What's happening at Virvell

Virvell Integrates with Greenhouse to Automate End-to-End Talent Screening

Virvell, a conversational AI platform for talent screening, today announced a new integration with Greenhouse, the leading hiring platform used by over 7,500 companies worldwide. The integration streamlines screening into a single platform within Greenhouse Recruiting, cutting screening time from 2–3 weeks to 3–7 days.

Talent acquisition teams typically juggle three disconnected vendors for screening: pre-screen interviews, reference checks, and background verification. Each tool produces its own report, leaving recruiters to manually compare data across systems and spending an estimated 400+ hours per year on coordination alone.

The Virvell integration eliminates that. Greenhouse customers can connect to Virvell in one click. When candidates move between interview stages, screening triggers automatically. Results — pre-screen reports, reference check summaries, and background verifications — post directly to the candidate profile in Greenhouse, visible in every interview kit.

“Talent teams deserve a complete view of each candidate without juggling multiple tools and spreadsheets,” said Julien Gagnier, Founder and CEO of Virvell. “This integration delivers screening intelligence where teams already work, with no manual setup and no tab-switching.”

Early customers have used Virvell to screen 123 candidates and shortlist 3 finalists in under three hours, with zero recruiter time spent on coordination. The platform completes full screening in 3–7 days versus the industry standard of 2–3 weeks.

What customers get

• Automatic screening triggered by Greenhouse interview stages
• Voice AI pre-screen interviews and reference checks available 24/7
• Background verification across Canada and the United States via Certn
• Cross-module intelligence that flags discrepancies across all screening data
• Full reports delivered to candidate profiles, visible in every interview kit

Virvell’s human-in-the-loop design means the platform does not score candidates or make hiring recommendations. AI collects and organizes screening data; hiring teams make all decisions.

Greenhouse customers can connect Virvell today through the Greenhouse Partner Directory at integrations.greenhouse.com/partners/virvell or request a demo at virvell.ai.

About Virvell

Virvell is a conversational AI platform that automates talent screening. The platform replaces disconnected screening vendors with one system that runs pre-screen interviews, reference checks, and background verification — then cross-verifies everything automatically. Learn more at virvell.ai.

About Greenhouse

Greenhouse is the only hiring platform you’ll ever need. From sourcing to interviewing to onboarding, Greenhouse saves you money by helping you make the best hires, faster, every time. Learn more at greenhouse.com.

Media Contact
Julien Gagnier
Founder & CEO, Virvell
press@virvell.ai

Virvell Named to Toronto50 by Scale Up Canada

Virvell has been named to Toronto50, Scale Up Canada’s annual list of the most scalable startups in the Greater Toronto Area. Virvell joins 49 other companies selected by an independent jury from across the region’s innovation economy.

Toronto50 is the definitive investor showcase of Toronto’s most scalable startups, with the goal of raising $100 million in capital for the region’s selected companies. Honorees gain access to global investor introductions, strategic customer connections, international trade missions, and up to $50,000 in non-dilutive grant funding to support international commercialization.

Virvell was recognized for its conversational AI platform that automates job candidate screening across pre-screens, reference checks, and background verification — anchored by Evidence Intelligence, a new product category that maps every piece of screening data back to specific job requirements with 5-source cross-verification. The platform is live in production with customers across commercial and defence sectors, and recently launched a dedicated module for Canadian defence contractor clearance screening.

“Being named to Toronto50 is meaningful recognition for what we’re building,” said Julien Gagnier, Founder & CEO of Virvell. “An independent jury looked at hundreds of companies and decided Virvell belonged on this list. That’s a strong signal — both for the work we’ve done so far and for the trajectory ahead.”

The Toronto50 list will be showcased to global investors throughout 2026, with capital introductions and strategic partnership opportunities running from June through November.

The full Toronto50 2026 list is available at scaleupcanada.org/toronto50.

Virvell Launches Evidence Intelligence

Virvell has launched Evidence Intelligence, a new capability that maps every piece of candidate screening data back to specific job requirements with 5-source cross-verification: resume, pre-screen, references, background check, and job requirements.

When a recruiter uploads a resume, the AI extracts factual claims and maps them against the job’s requirements. Where the resume is vague, the system generates probe areas that make the voice AI pre-screen more relevant to each candidate’s actual background. As references and background checks come in, the system cross-verifies them against the resume’s original claims at the module level. The recruiter sees an evidence dashboard showing which requirements have corroborated data from multiple sources, which have partial evidence, and which have gaps.

Unlike AI hiring tools that score and rank candidates, Evidence Intelligence presents evidence without generating scores, rankings, or hiring recommendations — consistent with Virvell’s published AI Acceptable Use Policy.

“Most screening tools treat the resume as an input that gets uploaded and forgotten,” said Julien Gagnier, Founder & CEO of Virvell. “We treat it as a set of claims that need verification. Every downstream conversation either corroborates those claims or it doesn’t. The recruiter sees the evidence and decides.”

Evidence Intelligence is available now. Learn more.

Janelle Seyferth Joins Virvell as Chief Revenue Officer

Virvell has appointed Janelle Seyferth as Chief Revenue Officer to lead the company's go-to-market strategy and revenue growth as the platform moves into active commercial expansion. Based in Reno, Nevada, Seyferth will focus on enterprise talent acquisition teams across the United States and Canada.

Seyferth brings nearly two decades of enterprise sales experience in HR technology and SaaS, with a track record that spans iCIMS, Cornerstone OnDemand, EmPath, symplr, Tangoe, ADP, and TriNet. At iCIMS, she was the #1 Strategic Account Executive nationally. At Cornerstone, she closed over $5M in net-new recurring revenue and was a Top 10 finisher two years running. As the founding Account Executive at EmPath, she built the sales infrastructure from the ground up and secured Fortune 100 clients generating over $1.2M each in recurring revenue.

Her appointment signals Virvell's transition from product development into market capture, with an immediate focus on enterprise TA teams looking to consolidate pre-screens, reference checks, and background verification into a single voice AI platform.

Virvell Launches Defence Clearance Screening Module for Canadian Contractors

Virvell has launched a dedicated defence clearance screening module, becoming the first platform to automate the PSPC 330-60E security clearance screening process for Canadian defence contractor hiring.

The module maps directly to federal security clearance forms and includes automated pre-screen interviews covering identity verification and security-specific questions, three specialized reference call types covering employment, character, and neighbourhood checks, and cross-source discrepancy detection that flags inconsistencies with severity classifications.

No existing screening platform offers automated 330-60E clearance processing. Defence contractors currently manage this workflow manually, creating bottlenecks that delay hiring in an industry where cleared talent is already scarce.

“Defence hiring has unique requirements that commercial screening tools weren’t built for,” said Julien Gagnier, Founder & CEO of Virvell. “We built a module that speaks the language CSOs already work in, maps to the forms they already use, and catches the discrepancies that matter most in a security context.”

Virvell Accepted into NVIDIA Inception Program

Virvell has been accepted into NVIDIA Inception, a program designed to help AI-driven startups build faster and accelerate growth through access to technical resources, go-to-market support, and the broader NVIDIA ecosystem.

The acceptance reflects the depth of Virvell’s conversational AI platform, which uses voice-based artificial intelligence to automate pre-screen interviews, reference checks, and background verification for talent teams across commercial and defence sectors.

“Being part of the NVIDIA ecosystem validates the AI foundation we’ve built,” said Julien Gagnier, Founder & CEO of Virvell. “We’re using conversational AI to fundamentally change how companies screen talent, and this program connects us to the infrastructure and community to scale that vision.”

Virvell Publishes AI Acceptable Use Policy

Virvell has published a comprehensive AI Acceptable Use Policy, establishing clear boundaries for how artificial intelligence operates within its talent screening platform.

The policy codifies the principles that Virvell’s platform was built on: AI systems do not score or rank candidates, do not generate hiring recommendations, and do not automatically advance or reject anyone. All employment decisions remain with the humans using the platform.

In an industry where AI ethics in hiring is under increasing regulatory scrutiny, most screening vendors operate without published AI policies. Virvell’s decision to publish its principles is both a compliance measure and a deliberate market signal.

“If you can’t publish your AI principles, you probably shouldn’t be selling to talent teams,” said Julien Gagnier, Founder & CEO of Virvell. “We don’t score candidates. We don’t auto-reject. We collect data and present it. That’s a decision we made on day one, and we’re putting it in writing so buyers can hold us to it.”