Thomas RenaudSenior data scientist · 6 years
Senior data scientist, 6 years in Python and SQL, forecasting models in production.
Developed forecasting models in Python and SQL pipelines for a product team.
Model monitoring: accuracy and data drift.
The right consultant is often already in your pool.
BRAIN HR matches each client request against your internal pool first, shows the evidence behind every positioning and prepares the skills profile in your client’s format.
- Internal pool and new applications on the same grid
- Every positioning backed by CV extracts
- Skills profiles in each client’s format
Norvia Analytics/StaffingLiveAnimated illustration with fictional data: Client request, Internal pool first, Skills profile.
Staffing reality
The information exists. It is just scattered.
Between CVs, the ATS and staffing spreadsheets, finding who fits a request takes longer than it should.
The right profile is already with you
Consultants between assignments, past candidates, your pool: their experience is documented, but rarely searchable against a request.
Client requests do not wait
A positioning is often decided in a few days. Going straight to external sourcing costs time and margin.
Every client has its own format
Rebuilding a skills profile by hand for each positioning keeps your teams on the form instead of the substance.
From client request to skills profile
Follow a client request through BRAIN HR. At every step, a concrete result your team can check.
BRAIN HR Your workflowExplore the 4 steps
01 / 04
Receive the request
Role, context, criteria and non-negotiables become the reading grid.
Client request
Senior data scientistNorvia Analytics- Python
- Must-have
- SQL
- Must-have
- Model deployment
- Must-have
- MLflow
- Preference
You getExplicit positioning criteria
02 / 04
Search the pool first
Documented experience is matched to the request before any new sourcing.
Consultants & candidates
Model deployment
TR
Thomas Renaud6 years of experience
To confirmNB
Nadia Berrada5 years of experience
Evidence foundJP
Julien Petit8 years of experience
Not evidencedYou getMatched consultants and candidates
03 / 04
Check the evidence
Each match points to an experience, an achievement or a point to explore.
CV extract · Thomas Renaud
Python · SQLDeveloped forecasting models in Python and SQL pipelines for a product team.
To explore in the interview
What was your role in deploying this model to production?
You getPositionings you can defend
04 / 04
Prepare the skills profile
Useful experience in the client’s format, open points kept visible, reviewed by your team.
N
Norvia AnalyticsClient template
Skills profileThomas RenaudSenior data scientist
- 01Relevant experience
- 02Evidence linked to criteria
- 03Points to confirm
Ready for your review
You getA skills profile ready to review
In the product
What changes for your staffing teams
Positioning
Compare consultants on the client’s criteria
Internal consultants and new applicants are read against the same grid. The origin of each profile stays visible.
- One grid per client request
- Must-haves kept apart from preferences
- Gaps turned into questions, not assumptions
Norvia Analytics/Comparison matrixCandidatePythonSQLModel deploymentTRThomas Renaud✓Evidence found✓Evidence found?To confirmNBNadia Berrada✓Evidence found?To confirm✓Evidence foundJPJulien Petit?To confirm✓Evidence found−Not evidenced
✓Evidence found?Question for the interview−Never inferred
Evidence
A declared skill is not a proof
A skill listed without context stays a hypothesis to check. BRAIN HR shows the experience behind each match — or the absence of one.
- CV extract linked to each criterion
- Open points flagged before the client meeting
- Nothing inferred from a keyword
Norvia Analytics/CV_Thomas_Renaud_2026.pdfPage 2 of 4Experience
Kora Systems · Data scientist · 2020 — 2024
Developed forecasting models in Python and SQL pipelines for a product team.
E1 → Python · SQLWeekly reporting for the sales team, dashboards maintained in production.
Worked with the platform team to deploy forecasting models and monitor their performance.
E2 → Deployment · to confirmRecruiter reading
To explore: personal ownership of model deployment.
Company CV
One skills profile, each client’s template
Logo, colours and layout: the skills profile follows the template of each client company. It keeps the experience that matters and leaves only after human review.
- One template per client company
- Evidence and open points kept apart
- Generation requires an active template
All clients/Client templatesAnimated illustration with fictional data: Norvia Analytics, Kea Systems, Helix Assurance.
Designed around how ESNs actually staff
Your sources, your client formats, your approval process. One workspace to bring them together.
One batch, several sources
Internal pool, ATS and inbound applications compared together.
Several clients, several formats
Each client keeps its own skills profile template.
Human review, always
No positioning is sent without a person’s approval.
Separated by company
Your data stays in your workspace. See security and GDPR.
BYour BRAIN HR workspace
- Internal pool
- ATS exports
- Applications
Each client keeps its format
NNorvia Analytics
KKea Systems
Your team reviews every dossier
Questions from ESNs
Pool, qualification, availability and client dossiers: answers to prepare your first use of BRAIN HR.
Are the internal pool and new applications compared together?
Yes. They can be read against the same grid, and the origin of each profile stays visible.
What is a Company CV?
The skills profile presented to the client: the experience directly useful for the request, linked to its evidence, without hiding what remains open.
Is a declared skill enough?
No. A skill declared without context stays a hypothesis to check, not a proof. It becomes a question for the interview.
Who approves before sending to the client?
Always someone from your team. Generating the document requires an active template in your workspace.
Are career gaps and overlapping assignments flagged?
BRAIN HR highlights periods not covered by the stated experience dates, as well as overlaps. These are points to clarify with the consultant: parallel assignments or a career break can be perfectly legitimate. A flag is not an automatic rejection.
Does a matching profile mean the consultant is available?
No. A match concerns documented experience against the client’s criteria. Availability, start date, mobility and commercial terms still need to be confirmed with the consultant and your staffing team.
Can the same consultant be assessed for several client requests?
Each request has its own reading grid. The same experience can be relevant to one assignment and insufficiently evidenced for another. Review the sources and open points for each request before proposing the consultant.
Can I keep a different skills profile template for each client?
Yes. Each client company can have its own template, including its logo, colours and layout. An active template is required, and the generated document is checked with your team during setup.
Do we have to replace our ATS?
The starting point is your existing CV sources and internal pool. Available imports and integrations depend on your configuration; we confirm the workflow with you before setup. An ATS connection should not be assumed to be automatic.
What should we prepare for the demonstration?
Bring a typical client request and the criteria you use to qualify consultants. The 30-minute demonstration can use example profiles: you do not need to share candidate CVs or personal data to book it.
Test BRAIN HR on a real client request.
Describe a requirement in a few minutes. No CV or candidate data is requested.
Book a demoFree 30-minute demonstration