AI Ethics & Compliance
We use AI to make hiring faster and fairer. Here's exactly how we do it, what safeguards are in place, and how we protect everyone involved.
How Our AI Works
Our AI, powered by Claude, evaluates candidates on 10 objective dimensions: skills match, relevant experience, culture fit, communication, compensation alignment, availability, growth potential, problem-solving, reliability indicators, and role-specific competencies. It doesn't filter by resume keywords, school names, or employment gaps. What matters is how candidates answer the screening questions — their actual skills and experience, in their own words.
Bias Prevention
Every candidate gets asked the same questions in the same order. The AI doesn't see photos, doesn't know names during evaluation, and doesn't factor in where someone went to school or what neighborhood they live in. Scoring is based entirely on answers and demonstrated competencies. This removes the unconscious biases that creep into human phone screens — first impressions, accent bias, similarity bias, and the halo effect.
Transparency
Employers see exactly why each candidate received their scores. Every dimension includes the AI's reasoning, specific evidence from the conversation, and a confidence level (high, medium, or low). There are no black-box decisions. If a candidate scored a 4 out of 5 on skills match, the employer can read exactly which answers demonstrated those skills and which areas had gaps.
Data Privacy
We take data protection seriously. All candidate data is encrypted in transit and at rest. We comply with GDPR and CCPA requirements. Candidate information is never sold to third parties, period. Candidates can request deletion of their data at any time by contacting us, and we process those requests promptly. We retain screening data only as long as the employer needs it for their hiring process.
NYC Local Law 144
New York City's Local Law 144 requires that automated employment decision tools undergo bias audits. Our AI screening system is designed to meet these requirements. We evaluate our AI's outputs for disparate impact across protected categories and maintain documentation of these evaluations. Employers using ImHiring.ai in NYC can be confident that our tool aligns with local regulations governing AI in hiring.
Human Oversight
AI screens and scores. Humans make the final hiring decision. Always. Our system is a tool that helps employers evaluate candidates faster and more consistently, but it never replaces human judgment. Employers review the AI's analysis, compare candidates, and decide who to interview and hire. The AI provides information and recommendations — the employer has the final say.
Questions About Our AI Practices?
We're happy to discuss our approach to responsible AI in hiring. Reach out anytime.
compliance@imhiring.ai