TalentArt AI helps hiring teams run structured, consistent interviews, and gives every interviewer the evidence to make a fair decision.
Our mission
Interviews are where most hiring decisions are really made. They are also where those decisions most often go wrong. Different interviewers ask different questions, score against different standards, and fall back on gut feel.
We combine AI with behavioural science so that every interview follows the same structure and produces evidence a person can act on.
The AI briefs the hiring manager to define the role, builds the competency framework and the interview guide, coaches the interviewer live during the interview, and summarises the evidence afterwards. A person makes every hiring decision.
What changes for hiring teams:
AI does the structure, people make the call.
Our Values
The principles that guide everything we do
Human-first, always
We design for people, not personas. Technology should support better human decisions, not make them.
Structure creates confidence
Structure is not rigid. Knowing what to ask, and what good looks like, frees an interviewer to listen properly.
Fairness by design
We reduce bias through structure, consistent criteria and evidence, so every candidate gets the same shot.
Respect the experience
Candidates invest time, energy and hope. We match that with interviews that are prepared and consistent.
Raise the bar
Poor hiring costs teams time, money and momentum. We help organisations interview better.
Meet our founder
Michelle Redbourn
Founder and CEO
I’ve spent more than a decade leading talent at REA Group, SiteMinder and Tyro, and building talent functions from the ground up at start-ups. I’ve designed hiring frameworks and coached managers through the hires that shaped their teams.
Every hire changes a team, and the wrong one costs time, money and momentum. Yet interviewing is the skill most managers are never taught. I wrote Unstoppable: Why Being a Great Interviewer Is Your Ultimate Super Power to change that, and built TalentArt AI so every interview is run on evidence, not gut feel.
I’ve sat on both sides of the interview table, and I know what a good interview means to the person in the other chair.