Enterprise governance Controls
Automate screening without surrendering control
Hirevue makes AI screening defensible with decision trails, bias monitoring, permissions, and compliance controls. You can show the why, not just the result.
Trusted by Enterprise Talent Acquisition Teams
For talent leaders trust is the #1 most important buying criteria
Explainability:
Trace every decision
Role-Based Controls:
Policy by role
Bias Monitoring:
Test for impact
The Problem:
Generic AI hiring bot startups lack enterprise grade governance
Unclear controls, limited audit trail, and weak compliance posture raise perceived risk with Legal/ HR/ InfoSec.
Our Solution:
Automation with built-in proof, control, and human oversight
Every screening decision is traceable, reviewable, and governed by IO Psych practices so leaders can show not just outcomes, but how they were reached.
Spotlight
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Mike Hudy
Chief Science Officer
As Chief Science Officer at Hirevue, Mike Hudy helps shape a science-led approach to skills-based hiring. An occupational psychologist with more than 25 years in the field, he has publicly emphasized structured, transparent hiring methods, stronger measurement of quality of hire, and AI systems grounded in validation research and post-hire outcomes rather than signals alone. He is also a co-author of Decoding Talent, a book on using AI and big data to improve hiring decisions.
Former Roles
Chief Science Officer, Modern Hire; EVP of Science at Shaker International, which he helped found; Senior Consultant, CEB/SHL; Training Evaluation Analyst, Nationwide Insurance.
Published Work
Co-author of Decoding Talent: How Ai and Big Data Can Solve Your Company’s People Puzzle, a book advocating more scientific, data-backed, and less biased talent decisions
Selected Impact
Has highlighted Hirevue science built on thousands of validation studies and customer results such as 100%+ growth in applicant gender diversity, 62% lower quick-quit rates, and 50% fewer application withdrawals with Spectrum’s use of Find My Fit.
Our Stance on AI
Our AI interviewer is designed to support – not replace – human recruiters in finding the right candidates efficiently and consistently. To learn more about how we leverage AI on our hiring platform read our AI Explainability Statement.
FAQs
Frequently asked questions
Does Hireguide’s AI automate hiring decisions?
No. Hireguide’s AI is designed to assist recruiters, not replace them. The system conducts structured interviews and generates analysis and recommendations, but final evaluations and hiring decisions remain with human hiring teams.
How does Hireguide ensure AI is used responsibly in hiring?
Hireguide implements governance controls that prioritize transparency, fairness, and human oversight. The AI operates within predefined interview frameworks and evaluation criteria set by the hiring team, ensuring the system supports a structured process rather than making autonomous judgments.
What safeguards are in place to reduce bias in AI-supported interviews?
Hireguide’s approach relies on standardized questions and consistent evaluation criteria across candidates. This structured format helps reduce variability in interviews and supports more comparable, equitable assessments for every applicant.
How does Hireguide provide transparency into AI-generated insights?
The platform is designed to provide clear explanations of how interview insights are generated, allowing recruiters to review the candidate’s responses, the criteria used for analysis, and the reasoning behind recommendations before making a decision.
How does Hireguide address compliance and regulatory considerations?
Hireguide’s governance framework includes safeguards around privacy, data protection, and fairness to support compliance with evolving regulations related to AI in hiring. These measures are designed to help organizations demonstrate that their hiring process remains transparent, fair, and accountable.
