The most expensive
decisions are the ones
no one agrees on.
Insani lets you see what your team actually thinks, not what they think you want to hear.
Not ready for a pilot? Book a 15-minute intro callNobody looks at the before.
Insani is the before.
Insani helps your team answer three questions: who agreed, what was decided, and did it work?
Can’t find the right candidate?
“They don’t exist.”
Nobody asks what right was meant to look like, or who keeps rejecting the shortlist.
The answers start
before the verdict.
- What right looks like
- Every decision-maker states what they want, independently.
- Where the team disagrees
- Differences are surfaced and resolved before the brief is signed.
- Did the brief work?
- See whether the search is finding the people the team agreed it needed.
Independent views → Shared agreement → Learn what worked
Not performing after six months?
“Bad hire.”
Nobody asks what the first six months were for, or who agreed it.
The answers start
before the verdict.
- What success means
- The team agrees what the first six months are for and what success looks like.
- Who agreed on the role
- Different expectations become one clear brief the team understands.
- Did the decision work?
- Compare the outcome with what you set out to achieve, including any change in priorities.
Independent views → Shared agreement → Learn what worked
Missed the target this year?
“Not committed.”
Nobody asks whether they and their manager ever had the same picture of what was expected.
The answers start
before the verdict.
- What each person expects
- Independent views reveal whether people have the same picture.
- What was actually agreed
- Differences are resolved so everyone understands the commitment being made.
- Did the decision work?
- Review whether the target, support and priorities helped the person succeed.
Independent views → Shared agreement → Learn what worked
The disagreement is there from day one. It just stays hidden until it is expensive.
Everyone is picturing a different person
The CEO wants growth fixed. The CFO wants costs fixed. Both nod at the same briefing, and nothing forces the difference into the open until the shortlist lands and the arguments start.
It surfaces too late
The real objection shows up at final interview, or six months into the wrong hire. By then the search has restarted, the agency has been blamed, and the good candidates took other offers.
And there is no record
When it goes wrong, try asking what was actually agreed, who decided, and why. Nobody knows. So the company makes the same mistake again, with a straight face.
One unclear role.
USD 93,900+ lost.
Six months debating the brief. An Executive Director hired, then let go at probation. The workload the role was built on never existed.
And that was one role.
How many senior hires will you make this year?
How this is calculated
Six candidates × six interview hours per hire. Financial exposure uses USD 93,900 per hire from this case. It is an illustration of what is at stake, not a forecast of losses or savings.
Watch a decision happen.
It plays itself.
Select any step to jump straight to it.
Head of Operations
{{ statusText }}Everyone weighs in, independently
Each decision-maker submits their own view of the role. Nobody sees the room before they answer, so what comes back is authentically theirs.
What the leadership team sees
Aligned brief
Signedrecord
Every decision. On the record.
Every call stamped: what was agreed, who decided, and why.
Sample data, real product. A live walkthrough takes eight minutes. Ask for one below.
Three views of the app, one record.
Same round, three seats. Select a tab to switch between them.
Head of Operations
Draft KNo views submitted yet
Invite the decision-makers. Each submits independently, and the map assembles once views are in. You can start the analysis with the panel you have.
Waiting for the first submissionHi Layla
Head of Operations, UAE hospitality · Gulf Hospitality Group · you run Operations depth and site leadership
Thank you, Layla, for making time to interview for our Head of Operations role: your read on operations depth is exactly what this stage needs.
Help shape the Head of Operations hire at Gulf Hospitality Group.
Before the search begins, the people closest to this decision are getting aligned on what good actually looks like. Your view matters.
Your next decision
starts wiser.
Insani connects what people wanted, what was agreed, and what actually happened. Across hiring, reviews and promotions, that history becomes evidence for the next decision.
Hiring is the starting point. The intelligence layer is being built to learn across the whole people journey.
What people wanted.
Independent views reveal the differences before a decision is made.
What was agreed.
A signed record preserves the decision, its owner and the reasons behind it.
What happened.
Later evidence shows where expectations changed and whether the decision held up.
What to ask next.
Repeated patterns inform better questions, clearer criteria and future decisions.
Your company’s memory
See recurring disagreements, shifting expectations and the conditions associated with better outcomes.
A wider perspective
As eligible data grows, de-identified measures can reveal how comparable decisions behave across the region.
Learning grounded in evidence. Private responses stay private. People make the decisions.
Decisions you can stand behind.
Fewer wrong calls
The disagreement comes out in week one, when fixing it costs a conversation instead of a settlement.
A calmer, faster process
One agreed brief. Nobody relitigating the role at offer stage, no search quietly restarting in month four.
Proof it worked
Months later, Insani can tell you whether the call held up and who made it. Most companies cannot answer either.
Dignity by default
No machine rejects anyone. The AI informs, people decide, and candidates get treated like people you might hire next year. Because they are.
Be one of the first fifteen teams to decide differently.
Fifteen founding companies, no more. A pilot is two live hires over eight weeks. Insani sets everything up for you: one call, and it is waiting for your team the next morning. Your decision-makers each give about four minutes. Founding companies keep the founding rate for two years.
Prefer to talk first? Write to kerry@insani.io and ask for the eight-minute walkthrough.
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