About Us

Recruitment. With a simple observation: you get better performance from someone who loves what they do than from someone who's good at it but treading water. The difference isn't skill, it's alignment between the person and the role.

We built a tool that reveals that alignment before the hire, not eighteen months after it.

The same science applied wherever people make the difference. Coaches use it to develop athletes. Leadership teams use it for succession. Investors use it for due diligence. Businesses use it to build sales, departmental and management teams.

The context changes. The principle doesn't: you cannot get the best from people you don't truly know.

Six photographs from a webcam. Thirty seconds. No questionnaire. No self-reporting. No mask. The assessments use Personality Pattern Mapping (PPM) to generate a detailed profile built on OCEAN5, the most validated framework in psychological research.

Thirteen archetypes. Twelve trait dimensions. Population-normed benchmarking. Complementary pairing analysis. All delivered in plain language for the person who needs to act on it.

You don't need to understand the engine to drive the car.

If you want to know how it works, we're happy to show you. The relationship between facial morphology and personality has been a research field for over seventy years, with thousands of peer-reviewed papers indexed on PubMed.

Our technology has been peer-reviewed and published in Nature. US patent pending. 300,000 tests run. 5 million images processed. 100 million data points.

Talent Recognition informs decisions, it doesn't dictate them. It does not label or limit people. It reveals natural tendencies and the conditions under which someone is most likely to succeed: so that placement, development, and support are based on evidence rather than assumption.

The insight is a tool. The decision remains human.

A small, dedicated team with a founder who spent thirty years needing this tool before it existed. Anthony Silver cut his teeth in merchant banking, got his hands dirty buying and selling a distribution group, then built businesses across telecoms, software, venture capital, and data centres. He watched brilliant strategies fail because the wrong people were running them, and built Talent Recognition because the tool he kept needing didn't exist.

The team around him share that conviction – not because they've read the research, but because they've seen what happens when a manager reads their first report and says "that's exactly right." That belief drives everything we build.