Built so being real is the smart move.
Everything at work rewards the polished answer. Here's how we built something that rewards the real one.
A conversation about real work.
Nobody's best thinking shows up in a form. It shows up when they talk about the work. Pick a situation to see both sides.
The person joining
You talk.
A project. A decision. A week that went sideways. Before you've met anyone.
Mirra hears what you didn't.
The things you do so naturally you never noticed. The patterns you'd never think to put on a resume.
Your Signature takes shape.
From what repeats across your conversations. In your words, not a template's. A picture of how you actually work.
You decide the team sees it.
Nothing leaves without your say. Share it with this team, or don't. It's the same Signature either way. You're just deciding who gets to read it.
What you walk away with
A picture of how you work that you didn't have to write, and don't have to perform. And on a Clario team, you get to see how they work, too.
The team with a seat open
Look at the team you have.
The chemistry, not just the org chart. Who's carrying what, and what's missing now.
Think it through with Clario.
You know where the friction's been. Clario knows what the team's Signatures say. Between you, the real need comes into focus.
Get the trade-offs, not a spec.
Clario won't hand you a person to clone. It hands you what to weigh: where the team's thin, where it's covered, what you can afford to give on.
Compare apples to apples.
Every Signature speaks the same language, so Clario can hold each one up against what you need. No polished interview answers. Just how each person actually works.
What you walk away with
An honest read on how someone actually works, and how they'd fit your team and the work. Not the resume's version.
And in between the big moments.
- Keep track of your year as it happens
- Walk into your review with it already written
- Stay deliberate about where you're growing
- Watch the culture as it shifts, not after
- Run retros where everyone thinks first
- Catch team health early, before it's remediation
No questionnaire on either side. No right answers.
No one rates themselves.∗
∗ Nobody's good at it. Twenty-two separate reviews of the research agree. Zell & Krizan, 2014.
In the long run, what's good for one is good for the other.
What the person needs- To say the true thing without it costing them.
- To be seen for how they actually work, not how they interviewed.
- To know exactly what the team sees, because they chose it.
Between the twoShort-term incentives teach both sides to hedge. Introve sits in the middle so neither has to, and trust gets a place to start.
- To see people as they are, not as they presented.
- To decide on evidence it can trace.
- To build on what someone actually brings, not what they claimed.
Same attributes. Same language. Two sides who can finally take each other at their word.
What's underneath both products.
Standardized skills.
Mirra and Clario share them, built from the research. So it's apples to apples.
Warm, and rigorous.
It feels like a conversation. But every claim gets a follow-up, and only what holds up gets counted.
Comparable across a team, true to the person.
That's what lets a team trust it, and lets you trust it with them.
The refusals are the design.
Never a questionnaire, never a self-rating. Just you, talking about the work.
Never a score, a verdict, or a hire recommendation. Trade-offs to weigh, not a call already made.
The team never reads a raw conversation. That's the architecture, not a setting.
No profile of the ideal person for a role. Nobody to clone, only a team to fit.
Augmented Intelligence, not Artificial Intelligence
Mirra is the sports agent. Clario is the general manager.
One works for the player. One works for the team. The whole thing only works when both are good at their jobs.
Read why it takes bothFor your team
Early access for teams done guessing.