Your AI talent ops.

Drafts the JDs, shortlists, ramp plans, and reviews your managers approve. Grounded in your hiring criteria, your role frameworks, your rating standards.

Built on Mustang.

What a Talent Ops team does in months. Done in days.

80%

Shortlist acceptance from hiring managers, first pass.

3x

Faster from open req to verified shortlist.

50%

Faster to productive ramp for new hires.

Zero

Reviews missing your calibration framework.

Most talent AI matches resumes.

The Workforce drafts the whole lifecycle.

Your managers approve every decision.

AI workforce platform built on your people. Not on a generic dataset.

Sources from your data, not LinkedIn's index

Your role frameworks, your hiring criteria, your rating standards. Loaded before the first req opens.

Learns from every hire that worked

The candidates who became top performers. The interviews that produced offers. Patterns shape who it shortlists next.

Enforces your governance before the offer goes out

Hiring approvals, comp bands, regulatory disclosures, diversity targets. Not after.

Drafts every artifact. Humans keep authority

Hire, promote, terminate — those decisions stay with your managers.

Any tool can match resumes. Only Mustang knows which people would actually fit your team.

An agent team. Five workflows.

Each agent owns one workflow. Each agent reads The Grip. Each agent hands its output to your managers for approval.

A performance partner

Drafts continuous feedback against your competency framework. Calibrates reviews to your rating standards. Your managers approve every rating.

An onboarding planner

Drafts 30/60/90 plans against your team's actual ramp patterns. Pulls role-specific learning paths from your existing content library.

A screener

Interviews and scores against your rubric. Maps every candidate to your competency framework. Drops the rest.

A sourcer

Hunts candidates against your hiring criteria. Reads role frameworks from The Grip. Hands shortlists to your hiring manager.

A workforce planner

Models headcount against your hiring plan. Predicts attrition against your historical patterns. Surfaces internal candidates for open roles before they go external.

From open req to retained employee. Your managers approve every decision.

Hire.

Inputs: Open req from your hiring manager. Role frameworks, hiring criteria, and comp bands from The Grip.
Outputs: Vetted candidate shortlist. Inclusive job description. Interview scripts and scoring rubrics, mapped to the role.

Onboard.

30/60/90 day plan grounded in your team's ramp patterns.
Role-specific learning path drawn from your existing content.
Integration milestones tracked against your ramp curve.
Risks flagged early to the hiring manager.

Develop.

Continuous feedback drafts grounded in your competency framework.
Performance reviews calibrated to your rating standards.
Development plans recommended against your role progressions.
Your managers approve every rating. The Workforce never finalizes a review alone.

Plan.

Headcount models against your hiring plan and budget.
Attrition predictions against your historical patterns.
Internal candidates surfaced for open roles before going external.
Skills gaps mapped against your strategy.

More than matching.

Predictive success modeling

Beyond resume-to-JD match. Models long-term fit against your top performers' patterns.

Bias auditing

Decisions logged. Bias indicators flagged. Diversity targets tracked through every stage.

Live skills inventory

A map of your workforce's actual capabilities. Updated as people ship, learn, and move.

Compensation calibration

Recommendations against your bands. Equity gaps surfaced. Pay equity audits on demand.

Your people. Your candidates. Your reviews. Nothing leaves.

Your cloud, your data center, or air-gapped.

No third-party model reading your performance reviews.

No public AI touching production.

Your permissions, your perimeter, your policy.

Built for teams whose people data can't go to a public model.

Fits the HR stack you already run.

ATS and HRIS

Performance and learning

Sourcing

Collaboration

Start with The Workforce.
Everything you add next starts warm.

Every hire, every onboarding, every performance cycle feeds back into The Grip.

Add The Tester for QA, The Architect for engineering, The Keeper for DevOps, or a custom agent team. They start with everything The Workforce already knows about your people.

Pick one role.
We'll run The Workforce against it.

Two weeks against your actual hiring criteria, your actual team patterns, your actual rating standards. Quantified baseline before you commit to a dollar.

That's the only way we start.

Integrations

And more

Mustang Core

The Grip

The Kernel

Pre-built for every industry

Technology

Media

Fintech

Healthcare

Retail & Commerce

Energy

View Industries

Workspaces

Technology

The Tester

The Architect

The Keeper

HR

The Workforce

Procurement

The Controller

Sales & Customer Service

Marketing

Your AI talent ops.

Drafts the JDs, shortlists, ramp plans, and reviews your managers approve. Grounded in your hiring criteria, your role frameworks, your rating standards.

Built on Mustang.

What a Talent Ops team does in months. Done in days.

80%

Shortlist acceptance from hiring managers, first pass.

3x

Faster from open req to verified shortlist.

50%

Faster to productive ramp for new hires.

Zero

Reviews missing your calibration framework.

Most talent AI matches resumes.

The Workforce drafts the whole lifecycle.

Your managers approve every decision.

AI workforce platform built on your people. Not on a generic dataset.

Other talent AI has read everyone's resume. None of your people are in it. The Workforce starts with Mustang.

Sources from your data, not LinkedIn's index

Your role frameworks, your hiring criteria, your rating standards. Loaded before the first req opens.

Learns from every hire that worked

The candidates who became top performers. The interviews that produced offers. Patterns shape who it shortlists next.

Enforces your governance before the offer goes out

Hiring approvals, comp bands, regulatory disclosures, diversity targets. Not after.

Drafts every artifact. Humans keep authority

Hire, promote, terminate — those decisions stay with your managers.

Any tool can match resumes. Only Mustang knows which people would actually fit your team.

An agent team. Five workflows.

Each agent owns one workflow. Each agent reads The Grip. Each agent hands its output to your managers for approval.

A performance partner

Drafts continuous feedback against your competency framework. Calibrates reviews to your rating standards. Your managers approve every rating.

An onboarding planner

Drafts 30/60/90 plans against your team's actual ramp patterns. Pulls role-specific learning paths from your existing content library.

A screener

Interviews and scores against your rubric. Maps every candidate to your competency framework. Drops the rest.

A sourcer

Hunts candidates against your hiring criteria. Reads role frameworks from The Grip. Hands shortlists to your hiring manager.

A workforce planner

Models headcount against your hiring plan. Predicts attrition against your historical patterns. Surfaces internal candidates for open roles before they go external.

From open req to retained employee. Your managers approve every decision.

Hire.

Onboard.

Develop.

Plan.

More than matching.

Predictive success modeling

Beyond resume-to-JD match. Models long-term fit against your top performers' patterns.

Bias auditing

Decisions logged. Bias indicators flagged. Diversity targets tracked through every stage.

Live skills inventory

A map of your workforce's actual capabilities. Updated as people ship, learn, and move.

Compensation calibration

Recommendations against your bands. Equity gaps surfaced. Pay equity audits on demand.

Your people. Your candidates. Your reviews. Nothing leaves.

Your cloud, your data center, or air-gapped.

No third-party model reading your performance reviews.

No public AI touching production.

Start with The Workforce.
Everything you add next starts warm.

Pick one role.
We'll run The Workforce against it.