AI that supports hiring decisions —
never replaces them.
AI in hiring carries real risk: bias, opacity, and decisions made without accountability. We've built Hiribly so the recruiter stays in charge, the candidate stays informed, and the audit trail stays intact.
Human-in-the-loop, always
Hiribly recommends — recruiters decide. Every shortlist, every outreach, every rejection is reviewed by a person before it reaches a candidate.
No automated rejection
We do not auto-reject candidates. Hiribly produces a ranked shortlist with reasoning; the hiring team chooses who to advance.
Disclosed to candidates
Every applicant sees a clear notice that AI assists screening, what it evaluates, and that a human reviews their application.
Explainable scoring
Every fit score includes plain-English strengths, concerns, and the reasoning behind the recommendation. No black-box numbers.
Bias mitigation
Models are prompted to evaluate evidence of impact and trajectory — not name, school prestige, gender, or proxies for protected characteristics.
Candidate data rights
Candidates can request access, correction, or deletion of their data. Employers can erase application records to fulfill GDPR Right to Erasure requests.
Compliance posture
EU AI Act (high-risk AI systems in employment). Hiribly operates as a decision-support system. We provide transparency notices, human oversight, logging, and explainability outputs aligned with the high-risk obligations that apply to AI used for recruitment.
NYC Local Law 144 (Automated Employment Decision Tools). Hiribly is structured so that employers retain the substantive employment decision. Customers operating in NYC are responsible for completing the required bias audit and candidate notice; we provide the data needed to support that audit.
Illinois AI Video Interview Act. Hiribly does not analyze video interviews. We do not collect biometric data, voice analysis, or facial expressions.
GDPR / UK GDPR. Candidates are informed at the point of application, can request access or deletion, and can object to automated decision-making. See our Privacy Policy and DPA for details.
EEOC / Title VII (United States). Hiribly is designed to evaluate evidence of role-relevant impact and trajectory, not protected characteristics. Employers remain the decision-maker for all employment outcomes.
What we do not do
- We do not auto-reject candidates.
- We do not analyze video, voice, or facial data.
- We do not sell candidate data or use it to train third-party models.
- We do not score candidates on demographics, name, or school prestige as a proxy for capability.
Questions about how Hiribly handles AI?
Email privacy@hiribly.com — we respond within two business days.
Read the full privacy policy →