Built for applicant-heavy hiring in retail, hospitality, graduate, care, logistics, construction and more.
Applicant intelligence for high-volume top-of-funnel hiring
Volume to shortlist
Assess every applicant against what good looks like for each role.
Talent Triage/Overview
Triage the applications. Focus on the person behind the CV.
When applications arrive faster than your team can properly review them, good recruitment gets harder.
Talent Triage adds useful evidence at the top of the hiring funnel, helping recruiters quickly understand where to focus their attention first.
See Talent Triage in action
From applicant overload to clear priorities.
Review first
Good fit
Needs evidence
Concern
The problem
More applicants. Less time with each one.
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.
One-click Apply Tools
More people to consider
High application volumes put pressure on the earliest stages of recruitment.
AI-polished CV's
Everyone looks good on paper
It becomes increasingly difficult to differentiate between "good" candidates.
Scarce recruiter attention
Less time per applicant
Recruiter attention becomes the constraint exactly where it is most valuable.
What Talent Triage changes
Turn applicant volume into clear priorities.
Talent Triage introduces early success indicators in the recruitment process.
Spot useful Green Flags
See stregnths and areas worth exploring
Identify and explore where your applicants strengths are and how they fit the job.
Surface potential Red Flag concerns
Know where to look closer
Identify risks and areas that may warrant additional questions and investigation later in the process.
Prioritise & Focus attention
Spend time where it matters
Help recruiters spend more time interviewing, speaking to and connecting with the right people.
People 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 connecting with the people that belong in your team.
Make space for
Interviewing
Assessing
Exploring
Questioning
Connecting
Built for top-of-funnel volume-based hiring in Retail and Hospitality
Designed for recruitment at scale.
Whether you’re recruiting continually across frontline roles or handling large seasonal or graduate campaigns, the principle is the same: give your team priority indicators 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
Probationary period drop outs
Seen in one deployment where talent triage formed part of a wider hiring process.
What comes next
So, what are you looking for?
That depends on the organisation, the role and what good looks like for you. Talent Triage can bring together evidence around personality, ability and potential areas of concern, then help turn that evidence into something recruiters can actually use.
From applicant overload to clearer hiring priorities.
Talent Triage adds behavioural indicators early in the recruitment process, helping your team understand where to focus its attention first.
The idea in one view
Assess earlier at the top of your hiring funnel.
So recruiter attention is better directed before additional and more costly screening effort starts to build.
Applicant volume
Early indicators
Personality
Ability
Attitude
Clearer priorities
Strong Fit
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 starts by helping you define which beahviours matter for the job you're hiring for. That can combine analysis of role requirements, existing employee data and stakeholder input to create a practical starting point for review.
The role
What does the job really need?
Clarify the demands of the role, the environment and the outcomes that matter.
The people
What patterns can we learn from?
Where useful, look at data from existing employees and performance to understand meaningful differences.
The benchmark
Turn data into something usable
Create a practical benchmark or success profile that can guide early review and be refined and dialed in over time.
What we look at
Go beyond what's on the CV.
Talent Triage can bring together several kinds of insight so recruiters have clearer indicators than just CV information alone.
Personality - 4 mins
How someone tends to behave and work.
Explore patterns in how someone is likely to approach work, interact with others and respond to different situations.
Ability - 7 mins
How someone handles information & problems.
Add evidence about how someone works with information, reasons through problems and responds under time pressure.
Attitude - 4 mins
Potential concerns that may need a closer look.
Surface areas of concern or risks where a recruiter may want more explore and question more deeply .
Candidate experience
Short, mobile-first assessments typically take around 4 to 7 minutes to complete.
From success definition to interview
Five simple steps.
The science and scoring can be sophisticated underneath. The experience for recruiters should stay simple.
01
Define
Get clear on what good looks like for the role and where a benchmark is useful.
02
Assess
Applicants complete short assessments at the point of application, or soon after.
03
Understand
Responses are scored and organised into useful indicators and areas to consider.
04
Prioritise
Talent Triage helps surface where recruiter attention may be most valuable first.
05
Interview
Recruiters review applicants and ask questions to make hiring decisions.
Technology does the triage. You make the decisions.
What the recruiter sees
Useful indicators. Not detailed reports.
Recruiters shouldn't need to become assessment experts. The first view should help them decide where to look – with deeper detail available when it matters.
At a glance
Applicant: Alex Morgan
Review first
Good fit
Personality – several useful strengths for this role
Attitude – one area worth exploring at interview
Priority
Simple at first glance
Give recruiters a clear starting point before asking them to interpret detail.
Deeper evidence
Detail when it matters
Open the underlying reports when a candidate deserves a closer look.
Inside your existing recruitment process
Talent Triage shouldn't create another hiring process.
The aim is to bring useful evidence into the workflow your recruiters already use – not force them to manage another disconnected system.
Hosted journey
We can handle the assessment experience
Candidates move into a Talent Triage assessment journey and useful results return dorectly to your process.
Connected results
Bring the evidence back to the recruiter
Surface priorities and key signals in your recruitment workflow, with deeper detail available when needed.
API / embedded
Go deeper when the technology needs to
Use API-led or embedded approaches where a more integrated experience makes sense.
Learn from what happens next
What good looks like can get better.
Recruitment gives you more data over time. As outcomes become clearer, benchmarks and profiles can be reviewed and refined rather than treated as fixed forever.
Deploy
Observe
Learn
Refine
A shortlist worth interviewing.
Want to see how Talent Triage could fit within your recruitment process?
Practical guides, case studies and ideas for Talent Acquisition teams trying to make high-volume hiring clearer and more manageable.
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 soon
The library
Explore ideas around triaging talent.
Cheatsheet
Spotting Early Value in Applicants
A brief summary of why and how triage helps top-of-funnel hiring efforts.
Talent Triage is designed to fit into the recruitment technology and workflows you 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 at the top of your hiring funnel
Connect it to the ATS or recruitment workflow you already use, then bring useful applicant prioritisation for your 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 scores and reports 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
Partnering
Are your customers struggling with applicant volume, and do you have a good answer for them?
High-volume, top-of-funnel hiring and prioritisation of applicants is a problem your customers already recognise. Talent Triage gives partners a practical way to add useful early-stage behavioural triage capability without having to build it themselves.
Why this matters
We believe applicant volumes are only going to get bigger in entry level roles.
Your customers may already be dealing with too many applications, too much manual screening and too little recruiter time. There's an opportunity to offer a sensible answer.
Customer need
A familiar problem
High applicant volume creates tension around recruiter capacity and attention early in the hiring process.
Your customers feel this
Capability gap
A gap in the proposition
If your product or service doesn’t help with behavioural 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 relationships with customers and create another route to revenue.
Add more value
Different partners. Different models.
Partner in the way that fits your business.
Commercial and technical models 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 + white-label reseller
Give clients another way to handle high-volume hiring, prioritise applicants and strengthen data-led candidate conversations.
Refer / resell
Consultancies
Delivery + advisory
Use Talent Triage as part of wider hiring, assessment or talent-transformation work where early applicant data adds value.
Deliver / advise
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 recruiter attention where it's be needed most.
About us
We’re interested in volume-based, top-of-funnel hiring and applicant prioritisation.
Talent Triage grew out of years spent working on a simple but difficult question: how do recruiters allocate their attention and make hiring decisions when there are more applicants to consider than there is time to properly consider them?
We’ve seen the problem in lots of different forms
Different sectors. Different jobs. Surprisingly similar questions.
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 the next generation of officers 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 more understanding, better indicators of success and use that to direct recruiter attention.
Create more understanding
Strengths, differences and fit.
Develop a clearer view of how people may work, where they may fit and what could help them succeed.
Make data-driven hiring decisions
Data before instinct.
Support hiring decisions with structured behavioural data rather than relying too heavily on first impressions or instinct.
Direct attention
Put recruiter time where it matters.
Use data to help recruiters decide where a closer look, a deeper question or a real conversation could make the difference.
What we believe
A few simple principles.
People make the decisions
Recruiter 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 on in the process 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. Data should help the next decision, not create another report nobody uses.
Play nicely
Recruitment is an ecosystem.
The best solutions connect, complement and help teams 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, ActiveCampaign, 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 and ActiveCampaign 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.
03
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 and ActiveCampaign. 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:
Accept optional cookies
Reject optional cookies
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.
06
How long cookies remain
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
