AI that puts skills in the spotlight

No. Personal data (PII), whether from customers, candidates, or job seekers, is never shared with generative AI models (LLMs), and suppliers of these models are contractually prohibited from training on the data we do share. Our Natural Language Processing (NLP) models are trained in-house. These models are used to score candidate answers without bias. To accomplish this, they are trained on both candidate answers and demographic characteristics of candidates. Because we train these models in-house, none of the training data is shared externally.

Yes. All of our AI features operate with a human-in-the-loop approach. That means AI only makes suggestions – you’re free to ignore, adjust, or reject them. The system never acts autonomously.

We follow strict data privacy and ethical design standards, including GDPR, SOC2, and EEOC-aligned practices. We’re actively preparing for evolving frameworks like the EU AI Act and continuously update our safeguards to stay ahead of regulatory developments.

Beyond new AI regulations, existing non-discrimination laws also apply to AI use. Customers should ensure their hiring practices comply with these laws and that new technologies are not used in ways that discriminate.

We are committed to ethical responsibility in everything we build.

In our AI job builder, recommendations are anchored to expert-reviewed, job-relevant criteria – never demographic or proxy signals – and all recommended tests must meet our quality and validity standards.

For resume scoring, we proactively remove personal information such as names and pronouns, run experiments to identify and eliminate choices that may introduce bias, and integrate ongoing fairness checks into our psychometric monitoring.

All our scoring tools are regularly tested for adverse impact and benchmarked against human reviewers, and all outputs are transparent and editable.

AI interview scoring is always based on transcripts, never facial cues or emotional expression, and we are fully transparent about what’s measured.

No AI is bias-free, but it beats humans on consistency and fairness – delivering up to 45% fairer treatment for women and minority candidates according to studies. We see AI as a valuable opportunity to raise hiring standards, and we’re committed to doing so through continuous monitoring, ongoing improvements, and the application of the latest research and best practices.

No. AI helps scale and standardize scoring, but humans remain in charge. Every score can be reviewed, edited, or overridden by recruiters, and we encourage human review at every stage.

In our vision of fair, human-led hiring, AI interviews give every candidate a fair shot from the start. Rather than relying on manual resume review—which can overlook strong talent and use up recruiter time—our AI interviews help you standardize and scale the screening process, reducing the risk of missed matches.

They’re tailored to each role and scored only on transcripts – not facial expressions or appearance – so candidates are judged on what they say, not how they look or sound.

For candidates, this means a level playing field and the flexibility to interview on their own terms. For hiring teams, it means consistent insights, a more diverse talent pool, and hidden talent brought to light, all while staying firmly in control of final decisions.

Yes. Transparency matters. We let candidates know whenever AI is part of the process, and we safeguard their data at every step.