Hiring
Most hiring debates overweight charm and underweight work samples. Argumont compares named options, including 'do not hire yet,' against criteria you can defend...
solution
Structure important hiring decisions.
A hiring decision that cannot name criteria will name vibes. Argumont can help you structure the work. It must not become a covert scoring of people on protected traits.
Argumont should not make employment decisions solely on protected or sensitive characteristics. It must not be used as an autonomous hiring authority.
What belongs in the analysis
Role outcomes, evidence of relevant work, compensation constraints, and whether a contractor or a different role is the real alternative.
What does not belong
Protected characteristics, health data, or proxies for them. If a criterion would be unlawful or unfair in your jurisdiction, do not put it in the product.
Related pages
Employee vs contractor
The labels hide different control, cost, and lock-in. Argumont can structure the choice. It must not be used as autonomous employment authority.
Which candidate?
A hire is a decision with a long tail: ramp time, team load, and the cost of being wrong. Scoring after you already like someone is not scoring.
Acceptable Use
Argumont is decision-support software. It is not a tool for crime, abuse, or unaccountable automated decisions about people.
Solutions
These pages describe kinds of work where a weak decision is expensive. They are not customer case studies. They do not invent outcomes.
Start a Decision
Argumont challenges assumptions, researches evidence, compares competing approaches, and produces an inspectable verdict. You keep the final decision.
Start a Decision