MyNeuroPass Product Demo

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• • Full transcript below
• • All demo content available as text

This demo can be watched, paused, read, or navigated step by step.

1. STEP 1 OF 14

   Employer creates a Skill Brief

   The employer describes the role in plain English. MyNeuroPass turns this into a clearer Skill Brief focused on real capability and evidence.

   • Role: Data Analyst
   • Level: Mid-Level
   • Required skills: SQL, dashboards, stakeholder reporting
   • Working setup: Hybrid
   • Evidence needed: dashboard project, reporting sample, data cleaning example
2. STEP 2 OF 14

   Requirements are cleaned

   Vague wording, excessive requirements and unclear criteria are flagged for review before candidates are assessed.

   • “Excellent communicator” → clarify evidence needed
   • “Degree preferred” → check if actually essential
   • “Fast-paced environment” → explain workload expectations
   • “Nice-to-have tools” → separate required from optional
3. STEP 3 OF 14

   Evidence Match finds proof-based candidates

   MyNeuroPass compares the role against verified skills and real work evidence. It shows strong evidence, partial evidence and evidence gaps.

   • Candidate A — Strong evidence match
   • Candidate B — Partial evidence
   • Candidate C — Evidence gaps

   Human decision required.

4. STEP 4 OF 14

   Identity stays private until consent

   Candidate identity is hidden by default. Reveal is scoped to a specific employer and role, and every reveal is recorded.

   • Anonymous profile: Candidate A
   • Consent request sent
   • Candidate approves reveal
   • Audit event recorded
5. STEP 5 OF 14

   Employer reviews a Role-Fit Proof Pack

   The Proof Pack shows evidence-backed strengths, partial evidence and gaps. It helps the employer review fit with more context.

   • Evidence-backed strengths
   • Uploaded work samples
   • Verified skills
   • Working-style context
   • Evidence gaps
6. STEP 6 OF 14

   Decision Pack supports a human decision

   The Decision Pack summarises strengths, risks, gaps and clarification points. It supports review but does not make the hiring decision.

   • Strengths
   • Evidence gaps
   • Clarification suggested
   • Human decision required
7. STEP 7 OF 14

   Clarification replaces repeated interviews

   Instead of asking broad repeated questions, the employer can ask focused clarification questions where evidence is missing or unclear.

   • Question: “Can you share an example of stakeholder reporting?”
   • Candidate response
   • Evidence attached
   • Audit event recorded
8. STEP 8 OF 14

   Hire is recorded

   When the employer chooses to proceed, the hire is recorded and connected to the evidence trail.

   • Hire recorded
   • Role: Data Analyst
   • Start date scheduled
   • Outcome check-ins scheduled
   • Audit trail updated
9. STEP 9 OF 14

   Rapid Onboarding starts automatically

   MyNeuroPass creates an onboarding pack, manager brief, 30/60/90 plan and task list.

   • Onboarding Pack
   • Manager Brief
   • 30/60/90 Plan
   • Tasks
   • Check-ins
10. STEP 10 OF 14

    Manager Brief supports better starts

    The manager brief helps the team understand role context, working style and support needs where the candidate has given consent.

    • Role expectations
    • Communication preferences
    • Support notes hidden unless consented
    • Consent status visible
11. STEP 11 OF 14

    30/60/90 plan gives structure

    The plan gives the candidate and employer a clearer path for the first three months.

    • First 30 days: setup and context
    • 60 days: delivery and feedback
    • 90 days: outcomes and role-fit review
12. STEP 12 OF 14

    Outcome Ledger tracks what happens next

    Outcome check-ins feed an anonymised ledger so employers can measure retention and quality of hire over time.

    • 30-day check-in
    • 90-day check-in
    • 180-day check-in
    • Anonymised ledger
    • Zero PII
13. STEP 13 OF 14

    Notifications and audit trail keep the workflow moving

    Notifications help candidates and employers know what needs attention. The audit trail records key actions across consent, review, onboarding and outcomes.

    • Consent request
    • Proof Pack shared
    • Clarification answered
    • Task due
    • Check-in submitted
14. STEP 14 OF 14

    MyNeuroPass automates the workflow, not the decision.

    Less admin. Clearer evidence. Faster review. Better onboarding. Lower risk. The result is proof-led hiring, rapid onboarding and measurable outcomes — with consent and human review at the centre. Designed to reduce wasted screening time and help reduce the cost and risk of poor role-fit; outcome tracking helps pilots prove value.

    • Proof-led hiring
    • Consent-based reveal
    • Rapid onboarding
    • Anonymised Outcome Ledger