hiringtodayisbinary.Therealityiseveryhireisariskprofilewithasymmetricreturns.
Yethiringfailuresaredetectedlatenotbecausesignalsdon'texist,butbecausenooneistruelylookingforthem.
Instead,weconflategoodstory-tellingwithgooddecisionmaking,relyingon"gutfeeling",whichleadstocostlymistakes.

How do we extract signal ?

Pre-Hire Insight

Know the real probability, before you commit. Spine evaluates execution signal, autonomy likelihood, risk concentration, and A-player probability for a given specific role.

Pre-Hire Insight

Know the real probability, before you commit. Spine evaluates execution signal, autonomy likelihood, risk concentration, and A-player probability for a given specific role.

Post-Hire Validation

Validate the decision early, not eventually.
Spine measures time to first verifiable outcome, decision autonomy velocity, and outcome-weighted competency alignment against the original hiring thesis.

Post-Hire Validation

Validate the decision early, not eventually.
Spine measures time to first verifiable outcome, decision autonomy velocity, and outcome-weighted competency alignment against the original hiring thesis.

Post-Hire Validation

Validate the decision early, not eventually.
Spine measures time to first verifiable outcome, decision autonomy velocity, and outcome-weighted competency alignment against the original hiring thesis.

Internal Calibration Score

Improve organisation wide judgment with every decision. Spine tracks prediction–outcome delta, role-specific noise, and judgment improvement velocity across hires.

Internal Calibration Score

Improve organisation wide judgment with every decision. Spine tracks prediction–outcome delta, role-specific noise, and judgment improvement velocity across hires.

Internal Calibration Score

Improve organisation wide judgment with every decision. Spine tracks prediction–outcome delta, role-specific noise, and judgment improvement velocity across hires.

Future Proofing

Protect and align your highest-leverage talent before they drift away. Spine monitors trajectory alignment, growth leverage, and early A to B-player performance signals within role context.

Future Proofing

Protect and align your highest-leverage talent before they drift away. Spine monitors trajectory alignment, growth leverage, and early A to B-player performance signals within role context.

Risk Concentration

The illusion of validity

Interviews create a dangerous feeling. Confidence.

But confidence is not validity.

Two interviewers can assess the same candidate and diverge wildly — not because one is skilled and the other is not, but because human judgment is inherently noisy.

Spine surfaces where signal is strong, where risk concentrates, and how confident the prediction truly is.

Risk Concentration

The illusion of validity

Interviews create a dangerous feeling. Confidence.

But confidence is not validity.

Two interviewers can assess the same candidate and diverge wildly — not because one is skilled and the other is not, but because human judgment is inherently noisy.

Spine surfaces where signal is strong, where risk concentrates, and how confident the prediction truly is.

Activation Velocity

Activation ≠ Activity

Most onboarding metrics measure motion, not ownership.

None of these indicate that a hire is actually making independent decisions.

Activation is the shift from participation to accountability. It’s the moment when decision rights are exercised without escalation, when irreversible calls are made, and when outcomes begin compounding.

If independent decision-making hasn’t emerged by month two, the probability of long-term success declines — even if effort appears high.

We track activation velocity, not busyness.

Activation Velocity

Activation ≠ Activity

Most onboarding metrics measure motion, not ownership.

None of these indicate that a hire is actually making independent decisions.

Activation is the shift from participation to accountability. It’s the moment when decision rights are exercised without escalation, when irreversible calls are made, and when outcomes begin compounding.

If independent decision-making hasn’t emerged by month two, the probability of long-term success declines — even if effort appears high.

We track activation velocity, not busyness.

Outcome driven

Outstanding talent is never absolute

An A-Player is not a universal label. It is a probabilistic relationship between a person, a role, a system, and a moment in time.

A candidate who thrives in one environment may underperform in another with different incentives, ambiguity levels, or leadership dynamics.

Yet hiring decisions are often made as if talent were fixed and transferable without friction.

Spine models likelihood within context — not reputation, pedigree, or narrative.

We assess whether this person, in this role, under fixed constraints, has a high probability of delivering defined outcomes.

Outcome driven

Outstanding talent is never absolute

An A-Player is not a universal label. It is a probabilistic relationship between a person, a role, a system, and a moment in time.

A candidate who thrives in one environment may underperform in another with different incentives, ambiguity levels, or leadership dynamics.

Yet hiring decisions are often made as if talent were fixed and transferable without friction.

Spine models likelihood within context — not reputation, pedigree, or narrative.

We assess whether this person, in this role, under fixed constraints, has a high probability of delivering defined outcomes.

Your new talent intelligence OS for organisation performance

Decision Context Modelling

Every evaluation begins with consequence. Spine models decisions within role context, base rates, and failure cost — not abstract candidate quality scoring on superficial traits.

Decision Context Modelling

Every evaluation begins with consequence. Spine models decisions within role context, base rates, and failure cost — not abstract candidate quality scoring on superficial traits.

Probabilistic Scoring Framework

Spine quantifies A-Player Probability and Risk Concentration Index anchored to role-specific base rates and execution signal. The result is a probabilistic view of upside and downside before you commit.

Probabilistic Scoring Framework

Spine quantifies A-Player Probability and Risk Concentration Index anchored to role-specific base rates and execution signal. The result is a probabilistic view of upside and downside before you commit.

Early Performance Detection

We track Time to First Verifiable Outcome, Decision Autonomy Velocity, and Expectation Drift within the first 60–90 days. Misalignment surfaces months earlier than traditional review cycles.

Early Performance Detection

We track Time to First Verifiable Outcome, Decision Autonomy Velocity, and Expectation Drift within the first 60–90 days. Misalignment surfaces months earlier than traditional review cycles.

Organizational Noise

Spine measures Prediction–Outcome Delta, Role-Specific Noise Index, and panel variance to reduce internal inconsistency. Judgment accuracy compounds with every hiring cycle.

Calibration Engine

Each decision feeds a company-specific signal layer that sharpens probability estimates over time. What “outstanding” looks like evolves with your organization.

Calibration Engine

Each decision feeds a company-specific signal layer that sharpens probability estimates over time. What “outstanding” looks like evolves with your organization.

Talent Trajectory & Drift Monitoring

Spine evaluates Trajectory Alignment Index, Growth Leverage Score, and A→B Drift Detection within role context. High-impact talent is nurtured before performance decay becomes visible.

Talent Trajectory & Drift Monitoring

Spine evaluates Trajectory Alignment Index, Growth Leverage Score, and A→B Drift Detection within role context. High-impact talent is nurtured before performance decay becomes visible.

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Meet the companies hiring more efficiently with Spine

"Working with Spine transformed how we hire, from a "gut-feeling" to a thorough evaluation of risk profiles"

+10%

+10%

Hiring Accuracy

+10%

+10%

Activation Velocity

"Making our talent decisions with Spine unlocked significant momentum our organisation had not experienced in years."

+10%

+10%

Team Productivity

10%

10%

Time Saved Per Hire

Built to plug into judgement, no matter your tech stack.

Spine works with the context you already have — decision rationale, interview notes, reference feedback, and historical outcomes.

It adapts to your structure, calibrates to your history, and strengthens signal with every decision.

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"Spine becomes a signal layer you can no longer operate without — without becoming another system to manage."

Linda Evans

Founder & CEO at Lumexa Labs

You are who you hire.
Great companies don't guess.

You are who you hire.
Great companies don't guess.