A curated standard, applied the same way to every candidate.
Riviot's premise is simple: the same evidence-led framework that vets a candidate also defines a job's requirements. That makes matching deterministic, transparent, and reviewer-auditable — no black box.
The vetting journey
- 1Apply
15-minute structured application. Profile, talent pool, vendor depth, certifications, project evidence, written answers, and a pool-specific operational scenario.
- 2Vio scores
Vio runs the VIO-10 framework deterministically. You receive a scorecard, four indices, a skill radar, strengths, gaps, and an actionable improvement plan.
- 3Reviewer signs off
A Riviot reviewer validates the scorecard, can override scores with reason, and decides on admission. Every action is audit-logged.
- 4Admitted
Once admitted, you control your visibility. Vetted employers are matched against your profile — only with your consent.
- 5Matched
When a client posts a role you fit, you appear in their ranked talent list with a Match score, fit summary, and gap analysis.
- 6Hired
If the employer shortlists you, a Riviot admin approves the introduction, and you progress through a structured pipeline to placement.
Seven pillars, weighted to 100.
Every candidate is scored along the same seven pillars. The weights below are the published VIO-10 weights — they are intentionally biased toward verifiable evidence over self-claimed seniority.
Career Credibility
10 pointsYears of relevant experience, profile completeness, and consistency.
A baseline signal of professional maturity. Low credibility correlates with first-mile delivery risk.
Communication
15 pointsClarity, structure, and depth of every written answer.
Premium clients buy outcomes — and outcomes need clear communication. Writing predicts client readiness.
Certifications
15 pointsPool-aligned credentials weighted by status (Current / In progress / Expired).
Verifiable depth. Pool-aligned current credentials weight highest because they correlate to delivery quality.
Vendor Ecosystem Depth
15 pointsSelf-rated 1–5 vendor depth, weighted by alignment to your primary pool.
Specialists outperform generalists at the elite tier. We reward depth in the vendors that match your pool.
Project Evidence
20 pointsQuantified scale, complexity, responsibility, and outcomes per project.
The single highest-weight category. Evidence is what reviewers and clients can actually verify.
Scenario Performance
15 pointsA pool-specific operational scenario graded for risk, rollback, validation, communication, documentation, escalation.
Operational judgment under pressure. Strong scenarios predict elite admit decisions.
Client Readiness
10 pointsThree short answers grading executive communication, post-incident summarisation, milestone-at-risk handling.
Riviot specialises in elite client-facing engagements. Without readiness signal, candidates rarely reach front-line client work.
The four pillars of the talent profile.
Behind the headline score, four proprietary indices summarise the candidate from different angles. They appear on every Riviot scorecard and talent card.
Infrastructure Evidence Index
How much real-world proof exists behind the candidate's profile.
Projects with quantified scale, documented outcomes, and produced deliverables.
Ecosystem Depth Rating
Depth across pool-aligned vendor ecosystems.
Self-rated vendor depth weighted by relevance to your primary pool.
Operational Complexity Score
Complexity of environments the candidate has operated in.
Average and peak complexity across declared projects.
Client Readiness Index
Suitability for premium client-facing engagements.
Client-readiness answers + communication signals.
Two scores, two purposes.
Talent Score (Riviot Score)
0–100A standalone evaluation of the candidate against the VIO-10 framework. Independent of any specific job.
- ▸ Computed once at submission, refreshed when assessment is re-submitted.
- ▸ Drives admission band: Elite / Admit / Conditional / Manual review / Not admitted.
- ▸ Visible to the candidate and to Riviot reviewers.
Match Score
0–100A relative fit assessment between an admitted candidate and a specific job posting.
- ▸ Recomputed for every (candidate, job) pair when a job is published or edited.
- ▸ Ten weighted dimensions: pool, role, vendor depth, certs, complexity, client readiness, industry, location, availability, comp.
- ▸ Visible to the employer (with fit summary, strengths, gaps) and to Riviot admin.
From requirement to placement.
- 1Define what good looks like
Use the same VIO-10 framework: pool, seniority, vendor depth requirements, certifications, complexity floor, industry context.
- 2Publish & match
Riviot scores every visible admitted candidate against your posting. You see ranked talent with score, fit summary, strengths, and gaps.
- 3Pipeline
Move candidates through Suggested → Shortlisted → Contacted → Interviewing → Offered → Placed. Every stage change is audit-logged.
- 4Reviewer-approved intros
A Riviot admin approves every employer-talent introduction before it lands in the candidate's inbox.
- 5Place & close
Once placed, the job moves to Filled and the talent moves to Placed. Both signals feed back into the matching engine for calibration.
- 6Calibrate
Acceptance rates, time-to-shortlist, time-to-placement, and reviewer override rates inform future recommendations.
Ready to start?
Apply as talent or hire elite talent — both paths take less than a minute to begin.