OEI SOFTWARE · VERSION 0.1.3 BETA

Entropy Compatible Hiring

Structured interviews for observing how candidates respond to your company’s operational conditions.

Use structured hiring instruments for candidates or map potential entropy-reducing contributions among existing employees.

Read the FAQ Review known limitations
01

Hire for the system you are building

Operational fixes are checkpoints. As teams change, entropy can return.

ECH maps five OEI dimensions to ten behavioral archetypes and structured interview instruments. It complements role-specific evaluation.

02 · NEW IN V0.1.3

Existing Employee Contribution Mapping

Explore how current employees may help reduce operational entropy across the ten OEI archetypes.

Employee reflection and manager observation remain separate. The comparison highlights convergence, discrepancy, and missing evidence, then recommends an archetype for a bounded work exercise.

Exploratory, not evaluative

Results are provisional contribution hypotheses, not performance ratings or permanent employee labels.

03

Sample workflow

Abbreviated fictional sample

This abbreviated demonstration shows the ECH hiring interface and workflow using fictional information. Actual interview instruments contain more detailed company context, exercises, evidence criteria, interview guidance, and reporting.

OEI
Entropy-Compatible Hiring BETAArchetype interview instruments
10 instruments

10 · OEI ARCHETYPES

SELECT AN INTERVIEW INSTRUMENT.

Role-agnostic operational contribution patterns.
06

KNOWLEDGE LOGISTICS + HANDOFF INTEGRITY

THE CLARITY CREATOR

Surfaces behavior that preserves meaning and ownership across teams.

AVAILABLEOPEN INSTRUMENT →
04

Purchase Entropy Compatible Hiring

Purchase Version 0.1.3 BETA as a one-time license.

  • Role-agnostic behavioral framework
  • Ten OEI-derived archetypes
  • Applied exercises and interview questions
  • Observable signals and evidence capture
  • Existing Employee Contribution Mapping
Secure checkout

Entropy Compatible Hiring Software

Version 0.1.3 BETA

License terms

Purchase grants use of Entropy Compatible Hiring to the purchasing company or individual. Redistribution, resale, or sharing the software with others is not permitted.

Payment is processed securely by PayPal.

05

FAQ

Do I necessarily have to do an OEI diagnosis to use this software?

No! You don't need to have completed a formal OEI engagement to use ECH. The application includes the framework necessary to select and use the appropriate instruments.

Why not just do a regular interview?

Regular interviews help you evaluate whether someone can do the job, regardless of the environment they'll inevitably influence with their presence and interaction.

ECH helps you evaluate how they’ll operate inside the system that already exists inside the target company.

Candidates complete a role-agnostic exercise tied to the entropy patterns you need the hire to counter, giving the interviewer observable evidence instead of another hypothetical answer. It complements the interview and gives you something concrete to evaluate.

Can ECH be used with existing employees?

Yes. Version 0.1.3 includes Existing Employee Contribution Mapping as a separate module. It compares employee reflection with manager observation and recommends an archetype for applied validation.

The result is an exploratory contribution hypothesis, not a performance rating or permanent label. Hiring and existing-employee sessions remain separate.

Why does Entropy-Compatible Hiring exist?

The OEI identifies conditions that make organizations harder to operate: trapped knowledge, stalled workflows, tool friction, damaged handoffs, and dependency on specific people.

Operational improvements are checkpoints. New hires can either reintroduce entropy or help resist it.

ECH uses structured exercises and predefined evaluation rules to make those behaviors observable during hiring.

What does an ECH archetype actually represent?

An archetype is an operational contribution pattern, not a personality type. It describes behaviors that help counter a particular source of entropy.

  • A Documenter helps when knowledge is trapped or difficult to retrieve.
  • A Clarity Creator helps when information loses meaning between people or teams.

Why do the archetypes exist?

Strong employees can respond differently to the same dysfunctional system. One may document verbal knowledge, another may clarify ownership, and another may remove unnecessary tools or steps.

Archetypes make those patterns testable, replacing impressions such as “they seem organized” with observable behavior.

Why these archetypes?

They come from the five OEI dimensions:

  1. Founder Dependency
  2. Knowledge Logistics
  3. Workflow Velocity
  4. Tool Discipline
  5. Handoff Integrity

The ten archetypes represent useful behavioral patterns where those dimensions interact. They cover the operational problems OEI measures, not every way a person can contribute.

How does Entropy-Compatible Hiring relate to the OEI?

The OEI diagnoses the system. ECH identifies behaviors that can help the improved system resist renewed entropy.

For example, Knowledge Logistics and Handoff Integrity problems point to a relevant archetype and its structured interview exercise. The exercise then produces observable evidence.

Does ECH determine who is the best candidate for the role?

No. ECH is role-agnostic and evaluates behavior under specific operational conditions.

You must separately evaluate competence, knowledge, experience, work samples, and other role requirements.

A candidate can perform well in an ECH exercise but lack role skills, or have strong role skills without showing the behavior being tested. Both are separate parts of the hiring decision.

Can someone not have an archetype?

Absolutely. ECH covers behavioral patterns tied to five OEI dimensions, not every human contribution.

No strong alignment is not a failure or negative result. It only means this framework does not describe the person's most characteristic contributions.

Can someone fit more than one archetype?

Yes. Archetypes are behavioral patterns, not exclusive identities. A person may show several because OEI dimensions interact.

The relevant question is whether the candidate shows the behaviors needed for the operational conditions they will enter.

Is this a personality test?

No. ECH does not classify candidates from self-description.

It uses applied situations based on operational conditions. Interviewers observe what candidates notice, question, clarify, prioritize, document, or change.

Why not just ask behavioral interview questions?

Describing a past handoff is different from receiving an imperfect one and showing what you notice and do.

ECH combines questions, applied exercises, and predefined signals so interviewers can record specific evidence instead of a general impression.

Does ECH score candidates?

No. ECH records evidence rather than numerical scores.

Evidence may support a signal, contradict it, or be insufficient. The report preserves that uncertainty.

Why customize the exercises to each company?

Behavior is easier to evaluate in a realistic context. ECH uses company conditions to create a scenario resembling the environment the candidate will enter.

The scenario changes, but the methodology does not. Each archetype retains fixed test conditions, observable behaviors, and interpretation rules.

Release notes

Latest release Version 0.1.3 BETA

This release adds Existing Employee Contribution Mapping as a distinct module within the ECH desktop application. The module is for exploring potential internal entropy-reducing contribution patterns. It is separate from the hiring architecture and is not a performance rating.

New in v0.1.3

  • Added a green Existing Employee Contribution Mapping module with navigation to and from ECH.
  • Added independent employee reflection and manager observation assessments across all ten OEI archetypes.
  • Added a comparison workspace that preserves each source separately and highlights convergence, discrepancy, and missing evidence.
  • Added an applied validation endpoint that recommends the strongest current archetype for a structured OEI exercise.
  • Added an employee-safe pop-out workflow designed for facilitated video calls and remote control.
  • Added separate employee validation session storage and participant routes so inversion data does not enter candidate session storage.
  • Added clear missing-response warnings and required setup boundaries.
  • Added an ECH landing slide explaining the existing-employee module and its separation from hiring.

Important boundaries

  • Contribution Mapping is exploratory and does not determine employee performance.
  • Results are provisional contribution hypotheses, not permanent employee labels.
  • The recommended archetype should be validated through a bounded, structured work exercise.
  • Hiring sessions and existing-employee sessions remain separate. Their intentional connections are navigation and the recommended archetype passed into an applied OEI exercise.

Known limitations

  • Candidate and employee participant experiences are local pop-out windows, not remotely hosted links.
  • The employee workflow recommends Zoom remote control, which may be unavailable due to organization settings, permissions, device support, or call conditions.
  • The manager may be able to see employee reflection responses during a facilitated screen-share session.
  • Inversion scores, thresholds, and profile language are internal beta design assumptions, not validated cutoffs.
  • Hiring cases, employee reflections, manager observations, and validation sessions are not durable records and clear when the application closes or the relevant case is concluded.
  • AI assistance supports OpenAI only and requires a user-supplied OpenAI API key.
  • Deterministic fallback exercises remain below the intended quality of AI-assisted customization.
  • Updates are not automatic.
  • Windows may display an unfamiliar publisher warning if the installer is not code-signed.

Installation

Install the v0.1.3 package over the previous beta. Existing beta releases do not update automatically.

Release history Version 0.1.2 BETA

This release improves packet configuration, strengthens the OpenAI integration, and updates the desktop loading experience.

What’s new

Packet-specific context guidance

  • Added a “Don’t know where to start?” guide to every interview instrument.
  • Each of the ten packets now explains:
    • What the completed candidate exercise will look like.
    • What information should be entered in each context field.
    • Which details are required for a credible, packet-compatible exercise.
  • Guidance is unique to each OEI archetype and aligned with its generation rules.
  • Guidance dialogs support keyboard navigation and can be closed with the Close button, the background, or Escape.

AI generation reliability and safety

  • Strengthened the separation between OEI packet instructions and user-provided company context.
  • Company context is explicitly treated as input data, not as instructions to the model.
  • Only the packet’s declared context fields are sent to OpenAI.
  • AI responses now use a strict structured-output schema.
  • Returned exercises receive stronger validation before being accepted.
  • Invalid, incomplete, malformed, or failed OpenAI responses safely use the clearly labeled deterministic fallback.
  • OpenAI response storage is disabled for generation requests.
  • Added clearer interface text explaining how to connect an OpenAI API key.
  • Expanded automated coverage for successful AI responses, upstream failures, malformed output, and deterministic fallback behavior.

Desktop experience

  • Replaced the loading-screen image with the corrected OEI short logo.
  • Updated visible application and installer version information to v0.1.2.
  • Refined the context-guidance interface for desktop and smaller windows.

Desktop delivery

  • Distributed as a single Windows installer EXE.
  • Runs a private, loopback-only application service.
  • Customers don’t need Node.js, repository files, or supporting folders.
  • Candidate material opens in a separate candidate-safe window.
  • The recommended Beta workflow remains to screen-share only the candidate-safe window during a video call.

AI and API keys

  • No shared API key is embedded in the application.
  • Customers can provide their own OpenAI API key.
  • Keys remain session-only and aren’t intentionally written to disk.
  • Company context is sent to OpenAI only when AI-assisted generation is used.
  • The methodology, required exercise conditions, evidence categories, and interpretation rules remain deterministic and packet-defined.
  • AI may customize realistic scenario details but cannot redefine the assessment methodology or make hiring decisions.

Beta limitations

  • Candidate links aren’t remotely hosted or independently shareable.
  • Candidate delivery currently relies on screen-sharing the candidate-safe window.
  • Interview cases and candidate sessions aren’t persistently stored after the application closes.
  • Updates aren’t automatic; a new installer is required for each release.
  • The installer isn’t commercially code-signed, so Windows may display a SmartScreen or unknown-publisher warning.
  • Deterministic fallback exercises remain below the intended AI-assisted quality and are clearly labeled.
  • Windows is the only packaged platform in this release.

Assessment boundary

This software records operational-behavior evidence relevant to specific OEI archetypes and pillars. It doesn’t determine overall employee quality or replace evaluation of skills, experience, technical competence, references, or broader hiring fit.

Release history Version 0.1.0 BETA

Initial Windows desktop release of the OEI Entropy-Compatible Hiring interview instrument.

Included

  • Ten OEI archetype-specific interview instruments.
  • Optional routing from two known OEI entropy drivers to one recommended instrument.
  • Packet-specific company-context intake.
  • Progressive optional fields for more detailed customization.
  • AI-assisted exercise generation using the customer’s own OpenAI API key.
  • Clearly labeled deterministic fallback when AI isn’t available.
  • Mandatory interviewer review and approval before candidate release.
  • Separate candidate-safe and private interviewer views.
  • Evidence states:
    • Evidence observed
    • Contrary evidence observed
    • Insufficient evidence
  • Section-level note capture with consolidated notes.
  • Evidence provenance carried into the final report.
  • Structured OEI evidence reports with explicit assessment boundaries.
  • Candidate-link resending, case restart, and case conclusion controls.
  • OEI-branded desktop interface.
  • Four-slide desktop landing presentation with keyboard navigation.

Desktop delivery

  • Distributed as a single Windows installer EXE.
  • Runs a private, loopback-only application service.
  • Customers don’t need Node.js, repository files, or supporting folders.
  • Candidate material opens in a separate candidate-safe window.
  • The recommended Beta workflow is to screen-share only the candidate-safe window during a video call.

AI and API keys

  • No shared API key is embedded in the application.
  • Customers can provide their own OpenAI API key.
  • Keys remain session-only and aren’t intentionally written to disk.
  • Company context is sent to OpenAI only when AI-assisted generation is used.
  • The methodology, evidence categories, and interpretation rules remain deterministic and packet-defined.

Beta limitations

  • Candidate links aren’t remotely hosted or independently shareable yet.
  • Candidate delivery currently relies on screen-sharing the candidate-safe window.
  • Interview cases and candidate sessions aren’t persistently stored after the application closes.
  • The installer isn’t commercially code-signed, so Windows may display a SmartScreen warning.
  • Deterministic fallback exercises are below the intended AI-assisted quality and are clearly labeled.
  • Windows is the only packaged platform in this release.

Assessment boundary

This software records operational-behavior evidence relevant to specific OEI archetypes and pillars. It doesn’t determine overall employee quality or replace evaluation of skills, experience, technical competence, references, or broader hiring fit.

BETA SOFTWARE · ECH BETA V0.1.3

Known limitations

Entropy-Compatible Hiring is ready for controlled beta use, with the following current limitations:

Participant experiences aren't remotely hosted.
Candidate and employee experiences open in local pop-out windows during facilitated video calls.
Remote control may be unavailable.
The employee workflow recommends Zoom remote control, which depends on organization settings, permissions, devices, and call conditions.
Employee responses may be visible.
A manager may be able to see employee reflection responses during a facilitated screen-share session.
Contribution Mapping remains exploratory.
Profiles, thresholds, and recommendations are beta assumptions, not validated performance cutoffs or permanent employee labels.
Session data isn't durable.
Hiring cases, employee reflections, manager observations, and validation sessions clear when the application closes or the relevant case concludes.
AI assistance supports OpenAI only.
AI-assisted generation requires a user-supplied OpenAI API key.
Fallback exercises are below intended quality.
Without a working API key, the app uses a clearly labeled deterministic template.
Updates aren't automatic.
A new installer is required for each release.
Windows may show a publisher warning.
Windows may identify an unsigned installer as coming from an unfamiliar publisher.
Results aren't employment decisions.
ECH does not replace evaluation of performance, skills, experience, technical competence, or broader hiring fit.