The Context Factory™

The Context Factory™

Whole Village Hiring™

Nurturing talent in their virtual world


    +353 (01) 485 3113
    100% Virtual :-) 

- Welcome!

The Context Factory is a pioneer of ethical machine learning using #DiversityData 

to improve technology in hiring for all. Via SaaS, we improve your existing HCM / ATS, not replace it :-)

GDPR Compliant

We build insights into how to nurture individual talents, without scrapping or engaging without consent. 

HCM SaaS Integrated

Our enterprise technology integrates into your existing HCM / ATS technology. 

Diversity Data 

We use diversity data, not to screen & sort but to engage & nurture.


- Our Value

The Context Factory has undertaken many MVP trials .

After collecting overtly consensual #DiversityData in Europe, USA & Asia, we have already made (globally 100% unique to us) findings such as on average, female talent will spend:  

    40% longer reviewing a new work-life integration.
    5 x viewing before responding (a more considered buyer).
    10 x more likely to share your approach with others before responding

An example of findings, our focus is not just gender ;-)
Systemic injustice is present in too much hiring technology, improving bias in assessment is too late in the process. You cannot assess those who do not apply, you cannot interview an empty chair.

Our tech creates a continuous learning loop from 1-4 

- The business case for diversity has been settled.

Our technology widens the gate, it does not lower the bar. 

The business case for diversity is settled but is not being actioned. Too often 'automating' selection bakes in bias at scale and sets progress back. Our technology creates a new hiring model that brings more of your company into hiring. We believe progress cannot come from outside of your culture for a fee. Our technology does not change your culture, it does however learn from it :-) 

- An overview of our innovation 

We use digital identity to create a unique hiring platform for each talent. 

Our technology focuses ethical machine learning into a platform that assists talent to explore opportunities that even they may consider to be beyond their reach.  

Our purpose is to find what aspects from trials have assisted greater progress from talents of specific areas of diversity to create better universal design for all. Such as: 

● Seeing the hiring decision at the very start of the hiring process. ● Being connected with the optimum employee who resonates with you. ● A personalised curation of homes, schools, work life integration to support a move.● Assurance there is no automated selection or quick 'call to action' sell messaging.


Why do we exist? What we are doing is not working...


Our focuses includes UN Sustainable Development Goals

Our mission is to optimise virtual environments to level up who is encouraged to reach their full potential.
5) Achieve gender equality and empower all women and girls  8) Promote sustained, inclusive and sustainable economic growth  9) Build resilient infrastructure, promote inclusive innovation  10) Reduce inequality within and among countries 17) Strengthen partnerships for sustainable development

- MVP Trials

We have learned much from our MVP. 

Too much of recruitment is about telling your story, our focus has always been on listening.  

Case Study 

Military identity is complex 

Veteran Recruitment USA

Engaging veteran talent in Atlanta, Georgia to work in IT support. 

Case Study

Female space engineering

It actually is rocket science

Engaging engineering talent to relocate for work. 

Case Study

IT talent to rural Ireland

Returning and moving talent


Learning how to package work with homes, schools, environment and more. 

Case Study

Neuro_advantage talent

Born to solve problems


Don't teach 'ND' talent how to fit in, see how they can help you stand out. 

Case Study 

Returning diaspora talent

Coming home to a new job

We have undertaken returning talent projects in Ireland, Poland and India. 

- Join Us.

6 week trial.

  • Can it be done 100% virtually, what do you need from us?

    Yes much of diversity and inclusion has been about physical events, initiatives and the work of ERG's . Our focus has always been about how your culture operates online. We copy and reuse parts of your content lakes, we do operate from your social media accounts.   

  • Does the trial commit us to purchase software?

    No a trial is a stand alone project of value, funded by us and the clients we work with capped at less than the recurring cost of an average recruitment agency hire.

  • What are the deliverables of a trial?

    Each trial enables a client to collect data on a diversity goal that is critical to them. This can inform diversity initiatives or build an investment case for progressing with us.  

Trial assessment. 

  • What happens in a trial review? 

    We hold a virtual workshop to present findings and examine the evidence of:Diversity audit on 'As-Is' employee branding.Diversity data insights for new messaging.Value of recruiting from outside TA team.Increase in response of diversity talent*
    Diversity report made for TA - D&I team to share with colleagues.
    *talent that joins a client via a trial does so at no cost from us, we are not acting as an agency,

  • Could the diversity data assist our branding?

    Each project will give a client data on any specific area of diversity they want to make more tech enabled and bring real and focused data to their employer branding messaging. 

  • Why does talent help us create #DiversityData?

    We are 100% honest that algorithms are opinions based in code and we want theirs. The coloration of opinion in a client's content and diversity's response to it seeks to optimise bias, you cannot remove it.   

HCM Integration. 

  • Will you integrate into our HCM /ATS?

    Our initial focus is on the major HCM / ATS systems such as SAP, IBM, Workday, ICIMS & Oracle. We are open to working with clients on other ATS /HCM systems but need to be upfront on integration costs before conducting a trial. 

  • How do you manage GDPRS? 

    We do not retain any non anonymized information, we seek and constantly check on having consent, have privacy engineered by design and enable talent to 100% remove themselves with one simple click.  

  • Do we plan to become a HCM /ATS. 

    No. We like being able to widen the scope of who might join a system. Our focus is on how best to engage enterprise software to keep on opening doors.  

- What is our lane?

Employee Resource Groups, initiatives and targets do much of the heavy lifting. 

Our focus is how to assist the good work of the existing group focused D&I agenda by encouraging others to see the connections and experiences they share within the diversity inside such groups and also with others outside of them.  

The status quo is that companies are speaking to talent based on the 'group' we think they might be in, described by them often as: ● Female ● Black / BAME● LGBTQ ● Autism at work● Veteran  ● Latino ● Disability ● Asian

Our technology allows clients to engage people by being mindful of the diversity of diversity. If there is not a 'block' Latino vote, is there a block Latino employee?

'ND' minds are over-represented on every rich list and in every prison. 

Where does society want them? Could 'ND' thinkinggive your company a #NeuroAdvantage?

- Time line

Overview of our history to date

  • 2019


    We started as an Oracle start up company.

    we learned much there but wanted to be more independent, we are no longer connected to Oracle in any way.  

  • 2020


    As it was for many, 2020 was a bit tough.

    while we knew our innovation could really help the global call for more justice, we had to rework how to build out our company while funding was scarce.

  • 2021


    New partners committed to real progress in D&I.

    we have some exciting news coming soon on new partners to help us scale into our first enterprise product.

- Contact Form

You know how accessible your building is, what about your virtual space?

Feel free to contact us to learn more about using diversity data: 

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