§ The result
1 point separates Prevue HR and Paylocity.
Prevue HR holds a 1-point edge over Paylocity under rubric v1.0, 44 to 43, across the Assessment and ATS-integrated cohorts. The criteria split evenly, 3 each to Paylocity and Prevue HR, with 1 level, and the weighted points on the side Prevue HR holds, headed by Bias Audit Transparency, settle the total. Bias Audit Transparency is both the widest raw gap and the heaviest weighted swing — Paylocity 33, Prevue HR 44 — and at an 18% weight it carries 74% of the weighted advantage Prevue HR holds across the 3 criteria on that side of the table.
Vendor profile
Paylocity
Paylocity is a cloud-based HCM and payroll platform whose talent suite includes an applicant tracking system with generative-AI job-description and invite drafting, one-way video interviews, candidate self-scheduling, and a conversational "AI Assistant."
Vendor profile
Prevue HR
Prevue HR's psychometric platform tests candidates' aptitude, personality and motivations and compares the results with a custom role benchmark to produce a percentage Job Suitability score and Job-Fit report, alongside an optional applicant tracking system (APS Pro).
§ The record
Paylocity is filed under ATS-integrated AI, Prevue HR under Assessment AI. They record no secondary category in common.
Both are in scope of EU AI Act, NYC LL 144, Colorado AI Act, Illinois HB 3773 and Mobley v. Workday.
| Record | Paylocity | Prevue HR |
|---|---|---|
| Price tier | Mid | Mid |
| Headquarters | US | CA |
| Founded | 1997 | 1994 |
§ What decides it
The criteria that move the gap, heaviest swing first.
18% weight · 47% of the movement so far
Bias Audit Transparency
Paylocity 33 · Prevue HR 44
2.0 weighted points to Prevue HR
15% weight · 68% of the movement so far
Data Governance Disclosure
Paylocity 54 · Prevue HR 48
0.9 weighted points to Paylocity
12% weight · 79% of the movement so far
Human Oversight Design
Paylocity 50 · Prevue HR 54
0.5 weighted points to Prevue HR
15% weight · 90% of the movement so far
FRIA Support
Paylocity 30 · Prevue HR 27
0.4 weighted points to Paylocity
12% weight · 95% of the movement so far
Post-Market Monitoring
Paylocity 42 · Prevue HR 40
0.2 weighted points to Paylocity
20% weight · 100% of the movement so far
Article 11 Technical Documentation
Paylocity 44 · Prevue HR 45
0.2 weighted points to Prevue HR
Weighted delta is the raw difference times the criterion weight, so the 6 figures above sum to -1.1 — the difference between the two totals before either is rounded. Shares are of 4.3 points of movement counted without direction. The table below rounds each side to a whole number first, so its Δ raw total reads -1 beside that -1.1.
§ Category-by-category
Raw score per criterion, with weighted delta.
Δ is Paylocity minus Prevue HR.
| Category | Weight | Paylocity | Prevue HR | Δ raw | Δ weighted |
|---|---|---|---|---|---|
| Article 11 Technical Documentation | 20% | 44 | 45 | -1 | -0.2 |
| Bias Audit Transparency | 18% | 33 | 44 | -11 | -2.0 |
| FRIA Support | 15% | 30 | 27 | +3 | +0.4 |
| Data Governance Disclosure | 15% | 54 | 48 | +6 | +0.9 |
| Human Oversight Design | 12% | 50 | 54 | -4 | -0.5 |
| Post-Market Monitoring | 12% | 42 | 40 | +2 | +0.2 |
| Customer Documentation | 8% | 58 | 58 | - | - |
| Total | 100% | 43 (F) | 44 (F) | -1 | -1.1 |
§ 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 | Paylocity | Prevue HR | ||||
|---|---|---|---|---|---|---|---|
| Cited | Absences | Audit / hosting | Cited | Absences | Audit / hosting | ||
| Article 11 Technical Documentation | 20% | 2 | 1 | Sources on the vendor's own domain | 4 | 1 | Sources on the vendor's own domain |
| Bias Audit Transparency | 18% | 1 | 1 | — | 3 | 1 | — |
| FRIA Support | 15% | 1 | 1 | Sources on the vendor's own domain | 2 | 1 | Sources on the vendor's own domainSources on a separate domain |
| Data Governance Disclosure | 15% | 2 | 1 | Audit reportSources on the vendor's own domain | 4 | 1 | Sources on the vendor's own domain |
| Human Oversight Design | 12% | 2 | 1 | Sources on the vendor's own domain | 6 | 0 | Sources on the vendor's own domain |
| Post-Market Monitoring | 12% | 1 | 1 | Sources on the vendor's own domain | 4 | 1 | Sources on the vendor's own domain |
| Customer Documentation | 8% | 2 | 1 | Sources on the vendor's own domain | 5 | 1 | Sources on the vendor's own domain |
| All criteria | 100% | 11 | 7 | Audit reportSources on the vendor's own domain | 28 | 6 | Sources on the vendor's own domainSources on a separate domain |
Paylocity has 18 evidence rows across 7 of 7 criteria — 11 with a source URL, 7 documented absences; Prevue HR has 34 evidence rows across 7 of 7 criteria — 28 with a source URL, 6 documented absences; some documentation or audit rows for Prevue HR sit on a domain separate from the vendor's own site.
Provenance
The scores above are documented by 52 evidence rows on file for these two vendors: 18 for Paylocity, across 2 distinct source domains, and 34 for Prevue HR, across 2 distinct source domains.
- Rubric
- v1.0
- Paylocity last reviewed
- July 17, 2026 · HireAIScore editorial team
- Prevue HR 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