TALENT ACQUISITION IS A RISK DECISION. TREAT IT LIKE ONE

See the person behind the CV. Their hidden risks. Their untapped potential.

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WHAT YOU GET WITH GREY

Most hiring tools tell you what someone has done. They don’t tell you how someone will show up in the workplace.

One in three hires is wrong. The cost: 3–15x salary. 85% of HR leaders have experienced a wrong hire that damaged culture, reputation or momentum.

The world of work has shifted faster than the tools we use to measure people. By 2030, 74% of the global workforce will be Millennials and Gen Z. The generations who’ve grown up online, in a digital-first world. Yet every assessment, every competency framework, every screening check was built in a pre-AI, pre-digital world.

GREY is the people risk intelligence platform that surfaces reputational and behavioural insights. Risk isn’t just what someone might do wrong. It’s equally about the potential you never saw.

People risk intelligence isn’t a sunk cost. It’s insight that builds over time.

HOW WE DO IT

The current talent system sees credentials and skills. GREY sees people.

We combine applied neuroscience with reputation intelligence. Neuroscience frameworks reveal why people behave the way they do. Reputation analysis reveals how they actually behave in the world.

Together, they illuminate workplace behaviour in ways background checks and interviews can’t.

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STEP 01:

BLACK & WHITE

A reputational baseline check, before you invest more time.

It’s an initial data review based on standard pre-employment screening, through a reputational risk lens. If there are serious concerns, you’ll know early.

STEP 02:

TALENT SNAPSHOT

If a candidate successfully passes Black & White, GREY analyses their public signals to build a Talent Snapshot:

Guided by Violet, our AI agent, and reviewed by our Reputation Editorial team before it reaches you.

MEET VIOLET,
YOUR AI ANALYST

Converse with Violet on the platform, which surfaces insights and acts like an analyst on your team sharing data and analytics.

STEP 03:

THE GREY REPORT

Identifies considerations, consequences and challenges around a potential hire, ready to be explored further in your conversations.

Human-reviewed, delivered within 72 hours, and designed so the final decision is always yours.

Built for responsible decision making

FOR ALL HIRES

GREY is people risk intelligence for the heart of your organisation. The 90% who don't get due diligence, but drive performance.

Every hire shapes your culture, your momentum and your reputation. Hiring decisions are made about individuals. Their impact is felt across entire teams.

GREY gives you the insight to get it right.

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FAQS

  • Personality tests are self-reported. They reveal how someone sees themselves or wants to be seen. GREY looks outwards revealing public signals and how someone has actually shown up in the world. It's grounded in neuroscience, not self-perception.

  • GREY is additive. We complement traditional background checks, not replace them. We reveal the person. Background checks look backwards and focus on compliance. Tests and assessments ask someone to look inwards and self-report. References are often biased. GREY looks outwards at how someone behaves, builds trust and performs under pressure.

  • GREY only uses public information. Every report is reviewed by our Reputation Editorial team to reduce bias, manage nuance and ensure context. We structure analysis around three digital archetypes (Quiet, Curated, Amplified) so people aren't penalised for having more or less public presence. We're fully GDPR compliant and built to meet data protection standards across every market and deliberately designed to align with the EU AI Act as a high-risk AI system in employment.

  • 72 hours from submission to delivery. Every report includes human editorial review before it reaches you, ensuring context, fairness and rigour.

  • We know that people show up digitally in three main ways:

    The Quiet                  
    Minimal presence, often deliberate

    The Curated              
    Balanced, yet professional

    The Amplified           
    High volume, requires filtering

    GREY tailors the analysis to each archetype, delivering fair, context-rich insights reviewed by our Reputation Editorial team. Absence of data is not negative data. We don't penalise people for being digitally quiet, as that's a choice and insight, not a flag.

  • Yes. GREY supports the entire talent lifecycle: onboarding, talent management, leadership development, M&A due diligence. People risk intelligence isn't a sunk cost. It’s insight that builds over time and informs how you develop, deploy and retain people.

  • You control access. Typically, it's shared with the hiring manager, HR lead and any key decision-makers involved in the final hiring decision. Reports are automatically archived after six months unless you request earlier deletion.

  • If GREY helps you avoid one wrong hire at a £30k salary - conservatively costed at 3x salary, or £90k - that pays for 180+ assessments. You see immediate ROI after avoiding one wrong hire. But GREY isn’t just about derisking hires. It’s about identifying potential. The insight doesn't disappear: it informs onboarding, employee experience and talent management decisions throughout that person's tenure, helping you identify and develop your future rising stars.

  • Yes. GREY fits into your hiring process as a reputational check before final interview stage, and we can integrate with your existing HR systems.

  • No. GREY complements what you're already doing. While executives get board-level due diligence, the 90% who drive your performance rely on interviews, references and a gut feel. GREY brings that same rigour to every hire — revealing patterns those tools can't see. When we say 'risk', we mean the risk of overlooking your future leaders as much as the risk of a wrong hire. GREY reveals both.

SEE THE FULL PICTURE

If you could know, why leave it to chance?

Interested in GREY?
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