Write a role. Get a post-ready JD in seconds.
Lumiere reads your firm's role hierarchy, your seniors' certification mix, and the language from prior hires in the same practice, then drafts a complete job description. Enter the details, paste or upload, select your tone and you're off. Not a prompt-filled template. A real JD: the right seniority signals, the right skills, the right tone for the firm.
Write a role. Get a post-ready JD in seconds.
Lumiere reads your firm's role hierarchy, your seniors' certification mix, and the language from prior hires in the same practice — then drafts a complete job description. Not a prompt-filled template. A real JD: the right seniority signals, the right skills, the right tone for the firm.
What Lumiere drafts.
Role title and seniority, drawn from your real role hierarchy. Required skills, tools, and certifications, drawn from what your existing seniors hold. Day-to-day responsibilities, drawn from how the role actually runs at your firm. The firm-specific parts that vary by practice and seniority. Where firm-grounded AI earns its keep.
What your firm controls.
DEI policy. Benefits. Equal-opportunity statements. Location and remote-work language. Compensation bands. Application instructions. Legal disclosures. Managed as reusable template blocks your team writes once and reuses across every JD. AI doesn't hallucinate legal text.
Together: post-ready in minutes.
AI-drafted firm specifics, plus the policy language your firm has already approved. Every JD reads like your firm. Every JD complies with what your firm has committed to. Ready to post the moment you're done editing.
Tailored to the role. Not a fixed checklist.
The Match Report scores each consultant on the dimensions that actually predict success on the engagement — five, ten, twenty, or more, depending on what the role demands. Lumiere reads the requirement and assembles the rubric. Dimensions group into three categories. Different roles emphasize different ones.
Capability:
what they can do.
Skills, expertise, experience, responsibilities. The substance of what the consultant brings to the engagement, sourced from the SOWs and timesheets that prove it.
Credentials:
what they've earned.
Education, certifications, language coverage, security clearances, regulatory qualifications. The formal qualifications, with currency dates and verification sources.
Fit:
how they suit this specific role.
Soft skills, industry experience, prior client analogs, and the role-specific requirements that vary engagement to engagement. The dimensions that change most by role, and where Lumiere's tailored rubric earns its keep.
CVs come in. Lumiere reads them all.
Every incoming application scored against the same requirement. Not keyword-matched — scored on dimensions tailored to the role: capability, credentials, and fit. Lumiere makes the associations a keyword filter misses. A consultant who led SAP transformation programmes has systems integration depth, whether or not the CV uses that phrase. Experience in regulated industries carries into healthcare or financial services environments that need it. Transferable responsibilities recognised, not just matching titles.
Ranked. Reported. Ready to review.
Lumiere returns a ranked shortlist with a detailed report on each candidate: dimension scores, transferable skill calls, gaps named explicitly. The kind of analysis a senior recruiter does manually — done in seconds, across every application, with a source citation behind every score. Hours of screening down to a ten-minute review.
A client requirement comes in. Lumiere searches your whole organisation.
Every consultant in your pool, scored against the requirement in seconds. Not the three names a delivery manager keeps in their head. Every consultant — the senior on a rolling engagement ending in three weeks, the specialist who joined six months ago, the consultant on bench nobody has flagged. Lumiere surfaces them all, ranked, with a Match Report behind each score.
Every score has a source.
Years of experience link back to the engagement records that produced them. Skills link to the SOWs and timesheets they were used on. Certifications link to the verification record. Soft skills link to delivery feedback. A practice leader can defend every score in a Match Report in front of a client, a partner, or a steering committee - because every score has a source.
