How it works

The runtime, end to end.

Four loops. Five mastery stages. One closed-loop data model that sharpens every cohort against the next. We’ll tell you what ships today and what’s queued — no hand-waving.

The runtime

Recruit · Ramp · Certify · Place

Most platforms own the first loop. We run all four — and the output of Place feeds the input of Recruit. That’s the part that compounds.

Recruit

Application → Tier 1 Assessor scores the Six Cyborg Traits in real time → Live Skill Sim → recorded artifact.

Ramp

Foundations cert before role-specific work. Buddy pair on day 1. Daily review queue. Onboarding as a measurable system.

Certify

Cert Path Stage 0 → 4. AI grades the floor. Peer review and results gate the ceiling. Recerts every 6 months.

Place

Internal team or with our clients. Tier 4 Outcome Loop ties downstream performance back to the model that scores the next cohort.

Subsystem · Cert Path

Five stages. Five evaluators.

AI can teach beginners and evaluate intermediates. AI cannot certify mastery. So the evaluator changes as you climb. The cert holds up because the gate at the top is something AI can’t fake — peer review and a P&L.

0

Stage 0Initiate

Evaluator — AI rubric

Bloom · Remember

1

Stage 1Apply

Evaluator — AI rubric + sim

Bloom · Understand → Apply

2

Stage 2Analyze

Evaluator — AI + manager spot-check

Bloom · Analyze

3

Stage 3Operate

Evaluator — Peer review + small-stakes account

Bloom · Evaluate

4

Stage 4Master

Evaluator — Results gate (P&L verified)

Bloom · Create

Subsystem · Live Skill Sim

Recorded interview.
Scored. Defensible.

Most AI hiring tools hand you a number. We hand you a recording, a transcript, a per-trait score, and an Authenticity Score that compounds across every cert event.

Native voice

Vertex Live native-audio interview. Sub-second turn-taking. Tone, hesitation, energy — all part of the signal.

Authenticity Score

The Six Cyborg Traits weighted into a single 0–100 signal. Evolving — updates with every quiz, sim, peer review, and result. Not a one-shot test.

Replayable artifact

Every sim is a signed-URL recording with full transcript, post-call analysis, and trait composite. Your audit packet, ready by default.

The closed loop

Why it gets sharper every cohort.

Tier 0–1

Predict

Six Cyborg Traits composite scored from application + Live Skill Sim. The model says: this candidate’s composite is X.

Tier 2–3

Verify

Cert Path artifacts and peer review confirm — or contradict — the Tier 1 prediction. Each cohort builds calibration data.

Tier 4

Correlate

Post-placement client outcomes — revenue, NPS, ad wins, churn — link back to the original trait composite.

Tier 0 (next cohort)

Resharpen

The model retrains. Tier 1 predictions get more accurate. The loop closes — and tightens.

Tier 4 outcome correlation is partially live — the schema is shipped and outcome data flows from existing client work. The full retraining loop closes once the first Tier 1 cohort completes their first 90 days on real accounts.

Where we are today

Shipped vs roadmap, in plain English.

A platform that overclaims is a participation trophy. We’d rather tell you what’s real.

Shipped today

Tier 1 Media Buyer cert path (live, 17 trainees in pipeline)
Live Skill Sim — Vertex Live native voice interview, recorded
Tier 1 Assessor — Six Cyborg Traits scoring on application
Skill profile snapshot system (Layer 1 universal axes)
Mock Ads Manager simulation, Stages A–C scenarios
Talent pool admin (recruiter view, candidate pipeline)
Foundations cert + buddy pair + daily review queue

Roadmap

Phase 3 (35–60d) — Content Editor cert (track 2)
Phase 3 (35–60d) — Dojo MVP, 10 Tier-S sales letters seeded
Phase 3 (35–60d) — background-check integration
Phase 4 (60–90d) — peer review schema + flow (Stage 3 gate)
Phase 4 (60–90d) — results-proof intake (Stage 4 gate)
Phase 5 (90–120d) — GHL / EA / Sales / Engineer Tier 1 tracks
Phase 5 (90–120d) — recruiter portal Stage 2

We don’t market what’s parked. The public dojo SEO catalog, partner-track licensing, and other surface expansions are queued behind real cohort outcomes — see the philosophy for why we stay narrow.

Now you’ve seen it.

Whether you want a placement or a cohort plan, the next step is the same — start the conversation.

Hire from us Cross the bridge