High-volume recruitment creates an uncomfortable trade-off. Your team wants to give applicants proper consideration, but the result is harder shortlisting and less time for the candidates who most deserve a closer look.
More people to consider
High application volumes put pressure on the earliest stages of recruitment.
More manual effort
Teams can spend more of the day working through applications before the real conversations begin.
Scarce attention
Less time per person
Human attention becomes the constraint — exactly where it is most valuable.
What Talent Triage changes
Turn applicant volume into clear priorities.
Talent Triage introduces structured evidence early in the recruitment process.
Spot useful signals
See evidence worth exploring
Highlight candidates and evidence that may deserve closer human review.
Surface potential concerns
Know where to look closer
Identify areas that may warrant better questions or additional evidence later in the process.
Focus human attention
Spend time where it matters
Help recruiters spend more time reviewing, speaking to and understanding the right people.
Talent Triage doesn’t make the hiring decision.It helps your people decide where to look first.
Human first
Recruitment is about people. Keep it that way.
Technology is most useful when it gives people more space to do the things people are good at.
Talent Triage handles the early triage so your recruitment team can spend more of its energy on the human part of hiring.
Whether you’re recruiting continually across frontline roles or handling large seasonal and graduate campaigns, the principle is the same: give your team better information before their time becomes the bottleneck.
24,000+
Applicants a year
An example of a high-volume deployment where early-stage evidence matters.
Less screening
More time for people
Reduce unnecessary manual screening and focus recruiter time on meaningful conversations.
25% reduction
Employee turnover
Seen in one deployment where assessment formed part of a wider hiring process.
Talent Triage adds structured evidence early in the recruitment process, helping your team understand where to focus its attention first.
Understand what good looks like. Look for useful signals. Help people make better-informed decisions.
The idea in one view
Move useful evidence earlier.
So recruiter attention is better directed before screening effort starts to build.
Applicant volume
Applications arrive faster than a team can read them one by one.
Early evidence
Personality
Ability
Clearer priorities
Review first
Look closer
Start with what good looks like
Good isn’t the same everywhere.
The strengths, behaviours and abilities that matter in one role may matter less in another. Talent Triage helps the team decide which evidence is worth collecting for that role.
Beyond the application
Go beyond what’s on the CV.
A CV shows where someone has been. It does not show the behaviours and abilities that help a recruiter decide who deserves time first.
A practical sequence
Five simple steps.
Define what good looks like
Agree the behaviours and abilities that matter for this role.
Collect early evidence
Use a short assessment before interview time is spent.
Surface useful signals
Show the evidence that may deserve a closer look.
Flag potential concerns
Highlight where more evidence or a better question is needed.
Leave the decision with people
Recruiters decide who to see. Talent Triage does not hire for them.
The output
Useful evidence. Not another psychometric report.
The point is a clearer review order, not a score that replaces a conversation.
Where it sits
Talent Triage shouldn’t create another tool to ignore.
Evidence should be easy to use in the review the team already does, so it changes who gets time rather than adding another screen.
What good looks like can be better.
Role expectations can be written down, tested on a live applicant flow and improved. That is a better start than another pile of CVs.
Evidence informs. People decide.
Talent Triage does not make the hiring decision. It helps recruiters decide where human attention goes first.
See it on a role you are hiring for now.
Bring the volume, the role and how your team screens today.
Practical guides, case studies and ideas for Talent Acquisition teams trying to make high-volume hiring clearer, fairer and more manageable.
Not more noise. Just useful resources that add a little more colour to the problem, the evidence and the options.
Featured guide
What Good Looks Like
A practical guide for Talent Acquisition teams.
A practical way to move beyond vague ideas of the ‘ideal candidate’ and get clearer on the behaviours, abilities and evidence that actually matter for the role.
Practical guide
Coming soonBuilt to be useful in real recruitment conversations — not a psychometrics lesson.
Solve earlier. Benefit later.
Many hiring problems only become visible after they’ve become expensive.
Late in the process
Weak evidence often shows up only after interview time has already been spent.
Costly attention
High volume makes that delay expensive. The useful question is what the team could have known earlier.
The library
A curated library. Not a content dump.
Evidence
Case studies
Approved examples of high-volume hiring will be published here. They are not live yet.
Coming soon
Guides
Practical guides
Short notes on what to measure, where signals help and where people stay in control.
Coming soon
Try it
Paid pilot
A practical route to test Talent Triage on a live role and your own applicant flow.
Too many applicants? Too much screening? Trying to understand what good looks like?
Tell us a little about your recruitment challenge and we’ll take it from there. No hard sell. Just a conversation about whether Talent Triage could help.
A few details are enough. You don’t need to have the solution worked out before you contact us.
Talent Triage is designed to fit into the recruitment technology and workflows your customers already use — keeping the candidate journey simple and bringing useful triage information back to recruiters.
Use Talent Triage. Or build with it.
Two ways into the same capability.
Employers can add Talent Triage to their own recruitment process. Technology partners can add the capability to the proposition they already give customers.
Employers
Use Talent Triage inside your hiring process
Connect it to the ATS or recruitment workflow you already use, then bring useful priorities and evidence back to recruiters.
Integration doesn’t have to mean rebuilding everything.
Start with the model that makes sense now. Go deeper later if the workflow or customer proposition needs it.
Hosted journey
Let Talent Triage handle the candidate experience
Create the candidate, launch the assessment journey, then receive the entitled outputs back into your existing process.
Lightest integration
Assessment API
Bring the scoring layer into your product
Send authorised raw responses and receive scores, report data and structured outputs back into your own experience.
Deepest control
Hybrid
Mix hosted delivery with embedded results
Keep the candidate journey simple while surfacing useful priorities and key evidence directly inside your own interface.
Common ATS pattern
Keep recruiters inside their workflow
The best integration is often the one recruiters barely notice.
Recruiters already have enough systems. Talent Triage should add useful evidence to the place they are already reviewing candidates — with deeper detail available when they need it.
ATS / recruitment workflow
Alex Morgan
Review first
Useful signals
Open deeper evidence when needed
Joined-up for candidates too
A connected process should feel simple from both sides.
Candidates shouldn’t need to understand your integration architecture. Whether the journey is hosted, embedded or hybrid, the experience should remain clear, mobile-friendly and consistent.
Invite
Assess
Results return
Recruiter reviews
Built for different architectures
Enough flexibility for different products and partnerships.
Hosted delivery, webhooks, polling, API-led data exchange, deeper embedded experiences and white-labelled journeys can all be part of the model. The right pattern depends on the workflow, the customer and how much control you want to keep.
Hosted
Webhooks
Poll / pull
API
White-label
Partnering
Are your customers struggling with applicant volume — and do you have a good answer for them?
High-volume hiring is a problem your customers already recognise. Talent Triage gives partners a practical way to add useful early-stage triage capability without having to build it themselves.
Why this matters
Applicant volume is becoming someone else’s problem to solve.
Your customers may already be dealing with too many applications, too much manual screening and too little recruiter time. If you don’t offer a sensible answer, they still have to find one somewhere.
Customer need
A familiar problem
High applicant volume creates pressure early in the hiring process, before recruiters reach the conversations they most value.
Your customers feel this
Capability gap
A gap in the proposition
If your product or service doesn’t help with triage, there may be a useful capability missing from the customer journey.
Add it without building it
Commercial value
A reason to talk
A practical new capability can strengthen retention, deepen accounts and create another route to revenue.
Create more value
Different partners. Different models.
Partner in the way that fits your business.
We don’t need every relationship to look the same. The commercial and technical model can reflect the value you already provide to customers.
ATS & HR tech
Integration + referral
Surface Talent Triage priorities and signals inside the recruiter workflow, with deeper candidate evidence available when needed.
Integrate / refer
Recruitment partners
Referral + reseller
Give clients another way to handle high-volume hiring, prioritise applicants and strengthen evidence-led candidate conversations.
Refer / resell
Consultancies
Delivery + advisory
Use Talent Triage as part of wider hiring, assessment or talent-transformation work where early evidence adds value.
Deliver / advise
Your brand can stay front and centre
Built to sit behind your brand.
Talent Triage can support partner-branded and white-labelled experiences where that creates a better customer journey. The capability can be visible, co-branded or quietly power the experience behind the scenes.
Your customer
Your brand
+
Talent Triage
=
One joined-up experience
Add the capability without forcing your customers into a disconnected relationship or another unfamiliar brand.
Built to play nicely with the recruitment ecosystem
Think of it like A&E for recruitment.
A hospital needs specialists, departments and different types of care. It also needs a way to understand who has arrived, what needs attention and where people should go next.
Recruitment is similar. ATS platforms, recruiters, job boards, agencies and other technology all have important jobs to do. Talent Triage sits near the front door — helping make sense of applicant volume and direct human attention where it may be needed most.
Connect where it makes sense
White-label where it helps
Stay invisible where better
It doesn’t replace the recruitment ecosystem. It helps the ecosystem work better.
Start simple
A practical partner model, not a logo wall.
The best starting point is usually one real customer problem, one clear use case and one sensible route to value. We can work out the commercial and technical detail from there.
1
Find the use case
Identify where applicant volume is creating a real customer problem.
2
Choose the model
Referral, reseller, integration, white-label or a blend.
3
Test the value
Start with a practical opportunity and learn before you scale.
About us
We’re interested in what happens when you understand people better.
Talent Triage grew out of years spent working on a simple but difficult question: how do you make better hiring decisions when there are more people to consider than there is time to properly consider them?
We’ve seen the problem in lots of different forms
Different sectors. Different people. Surprisingly similar questions.
Rather than list credentials, here are some of the kinds of hiring problems that have shaped how we think.
Trust & integrity
Hiring for trust in a US casino
Helping prioritise the right conversations when integrity mattered as much as capability.
Public service
Keeping the bar high in policing
Helping a UK police force understand the behaviours that mattered while recruiting at scale.
Social care
Finding people who care
Supporting recruitment across social-care organisations in the UK, US, Australia and New Zealand.
High volume
Improving retention in contact centres
Helping identify people more suited to the demands of large-scale customer-service roles.
Professional services
Scaling a growing law firm
Looking beyond experience to consider values, behaviour and performance expectations.
Recruitment
Helping recruiters prove candidate value
Giving recruiters more evidence than a CV alone can provide when making the case for a candidate.
What really interests us
Assessments, data and technology are useful. But they aren’t really the point.
What interests us is what can happen when you use them to create better understanding, better evidence and better-directed human attention.
Understand people better
Strengths, differences and fit.
Develop a clearer view of how people may work, where they may fit and what could help them succeed.
Make better-evidenced decisions
Evidence before assumption.
Support hiring decisions with structured evidence rather than relying too heavily on first impressions or unconscious bias.
Direct attention
Put human time where it matters.
Use evidence to help people decide where a closer look, a better question or a real conversation could make the biggest difference.
Better fit. Better conversations. Better hiring decisions. Better chances for people to succeed.
Science without the science lesson
Better evidence shouldn’t make recruitment more complicated.
There’s serious assessment thinking underneath Talent Triage. But we don’t think recruiters should need to become psychometricians to use it.
Our job is to do the complicated work underneath and turn it into something clear, useful and human at the point where a decision needs to be made.
The next question should become clearer — not more technical.
What we believe
A few simple principles.
People make the decisions
Human judgement stays central.
Technology should help people make better-informed decisions — not make those decisions for them.
Look earlier
Useful evidence upstream matters.
What you learn early can influence the quality of decisions, conversations and outcomes later.
Keep it useful
Science only creates value when people can apply it.
Clear beats clever. Evidence should help the next decision, not create another report nobody uses.
Play nicely
Recruitment is an ecosystem.
The best solutions connect, complement and help existing people and systems work better together.
Privacy
Privacy Policy
Last updated: 25 September 2026
Talent Triage is a product of Personal Consultancy Solutions Limited, trading as Big 5 Assessments. We take privacy seriously and aim to be clear about what information we collect, why we collect it and what happens to it.
Who is responsible
Personal Consultancy Solutions Limited
Trading as Big 5 Assessments · Product: Talent Triage
Depending on how you use the website, we may collect information such as:
your name;
work email address;
company or organisation;
information about your recruitment requirements, such as approximate applicant volumes;
the nature of your enquiry;
information you choose to include in a message to us;
whether you have asked to receive a resource, email course or other communication;
technical information about how you use our website, where you have allowed relevant cookies or tracking technologies.
Please avoid including sensitive or special-category personal information in free-text enquiry fields unless it is genuinely necessary.
03
How we use your information
We may use personal information to:
respond to enquiries, so that we can understand what you are asking about and respond appropriately;
provide requested resources, for example a guide, downloadable resource or email course;
discuss Talent Triage with you, including demonstrations, Paid Pilots, integrations, partnerships or other services where you have expressed an interest;
manage business relationships, including recording relevant enquiry and correspondence information within our customer relationship management systems;
send marketing communications where you have chosen to receive them;
understand and improve our website, where you have given the appropriate cookie consent;
protect the website and our business, including maintaining website security, preventing misuse and investigating technical or security issues.
04
Our legal bases
Depending on the activity, we rely on different lawful bases under UK data-protection law. For enquiries and business conversations, we will generally process information because it is necessary to respond to your request or because we have a legitimate interest in managing genuine business enquiries and relationships.
Where you specifically opt in to marketing communications, we rely on your consent. You can withdraw that consent at any time. Where non-essential analytics or advertising technologies are used, these will only be activated after the appropriate cookie consent has been provided. We may also process information where necessary to comply with a legal obligation.
05
Marketing
Submitting an enquiry does not mean you have to agree to ongoing marketing. Where we offer marketing updates alongside a form, we aim to make that choice separate and clear. If you subscribe, you can change your mind at any time by using an unsubscribe option in an email or contacting
info@talent-triage.com.
06
Cookies, analytics and advertising
We use cookies and similar technologies for the operation of the website and, with your permission, to understand how the website is used and how our marketing performs. These may include technologies provided by services such as Google Analytics, LinkedIn and Meta. Non-essential analytics and advertising technologies should not be activated until you have made a choice through our cookie controls. You can find more information in our
Cookie Policy.
07
Who we share information with
We do not sell your personal information. Where necessary, information may be processed by service providers that help us operate our business, including providers of:
website hosting and email;
customer relationship management systems;
email marketing and communications;
website analytics;
advertising and campaign measurement;
website security and spam prevention;
professional and technical services.
For example, an enquiry may initially be delivered to us by email and subsequently recorded in a CRM system if it develops into a business conversation. We only use these services where there is a genuine operational reason to do so.
08
International processing
Some technology providers may process information outside the United Kingdom. Where personal information is transferred internationally, we take appropriate steps to ensure that the transfer is covered by recognised safeguards under UK data-protection law. The exact arrangements depend on the provider and the location in which the information is processed.
09
How long we keep information
We keep personal information only for as long as there is a reasonable need for it. The period will depend on why the information was collected. For example:
enquiry information may be retained while the enquiry or resulting business relationship remains relevant;
marketing information may be retained while you remain subscribed;
where somebody unsubscribes, we may retain limited information necessary to ensure that their preference continues to be respected;
technical and cookie information is retained according to the purpose and duration of the relevant technology.
We periodically review information and remove or anonymise data that we no longer need.
10
Keeping information secure
We use reasonable technical and organisational measures designed to protect personal information against unauthorised access, alteration, disclosure or loss. No website or internet transmission can be guaranteed to be completely secure, but we aim to collect only the information we genuinely need and protect it appropriately.
11
Your rights
Depending on the circumstances, UK data-protection law may give you rights including the right to:
access personal information we hold about you;
ask us to correct inaccurate information;
ask us to delete information;
restrict certain processing;
object to certain uses of your information;
receive certain information in a portable format;
withdraw consent where processing is based on consent.
To exercise a right, contact
info@talent-triage.com. You also have the right to raise a concern with the Information Commissioner’s Office (ICO).
12
Changes to this policy
We may update this policy as Talent Triage, the website or the services we use change. The latest version will always be published on this page with its most recent revision date.
13
Contact us
Questions about this policy or how we use personal information can be sent to:
info@talent-triage.comPersonal Consultancy Solutions Limited trading as Big 5 AssessmentsThe Magdalen Centre, The Oxford Science Park, Oxford, OX4 4GA, United Kingdom
Plain-English where possible. Specific enough to be useful. Kept current as our website and services develop.
Talent Triage uses cookies and similar technologies to operate our website, remember your privacy choices and, with your permission, understand how the website and our marketing are performing.
Talent Triage is a product of Personal Consultancy Solutions Limited, trading as Big 5 Assessments.
Three simple categories
Essential works. Optional waits for your choice.
Essential
Always on
Needed for the site or privacy controls to work.
Analytics
Off by default
Google Analytics only after the appropriate choice.
Marketing
Off by default
LinkedIn and Meta only after the appropriate consent.
01
What are cookies?
Cookies are small pieces of information stored on your device when you visit a website. Similar technologies, including tracking pixels, browser storage and JavaScript tags, can perform related functions and are covered by this policy.
02
Essential cookies
These are required for the website or privacy controls to work correctly. For example, we may store your cookie preferences so that we remember the choices you have made. These technologies cannot be switched off through our cookie controls where they are strictly necessary.
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Analytics cookies
With your permission, we use analytics to understand things such as which pages people visit, how visitors find the website and how the site is being used. At launch, this may include Google Analytics. We use this information to understand and improve the Talent Triage website.
04
Marketing and advertising technologies
With your permission, we may use technologies provided by platforms including:
LinkedIn — to understand the effectiveness of our LinkedIn activity and advertising.
Meta — to understand the effectiveness of campaigns and, where applicable, support advertising activity across Meta services.
These technologies may allow the relevant providers to recognise a browser or device and associate website activity with information they already hold. We will not activate these technologies until the appropriate consent has been given.
05
Your choices
When you first visit the website, you can:
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Manage preferences
It should be just as easy to reject optional tracking as it is to accept it. You can change your mind later using the Cookie Settings link available from the website footer.
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Different technologies remain on your device for different periods. Some last only for a browsing session, while others may remain for longer so that a service can recognise a returning browser. We will maintain a current list of the cookies and technologies used by the website, including their purpose and typical duration, as part of these cookie controls or this policy.
07
Third parties
Where optional technologies are enabled, information may be processed by the relevant analytics or advertising provider. More information about how we use personal information is available in our
Privacy Policy.
08
Contact
Questions about our use of cookies can be sent to:
info@talent-triage.comPersonal Consultancy Solutions Limited trading as Big 5 AssessmentsThe Magdalen Centre, The Oxford Science Park, Oxford, OX4 4GA, United Kingdom
These terms explain how you may use the Talent Triage website and the content and resources available through it. Talent Triage is a product of Personal Consultancy Solutions Limited, trading as Big 5 Assessments. By using this website, you agree to these terms.
01
Who we are
Personal Consultancy Solutions Limited is the company responsible for this website.
Trading as
Big 5 Assessments
Company number
06230013
Business address
The Magdalen Centre, The Oxford Science Park, Oxford, OX4 4GA, United Kingdom
Registered office
18 The Broadway, Stoneleigh, Ewell, Epsom, Surrey, KT17 2HU, United Kingdom
These terms apply to the public Talent Triage marketing website and resources made available through it. They do not govern use of the Talent Triage assessment platform, Paid Pilots, APIs, integrations or services supplied to customers or partners. Those may be subject to separate agreements and terms.
03
Using this website
You may use the website for legitimate business, professional and informational purposes. You must not:
use the website unlawfully or fraudulently;
attempt to gain unauthorised access to the website, hosting environment or connected systems;
introduce viruses, malicious code or other harmful material;
interfere with the operation or security of the website;
systematically extract, scrape or reproduce substantial parts of the website without permission;
use our content, branding or resources in a way that falsely suggests an association with or endorsement by Talent Triage.
04
Our resources
We may make guides, cheatsheets, case studies, reports and other materials available to download.
You may
download them for your own use;
share them internally within your organisation; and
use them to support internal discussion and decision-making.
Without written permission, you may not
sell or commercially redistribute them;
republish substantial parts of them;
remove our branding or ownership notices;
modify them and present the resulting material as Talent Triage content;
incorporate them into another commercial product or service.
If you would like to use one of our resources in another way, contact us.
05
Intellectual property
Unless otherwise stated, the website and its original content — including text, graphics, visual design, downloads, interactive experiences, branding and other materials — are owned by or licensed to Personal Consultancy Solutions Limited.
06
Playground and interactive tools
From time to time, we may provide games, interactive tools, demonstrations, calculators or other experiences. Unless explicitly stated otherwise, these are intended to illustrate ideas, stimulate discussion or help people explore recruitment concepts. They should not be treated as a formal psychometric assessment, a candidate selection decision, professional recruitment advice, legal or employment advice, or a recommendation to hire or reject an individual. Where an interactive experience provides a score, outcome or comparison, its meaning should be understood within the context provided with that particular tool.
07
Information, not professional advice
We try to make our content useful and accurate. However, material on this website is provided for general information and discussion. It should not be relied upon as a substitute for appropriate professional advice or for decisions requiring consideration of your particular circumstances. This includes legal, employment, HR, recruitment and psychometric decisions. If something matters to an important business or employment decision, consider the relevant evidence and professional advice rather than relying solely on website content.
08
Keeping information current
Recruitment, technology, assessment practice and the law change. We may update, improve, replace or remove website content and features without notice. We do not guarantee that every piece of information on the site will remain complete or current indefinitely.
09
Availability
We aim to keep the website available and working properly, but we cannot guarantee uninterrupted access. We may suspend or change all or part of the website where necessary for maintenance, security, development or other operational reasons.
10
Links to other websites
The website may contain links to websites or services operated by other organisations. Those sites are outside our control. A link does not necessarily mean that we endorse the organisation, its products or everything published on its website. You should review the relevant terms and privacy information when using third-party services.
11
Our responsibility
We take reasonable care in operating the website and preparing its content. However, we cannot guarantee that the website will always be error-free, uninterrupted or suitable for every particular purpose. To the extent permitted by law, we are not responsible for losses arising solely from reliance on general website information or from circumstances outside our reasonable control. Nothing in these terms excludes or limits liability where it would be unlawful for us to do so. Any specific Talent Triage services purchased from us will be governed by the relevant commercial agreement rather than this general website provision.
12
Privacy and cookies
Our
Privacy Policy explains how we handle personal information collected through the website. Our
Cookie Policy explains how cookies, analytics and similar technologies are used and how you can control your preferences.
13
Changes to these terms
We may update these terms as the website, our resources or our services develop. The current version will always be available on this page with the latest revision date.
14
Governing law
These terms and your use of this website are governed by the laws of England and Wales. Any dispute relating to these terms or the website will be subject to the jurisdiction of the courts of England and Wales, subject to any legal rights that cannot be excluded.
15
Contact us
Questions about these terms or permission to use Talent Triage material can be sent to:
info@talent-triage.comPersonal Consultancy Solutions Limited · trading as Big 5 Assessments · The Magdalen Centre, The Oxford Science Park, Oxford, OX4 4GA, United Kingdom
