§ The result
PageUp leads LinkedIn Recruiter by 7 points.
Under rubric v1.0, PageUp, filed under ATS-integrated, finishes on 64 (D) and LinkedIn Recruiter, filed under Sourcing, on 57 (F), 7 points apart. LinkedIn Recruiter takes 2 of the 7 criteria, Customer Documentation among them, against 5 for PageUp, whose share includes Bias Audit Transparency. Bias Audit Transparency is both the widest raw gap and the heaviest weighted swing — LinkedIn Recruiter 50, PageUp 80 — and at an 18% weight it carries 69% of the weighted advantage PageUp holds across the 5 criteria on that side of the table.
Vendor profile
LinkedIn Recruiter
LinkedIn Recruiter is LinkedIn's enterprise sourcing and candidate-management platform, whose Hiring Assistant add-on and AI-Assisted Search use AI to turn intake notes into qualifications, source and rank candidates, evaluate applicants against recruiter-set qualifications, and draft or send outreach.
Vendor profile
PageUp
PageUp is an enterprise talent acquisition suite (ATS, recruitment marketing/CRM, onboarding, learning and performance). Its AI Skills Matching sorts each applicant's resume against skills taken from the job ad into five bands, from Excellent Match to Not a Match, and recruiters reach those results through Paige, its conversational assistant.
§ The record
LinkedIn Recruiter is filed under Candidate sourcing AI, PageUp under ATS-integrated AI. They also share 1 secondary category: Screening.
Both are in scope of EU AI Act, Colorado AI Act, NYC LL 144 and Illinois HB 3773.
| Record | LinkedIn Recruiter | PageUp |
|---|---|---|
| Price tier | Enterprise | Enterprise |
| Headquarters | US | AU |
| Founded | 2002 | 1997 |
§ What decides it
The criteria that move the gap, heaviest swing first.
18% weight · 64% of the movement so far
Bias Audit Transparency
LinkedIn Recruiter 50 · PageUp 80
5.4 weighted points to PageUp
20% weight · 80% of the movement so far
Article 11 Technical Documentation
LinkedIn Recruiter 67 · PageUp 74
1.4 weighted points to PageUp
12% weight · 87% of the movement so far
Post-Market Monitoring
LinkedIn Recruiter 50 · PageUp 55
0.6 weighted points to PageUp
8% weight · 92% of the movement so far
Customer Documentation
LinkedIn Recruiter 68 · PageUp 63
0.4 weighted points to LinkedIn Recruiter
15% weight · 95% of the movement so far
FRIA Support
LinkedIn Recruiter 38 · PageUp 40
0.3 weighted points to PageUp
12% weight · 98% of the movement so far
Human Oversight Design
LinkedIn Recruiter 66 · PageUp 64
0.2 weighted points to LinkedIn Recruiter
15% weight · 100% of the movement so far
Data Governance Disclosure
LinkedIn Recruiter 62 · PageUp 63
0.1 weighted points to PageUp
Weighted delta is the raw difference times the criterion weight, so the 7 figures above sum to -7.2 — the difference between the two totals before either is rounded. Shares are of 8.5 points of movement counted without direction. The table below rounds each side to a whole number first, so its Δ raw total reads -7 beside that -7.2.
§ Category-by-category
Raw score per criterion, with weighted delta.
Δ is LinkedIn Recruiter minus PageUp.
| Category | Weight | LinkedIn Recruiter | PageUp | Δ raw | Δ weighted |
|---|---|---|---|---|---|
| Article 11 Technical Documentation | 20% | 67 | 74 | -7 | -1.4 |
| Bias Audit Transparency | 18% | 50 | 80 | -30 | -5.4 |
| FRIA Support | 15% | 38 | 40 | -2 | -0.3 |
| Data Governance Disclosure | 15% | 62 | 63 | -1 | -0.1 |
| Human Oversight Design | 12% | 66 | 64 | +2 | +0.2 |
| Post-Market Monitoring | 12% | 50 | 55 | -5 | -0.6 |
| Customer Documentation | 8% | 68 | 63 | +5 | +0.4 |
| Total | 100% | 57 (F) | 64 (D) | -7 | -7.2 |
§ Evidence
Cited sources and documented absences, criterion by criterion.
An absence is a finding, not a blank: the reviewer looked for a named artefact and recorded that it is not located. Where a source sits is a fact about hosting only.
| Criterion | Weight | LinkedIn Recruiter | PageUp | ||||
|---|---|---|---|---|---|---|---|
| Cited | Absences | Audit / hosting | Cited | Absences | Audit / hosting | ||
| Article 11 Technical Documentation | 20% | 4 | 1 | Sources on the vendor's own domainSources on a separate domain | 3 | 1 | Sources on the vendor's own domain |
| Bias Audit Transparency | 18% | 4 | 1 | Audit reportSources on the vendor's own domainSources on a separate domain | 4 | 0 | Audit reportSources on a separate domain |
| FRIA Support | 15% | 3 | 1 | Sources on the vendor's own domainSources on a separate domain | 1 | 1 | Sources on the vendor's own domain |
| Data Governance Disclosure | 15% | 5 | 0 | Sources on the vendor's own domainSources on a separate domain | 4 | 0 | Sources on the vendor's own domain |
| Human Oversight Design | 12% | 6 | 0 | Sources on the vendor's own domainSources on a separate domain | 4 | 0 | Sources on the vendor's own domain |
| Post-Market Monitoring | 12% | 6 | 1 | Sources on the vendor's own domain | 4 | 1 | Audit reportSources on the vendor's own domainSources on a separate domain |
| Customer Documentation | 8% | 6 | 1 | Sources on the vendor's own domainSources on a separate domain | 4 | 1 | Sources on the vendor's own domain |
| All criteria | 100% | 34 | 5 | Audit reportSources on the vendor's own domainSources on a separate domain | 24 | 4 | Audit reportSources on the vendor's own domainSources on a separate domain |
LinkedIn Recruiter has 39 evidence rows across 7 of 7 criteria — 34 with a source URL, 5 documented absences; PageUp has 28 evidence rows across 7 of 7 criteria — 24 with a source URL, 4 documented absences; some documentation or audit rows for LinkedIn Recruiter and PageUp sit on a domain separate from the vendor's own site.
Provenance
The scores above are documented by 67 evidence rows on file for these two vendors: 39 for LinkedIn Recruiter, across 6 distinct source domains, and 28 for PageUp, across 2 distinct source domains.
- Rubric
- v1.0
- LinkedIn Recruiter last reviewed
- September 25, 2026 · HireAIScore editorial team
- PageUp last reviewed
- September 25, 2026 · HireAIScore editorial team
HireAIScore scores are editorial research, not legal advice, and no vendor pays for placement, scoring or removal — see the methodology, conflicts policy and terms.
§ Where next