Before choosing or renewing a tool
Review fairness, validity, and vendor claims before making or extending a commitment.
Audit the tools behind your hiring decisions.
A vendor’s report may not show how a tool performs in your hiring process. Our AI hiring audits examine the evidence, your use of the tool, and gaps in fairness, validity, or documentation that could put candidates and your organization at risk.
Your obligations may begin before you use the tool.
Some jurisdictions require employers and employment agencies to ensure a bias audit has been completed, publish information, or notify candidates. Requirements depend on location and how the tool is used. We help identify what evidence is available, what is missing, and what your HR and legal teams need to address. See which requirements may apply →
Common starting points
When to bring us in
When requirements may apply
Review the audit evidence, notices, and documentation needed for your hiring workflow.
When outcomes raise questions
Examine possible differences in scores, selections, or candidate experiences.
When something changes
Reassess after a new version, threshold, role, or hiring workflow is introduced.
Ways to work with us
We scope the review around the tool, the roles and candidates it affects, and the decisions it informs. Not sure where to begin? We’ll recommend a starting point on a scoping call.
For staffing and recruitment agencies, the review can focus on one client engagement, a group of roles, or a hiring workflow used across multiple clients.
01
Audit Readiness Review
Best for: Employers and agencies preparing for an audit or reviewing whether they have the evidence needed.
We map the hiring process, review available vendor documentation and data, and identify gaps that could limit an audit.
You receive
A readiness summary, prioritized evidence gaps, and a recommended scope.
02
Fairness & Bias Audit
Best for: Organizations that need an independent look at how a tool affects candidates in their hiring process.
We analyze scores, rankings, or selection outcomes across groups, including subgroup and intersectional comparisons, impact ratios, thresholds, sample size, and data quality.
You receive
A full audit report, risk and recommendations roadmap, and findings debrief.
03
Fairness, Validity & Use Review
Best for: Organizations that want the full picture of the tool and how it is used in practice.
Alongside fairness analysis, we examine whether the vendor’s evidence applies to your roles, how thresholds and configurations are set, where people exercise judgment, and how candidates are informed.
You receive
A full audit report, risk and recommendations roadmap, and findings debrief.
04
Follow-up Reassessment
Best for: Organizations with a completed audit whose tool, configuration, or use has changed.
We revisit the earlier findings against a new tool version, changed threshold, added role, or different candidate population.
You receive
An updated audit report, risk and recommendations roadmap, and debrief showing what changed and whether the earlier conclusions still apply.
How you use the tool matters
A vendor’s evidence is a starting point. Your configuration, thresholds, job requirements, and workflow also shape performance. We establish which findings apply to your use and where more evidence is needed.
Findings your team can use
Your report helps HR, talent acquisition, legal, procurement, and leadership understand what the evidence supports, where the risks and limitations are, and what should be addressed. Recommendations distinguish what your organization can address from what needs to be taken back to the vendor.
What we’ll ask you for
Exact requirements are set on the scoping call, but employers and agencies usually bring:
- Hiring process. The roles, locations, candidate populations, and decisions the tool supports.
- Tool setup. The version, configuration, thresholds, and how outputs are used.
- Vendor evidence. Available documentation, validation studies, or earlier audit materials.
- Outcome data. Scores or selection results, with demographic information where it exists and can lawfully be used.
If the vendor holds the data
With your permission, we can request the information needed for the review. We’ll be clear about what the available evidence lets us conclude.
Before you share anything sensitive
We’ll explain what information we need and agree on confidentiality and data handling before you share it.
How it works
1
Map your hiring process
Identify the tools, roles, locations, candidates, and decisions to examine.
2
Agree the scope and inputs
Define the data, vendor documentation, analyses, deliverables, fees, and timeline.
3
Review the evidence
We examine the tool’s use and analyze the agreed data.
4
Discuss findings and recommendations
We explain the results, including any fairness, bias, or validity concerns, and recommend what to address.
5
Receive your report and roadmap
A full audit report, risk and recommendations roadmap, and any public materials included in the scope.
Timing
Most audits take about 3–4 weeks.
Timing depends on project size, data readiness, and access to vendor documentation. We confirm the schedule during scoping.
Keeping the audit current
Reassess when the tool or its use changes.
A new version, changed threshold, added role, or different candidate population may warrant a follow-up review. Follow-up work is scoped independently.
What you receive
Full audit report
A clear account of the scope, evidence, methods, findings, and limitations.
Risk and recommendations roadmap
Prioritized actions addressing evidence gaps, risks, and controls.
Findings debrief
A walk-through with the people responsible for hiring and oversight.
Public materials, where needed
A public summary or other required deliverable can be included in the agreed scope.
Understand the tools shaping your hiring.
Tell us what you use, how it informs your decisions, and what you need the audit to address.
Request a scoping call