Workforce decisions, made on evidence - not on who is loudest in the room.
Recrewty is the talent system that maps internal mobility, succession, and workforce readiness for enterprises with 500 to 3,000 employees. One platform. Three decisions. Defensible in front of any board.
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AI is splitting HR in two.
Admin HR will be automated. Strategic HR - the kind that decides who gets promoted, who gets backed, and who runs the business in five years - is becoming the most valuable function in the company.
But strategic HR runs on data most companies do not have. Where is the next CFO? Who is three months from leaving? Which of our 1,200 people can be redeployed instead of replaced? The answers exist. They are just not in a system yet.
Recrewty is that system.
The system
Two engines, one system.
Recrewty (selection intelligence) decides who joins from outside. Skillaura (workforce intelligence) decides what to do with the people already inside - promotions, mobility, succession, redeployment. Both run on the same science: behavioural assessments, the 4C culture model, and language models built for your region.
Same data spine. Same decision logic. One platform.
Recrewty
Selection intelligence - who joins from outside.
Skillaura
Workforce intelligence - what to do with the people inside.
01
Use case
Internal mobility
The problem
Roles open. The internal candidate exists. Nobody knows. The job goes external - slower, more expensive, and culturally riskier than promoting someone you already trust.
How Recrewty solves it
Every employee is mapped against every open role using skills, assessments, and behavioural fit. Hiring managers see ranked internal candidates the moment a req opens. HR sees the people who are ready but not asking.
Outcome
- 20 to 25% more roles filled internally, measured against baseline.
- Faster time-to-fill, lower onboarding cost, retained institutional knowledge.
Read how OTP Bank increased internal fills by 30% in two quarters →
02
Use case
Succession
The problem
Most succession plans are PowerPoint decks updated once a year by people who do not talk to each other. When a critical person leaves, the plan does not survive contact with reality.
How Recrewty solves it
In 6 to 8 weeks, we map every critical role to named successors with readiness scores. Bench depth is visible. Single-points-of-failure are flagged. Managers get scripts for the conversations that need to happen - not abstract advice.
Outcome
- Successors identified for every critical role - defensible in front of the board.
- 15% reduction in unwanted churn from at-risk talent flagged before they leave.
03
Use case
Workforce planning
The problem
Strategy says "we are going to invest in [new market / new product / new capability]". HR says "sure". Six months later, the people needed do not exist - internally or in the budget.
How Recrewty solves it
A live skills inventory tied to your strategic plan. Where you are strong, where you are thin, where to redeploy, where to upskill, and where you genuinely need to hire - with the numbers to defend the decision in budget conversations.
Outcome
- Workforce decisions tied to strategy, not to last year’s org chart.
- Development budget allocated where it returns - defensible at the CFO level.
Science layer
Behavioural science, validated psychometrics, AI - in that order.
Our 4C culture model and assessment library come from decades of organizational psychology research, not a marketing brief. Every decision the system makes is human-in-the-loop and explainable - no black-box outputs, no “the AI said so”. That matters in front of a board, in front of a works council, and in front of an EU AI Act auditor.
When we say “science-grounded”, we mean it is the part you can defend in writing.
- GDPR-ready
- EU AI Act readiness
- Human-in-the-loop
- ISO 27001 (in progress)
- Techstars-backed
- OTP Bank
- SBB
- Telemach
- Hipotekarna
- ProCredit
- CWBIP
Book a strategy session.
45 minutes, no demo, no pitch. We diagnose the problem and tell you whether Recrewty is the right answer. If it is not, we will say so.
Book a strategy session