For companies, internal HR, role owners and agencies

Know exactly where BUSCOS enters your hiring process

BUSCOS works with people your team has invited. It adds structured, traceable evidence before the main interviews; professional observations appear only when a qualified reviewer has accepted that scope.

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BUSCOS BUSCOS Evidence Report
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Process output

A shared basis for HR, leadership and the role owner

  • What each person answered and in which situation
  • What each professional observed and with which limits
  • What should be explored in the interview
  • Which decision the client finally made
The decision always remains with your team.

The exact point of entry

After the client invitation. Before the main interviews.

Your search and screening continue as they are. Once your team chooses whom to invite, BUSCOS can collect evidence before or after your shortlist without creating it or deciding who advances.

Company or agency

Search and sourcing

Identify people who may fit the role.

HR or consultant

Client invitation

Choose which people enter the BUSCOS process.

BUSCOS

Traceable evidence

Real role situations, original answers, labelled automated observations and professional observations only when assigned.

HR and role owner

Main interview

Explore evidence with specific questions.

Client

Human decision

Advance, hire or stop the process and document why.

BUSCOS does not source candidates or make the decision. It makes the missing evidence reviewable.

The pressure changes; the gap does not

Sometimes profiles are scarce. Sometimes CVs are overwhelming. In both cases, signal is missing.

BUSCOS does not solve sourcing. It works with people already identified so the team can reduce blind interviews and make explicit what remains to be checked.

One process, different responsibilities

Everyone works from the same evidence without giving up their judgement

The report keeps the original answer, identified observations and the client decision separate. Agreement is not forced; disagreement becomes reviewable.

Internal HR or consultant

Coordinates the process, prioritises interviews and keeps criteria comparable.

Role owner

Contrasts the evidence with the reality of the role and can explain why they agree or disagree.

Leadership or committee

Receives a traceable rationale when the role’s impact requires greater scrutiny.

Start with one real role

Bring a vacancy and the people already in the process. We will define the right depth and show the evidence report your team would receive.

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