> ## Documentation Index
> Fetch the complete documentation index at: https://docs.exterview.ai/llms.txt
> Use this file to discover all available pages before exploring further.

# Applications on Smaya

> Smaya is the horizontal Agent OS. Exterview is the first vertical application built on it, Gradientflo is the second, and future workloads extend the same foundation to other business functions.

## 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.

## The applications

<CardGroup cols={2}>
  <Card title="Exterview — Agentic Talent Intelligence" icon="users">
    **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.
  </Card>

  <Card title="Gradientflo — Agentic Talent Development" icon="graduation-cap">
    **Upcoming.** Everything after the hire: onboarding, assimilation, ramp, role fit, development and performance. **Ten specialized agents; seven seed first.** See [Gradientflo](/gradientflo/overview).
  </Card>
</CardGroup>

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.

## The boundary between them

A single cut across the employee lifecycle, at the moment of hire.

```mermaid theme={null}
%%{init: {'theme':'base','themeVariables':{'primaryColor':'#EEF2FF','primaryBorderColor':'#4B6CFE','primaryTextColor':'#0F172A','lineColor':'#64748B','clusterBkg':'#F8FAFC','clusterBorder':'#E2E8F0'}}}%%
flowchart LR
  subgraph EX[Exterview]
    P([Plan]) --> R([Hire])
    R -.-> O(["Offer (Upcoming)"])
  end
  subgraph GF[Gradientflo · Upcoming]
    ON([Onboard]) -.-> AS([Assimilate])
    AS -.-> DV([Develop])
    DV -.-> PF([Perform])
  end
  O -.-> ON
  EX --- TG([Talent Graph])
  TG -.- GF
```

*Solid lines are Available today. Dotted lines are Upcoming.*

## 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](/gradientflo/talent-graph).

## What we do not build

Stated plainly, because it is a question every CIO asks.

| Not building            | Why                                                                                                           |
| ----------------------- | ------------------------------------------------------------------------------------------------------------- |
| Payroll                 | A regulated money system per jurisdiction. Not a judgment, and unbounded in scope                             |
| Time, attendance, leave | Operational record-keeping with no evidence and no judgment                                                   |
| Benefits administration | Broker and carrier integration with no product thesis behind it                                               |
| Core HR records         | We are not a system of record for people. Your HRIS holds the employee; we hold the judgment and the evidence |

**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.

## The commercial shape

| Layer              | How it is bought                                           |
| ------------------ | ---------------------------------------------------------- |
| **Smaya Agent OS** | Annual enterprise platform commitment                      |
| **Application**    | A workload package — Exterview today, Gradientflo next     |
| **Consumption**    | Jobs, candidates, interviews, workflows and agent activity |
| **Enterprise**     | Annual committed consumption with volume terms             |
| **Services**       | Integration, implementation and custom agents, separately  |

## FAQs

<AccordionGroup>
  <Accordion title="Do we have to adopt both applications?">
    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.
  </Accordion>

  <Accordion title="Why is Smaya horizontal if the applications are vertical?">
    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.
  </Accordion>

  <Accordion title="Where do exit interviews sit?">
    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.
  </Accordion>
</AccordionGroup>

## Related

<div className="kb-links">
  *   <span className="kb-ico">
        <Icon icon="graduation-cap" />
      </span>
    [Gradientflo](/gradientflo/overview). The second application.
  *   <span className="kb-ico">
        <Icon icon="share-2" />
      </span>
    [The Talent Graph](/gradientflo/talent-graph). What connects them.
</div>