Open Reputation: When AI writes the CV and AI screens the candidate, where’s the human?

AI use in UK recruitment has tripled in the last year.Three in ten employers now deploy it, with large firms leading at 43% adoption for interviews alone. The shift is real, it's fast and it's changing who gets seen.

But here's the problem: when AI writes the CV and AI screens the applicant, where is the human?

The answer is simple: the person.

They know who they are. What they're capable of. Where they thrive. But in a world where AI writes the CV and AI screens the applicant, that knowledge has nowhere to go. The system isn't designed to see them, it's designed to filter them.

The talent cycle is eating itself

Standing out becomes a game of prompt engineering. Of knowing which keywords to surface, which signals to amplify, which version of yourself the algorithm rewards today. Authenticity doesn't scale. Humanity doesn't parse.

And it's already breaking.Up to 80% of hiring managers now reject CVs that sound too generic or lack a human voice. The very output AI produces at scale.

This is the talent cycle eating itself.

And the answer isn't better AI on either side of the table. It's not smarter bots writing better CVs to beat smarter bots running better screens.

The answer is Open Reputation. A fundamental rethink of how talent data works, who controls it, and who benefits when it flows.

Introducing Open Reputation

Open Banking didn't just change how we access our financial data. It shifted who owns it, who profits from it, and what becomes possible when information moves freely with consent. In the UK alone, theFCA says that Open Banking now serves over 16 million users, with payments growing 53% in 2025. Talent data is overdue the same transformation.

Open Reputation is that shift.

It's a future where individuals control their verified people intelligence — their track record, their networks, their work, their behavioural patterns — and share it on their terms. Where organisations access real signal without vendor lock-in or proprietary gatekeepers. Where transparency serves the person being assessed, not just the system assessing them.

This isn't idealism. It's infrastructure. The foundations are already forming in regulatory pressure for data portability, in AI's ability to synthesise signal from noise, in a generational rethink of what work looks like and who gets access to it.

What's missing is the platform that makes it real.

Time to think GREY

That's what we're building.

GREY is the foundation layer for Open Reputation. It’s a people risk intelligence platform combining applied neuroscience, AI and reputation analysis to help organisations see what traditional talent processes miss. We're starting with the use case that matters now: smarter, faster hiring and promotion decisions by surfacing reputational and behavioural risk before it materialises.

But the architecture is built for where this is going. Because Open Reputation isn't a product feature. It's a generational reset button for the talent cycle.

And when future generations ask what their future at work looks like, this is the answer: a system where being human is the advantage, not the obstacle.

We're building for that future.

And we're just getting started.