See talent clearly.

An LLM handles the pieces: summarize a CV, draft questions. But you're asking a model to improvise the method every time, and every interviewer runs it their own way. The notetaker just records whatever they did.

Messa is the system underneath all of it. A method built from how strong teams hire, tailored to your role, enforced on every interview so the bar holds whether or not anyone remembers to set it. Sidekick runs live beside the call, surfacing the right follow-up while it still matters. Every conversation resolves into one structured scorecard you can stand behind. The whole team works from the same context, and every hire sharpens the bar for the next one.

Messa works alongside your ATS, it does not replace it. Your ATS tracks where candidates are in the pipeline. Messa is the evaluation layer: it defines what to assess, builds the questions to focus on, guides the conversation as it happens, and captures structured evidence you can actually decide from, and stand behind.

Messa transcribes the conversation live so Sidekick can guide the interview and capture structured evidence as it happens. It does not store audio or video of the interview. That keeps the focus where it belongs, on what the candidate actually said and how they reasoned, not on a recording sitting in your systems. You get the evidence you need to evaluate, with far less sensitive data to secure, govern, and explain.

Any company that hires. Messa helps the company, the individual interviewer, and every stakeholder in the loop. The solo interviewer running several roles a week, with no time to research the person beforehand, who still wants to ask the right questions and write up real feedback after. The panel coordinator chasing interviewers who send feedback late, if at all, and are not sure what they are supposed to be assessing. And the company holding a consistent bar while it scales, across more roles and more interviewers than any one person can sit in on, including roles nobody on the team has done themselves. It works the moment you turn it on, and it gets sharper the more you put in.

In most companies, hiring lives in people's heads. Each interviewer asks what they think to ask and judges by their own bar. Messa gives you a proven method instead, built from what the experts in hiring actually do and dropped straight into your workflow: what to look for in each role, what to ask, how to score it, the same way every time. It lives in the software, so your team does not need to read it, configure it, or remember it. It just works.

Adaptive reads each skillset you need to evaluate, in the context of the role and your company, and designs the interview to probe for evidence of real excellence in that skill: behavioral for past performance, situational for judgment, case-based for problem solving, blending methods when a skillset demands more than one. You get an interview built around what you are actually evaluating, not a fixed template applied to every role. Your interviewers do not need to know any of this. Messa designs it and runs it.