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Purpose

Smaya is horizontal: one Agent OS, one governance model, one integration layer. What sits on top of it is vertical: applications that carry the deep expertise of a single business function. That split is the strategy. Depth is what makes an application worth buying. The shared foundation is what makes the next one affordable to build and fast to adopt.

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The applications

Exterview — Agentic Talent Intelligence

Available. Everything up to the hiring decision: role design, resume screening and matching, AI phone screens and interviews, panel and HR rounds, ranking and decision support. Upcoming: sourcing, outreach campaigns and offers. 26 specialized agents. Live and transactable on the Microsoft Marketplace.

Gradientflo — Agentic Talent Development

Upcoming. Everything after the hire: onboarding, assimilation, ramp, role fit, development and performance. Ten specialized agents; seven seed first. See Gradientflo.
Future workloads extend the same OS to other business functions. The platform recognizes seven: recruiting, HR, IT service, customer service, sales, marketing, and platform for cross-cutting roles such as the Quality & Fairness Agent. Recruiting is Available. HR is Upcoming, and the remaining four are placeholders until their first agent is registered. Sequence and timing follow customer demand.

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The boundary between them

A single cut across the employee lifecycle, at the moment of hire. Solid lines are Available today. Dotted lines are Upcoming.

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What holds them together

The Talent Graph — the shared language of skills, evidence and outcomes. A role states a requirement as a skill. Exterview evaluates a candidate against that skill. Gradientflo develops the same person against the same skill, and reviews them against it later. One vocabulary, one evidence standard, across the whole employee lifecycle. This is the reason the two products are one platform rather than two tools that share a login. See The Talent Graph.

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What we do not build

Stated plainly, because it is a question every CIO asks. The test we apply: if the output is a record, it belongs in your HR system and we do not build it. If the output is a judgment backed by evidence, it is ours.

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The commercial shape

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FAQs

No. Most organizations start with one. The platform is the same underneath, so adding the second is a configuration and commercial step rather than a new implementation.
Because governance, identity, approvals, audit, integration and evaluation are the same problem in every business function, and the expertise is not. Sharing the first and specializing the second is what makes both good.
The exit is a post-hire event, so it belongs to Gradientflo. The interview itself runs on Exterview’s interviewing capability. One deliberate crossing, rather than a second interview engine.