TalentVision & Fair, Compliant Hiring

What is TalentVision?

TalentVision is a hiring support product that uses Marlee’s motivational insights to help hiring managers better understand how a candidate may perform in a role, may collaborate within a team and what culture and work environment they may thrive within.

TalentVision is designed to complement existing hiring practices such as interviews, experience review, and reference checks — not to replace them.

Does TalentVision make automated hiring decisions?

No.

TalentVision does not make automated or sole hiring decisions. It provides insights that support human-led decision-making. Final hiring decisions always remain with the employer.

TalentVision is not a pass/fail tool, or a system that automatically accepts or rejects candidates.

How does TalentVision support fair and equal-opportunity hiring?

Marlee designed TalentVision to be used responsibly in hiring environments where fairness, transparency, and equal opportunity are critical.

Key safeguards include:

• Human-in-the-loop use: Insights are one input among many, reviewed by hiring managers rather than applied automatically.
• Role-relevant focus: TalentVision focuses on collaboration and work-environment, not demographic characteristics.
• Transparency for candidates: Candidates are informed about how their data is used and retain rights to access or remove their data.
• Ongoing governance: Marlee monitors the use of its insights and provides guidance on responsible implementation at scale.

Even if TalentVision doesn’t intentionally discriminate, could it still disadvantage certain groups because of how insights, patterns, or recommendations are used?

To answer this question, it is important to first understand how Marlee defines and measures motivation.

In Marlee, a motivation refers to a cognitive preference — sometimes described as a cognitive style or bias — that influences how a person naturally prefers to work, make decisions, and engage with tasks and people. Motivations describe style and preference, not ability or personality. They are not good or bad, fixed or limiting, and there is no single “ideal” motivational profile.

Marlee includes benchmarking, including comparisons across high, mid, and low performers in a specific role. These comparisons are limited strictly to motivational patterns and are always interpreted relative to the relevant local population context.

Marlee and TalentVision do not use, infer, or proxy demographic or protected characteristics. Marlee’s analysis does not generate employability, suitability, or promotion scores, and it does not automate employment decisions. Benchmarks are descriptive, not prescriptive, and are designed to support understanding of working preferences, collaboration, and performance dynamics.

Marlee minimises the use of demographic data in analysis. Demographic information is excluded from all individual and role-based motivational analysis. The only exception is a specific set of Generational Board Templates, where year of birth is used solely to identify generational cohorts (e.g. Gen X, Millennial, Gen Z) for the purpose of exploring generational preferences. Outside of these generational views, year of birth is not used in personal analysis.

Is TalentVision validated and supported by research?

Yes — TalentVision is grounded in ongoing research into human motivation, work preferences, and performance, and is supported by both internal and external validation efforts.

Marlee’s models are built on large-scale datasets collected over many years across diverse industries, roles, and geographies. The underlying constructs measure motivations, defined as stable cognitive preferences that influence how people prefer to work and engage — not personality traits, ability, or demographic characteristics.

Research supporting TalentVision includes:

• construct development and testing to ensure motivations are measured consistently;
• reliability testing to confirm stability of motivational patterns over time;
• validation studies examining how different motivational patterns relate to work preferences, collaboration, and performance outcomes across roles; and
• ongoing monitoring to ensure models remain appropriate across different populations and contexts.

Importantly, TalentVision is designed as a descriptive insight tool, not a decision-making system. It does not generate hiring scores, suitability ratings, or automated recommendations, and it is not intended to replace human judgement.

How is candidate data handled and protected?

Marlee handles candidate data securely and transparently in line with GDPR and Australian privacy law. Data is minimised, protected with industry-standard safeguards, and used only for clearly defined purposes such as understanding working preferences and collaboration. 

Marlee does not sell data, infer protected characteristics, or automate employment decisions. Access is strictly controlled, and accountability for people decisions remains with the organisation. 

Data handling can be reviewed via Marlee’s Privacy Policy. 

Can TalentVision be used globally, including in the US and EU?

Yes.

TalentVision is designed for global use and supports organisations operating across jurisdictions, including the United States and the European Union.

Marlee maintains appropriate safeguards for international data transfers and provides clear guidance to customers on compliant use in hiring contexts.

What support does Marlee provide for legal or compliance review?

Marlee supports customer legal, privacy, and compliance teams throughout evaluation, onboarding, and ongoing use of the Marlee’s technology.

This support includes:

• access to Marlee’s Privacy Policy, Terms and Conditions, and data-processing documentation;
• clear explanations of how Marlee handles personal data, including data flows, access controls, and lawful bases for processing;
• assistance with GDPR-related reviews, including transparency, consent and legitimate-interest considerations, and data-subject rights; and
• responses to customer security, privacy, and AI governance questionnaires.

Marlee works with customers to clarify roles and responsibilities (for example, where the customer acts as data controller and Marlee as data processor) and supports contractual arrangements required for compliance, such as data-processing terms where applicable.

Marlee does not provide legal advice, and customers remain responsible for their own legal and employment-law obligations. However, Marlee is committed to transparency, cooperation, and providing the information needed to support informed legal and compliance review.