How AuraSync Works

What is AuraSync?

AuraSync is an AI hiring and talent intelligence platform that combines applicant tracking, candidate assessment, personality intelligence, assessment integrity and AI-assisted hiring workflows.

AuraSync is built by Genesis Technologies and has two connected products. The ATS (applicant tracking system) is where recruiters manage jobs, candidate pipelines, correspondence, interviews and offers. The Assessment module is the separate service candidates complete an assessment in; it returns scores and reports to the ATS. AskAura, AuraSync's AI hiring assistant, helps hiring teams question and interpret that evidence.

Who is AuraSync for?

AuraSync is a business-to-business platform for the people who run hiring inside an organization:

• ✦HR teams that want a consistent, documented hiring process
• ✦Recruiters and talent acquisition teams managing high-volume pipelines
• ✦Hiring managers who need comparable evidence on every shortlisted candidate
• ✦Organizations running structured candidate assessments that must be reviewable later

The AuraSync workflow, step by step

Each stage feeds the next. Steps 1 to 7 are handled by the platform; in steps 8 and 9, people review the evidence and decide.

• ✦1. Job and role requirements: the hiring team creates the job in the ATS. AuraSync can summarize the job description and generate role-relevant interview and assessment questions from it.
• ✦2. Candidate pipeline: candidates apply or are added, uploaded CVs are parsed into structured profiles, and every candidate moves through the stages the team defines.
• ✦3. Candidate assessment: candidates receive an invite link to the Assessment module. Taking part, camera monitoring and facial verification are agreed to separately on the consent screen.
• ✦4. Observable signal collection: depending on how the assessment is configured, the session captures answers, spoken answers and their transcripts, response timing, and camera-based integrity checks.
• ✦5. Multimodal analysis: AI transcribes spoken answers, scores answers, derives behavioral and psychometric indicators, and raises integrity flags for review.
• ✦6. Role and context mapping: results are interpreted against the job's requirements and the organization's own culture and priorities, producing job-fit and culture-fit indicators.
• ✦7. Explainable report: the hiring team receives a candidate report with scores, the evidence behind them and a written summary.
• ✦8. AskAura and recruiter analysis: recruiters review the report, open the underlying answers and materials, and can ask AskAura questions about a candidate or a role.
• ✦9. Human hiring decision: a person at the hiring organization decides who moves forward. AuraSync does not make hiring decisions.

What is automated, what is AI-generated, and what people decide

AuraSync separates three kinds of work, so it is always clear who or what produced a result.

• ✦Product processing: running the pipeline, delivering assessments, recording consent, storing results with the application, and enforcing each customer's retention settings.
• ✦AI-generated insight: question generation, transcription, answer scoring, behavioral indicators, integrity flags, written summaries and AskAura's answers. These are decision support: indicators, not measurements of a person's worth or ability.
• ✦Human decision-making: reviewing results and integrity flags, requesting more evidence, advancing or rejecting a candidate, and making an offer. These stay with the hiring team.

What AuraSync does not do

Some boundaries are as important as the features:

• ✦It does not make hiring decisions or replace the judgment of the hiring team.
• ✦It is not a medical, psychological or clinical assessment of any kind.
• ✦It does not share facial verification data with the hiring organization; that data exists only to confirm identity during the session.
• ✦It does not sell assessment data or use it to train AuraSync's own AI models.

Limitations to keep in mind

Assessment results can be affected by audio and video quality, accent, connection, device, and by disability or assistive technology. Written summaries are generated by AI and can be imprecise or incomplete, so they are a starting point for review rather than a verdict.

An integrity flag is an automated signal, not a finding of misconduct: ordinary events such as poor lighting or a dropped connection can raise one. Any candidate can ask for a human to review a score or recommendation. Our Responsible AI page explains these safeguards in more detail.