Harri
Harri is a frontline workforce platform for hospitality, grocery and care employers whose pre-hire suite pairs a career portal and applicant tracking system with Carri, a conversational AI assistant that screens applicants and coordinates interviews, plus an agentic AI layer (Salli) for scheduling and labor-law compliance.
HireAIScore rates Harri 41 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed August 2, 2026. Harri ranks 39 of 47 vendors rated in ATS-integrated AI, against a category average of 49. That score is drawn from 27 evidence items across 7 rubric criteria for Harri — 19 with a cited source, 8 recording that nothing was located.
§ 01 - Company facts
- Legal name
- Harri US LLC
- Founded
- 2012
- Headquarters
- United States · US
- Pricing tier
- Enterprise
- Market side
- Employer-side (AEDT)
- Categories
- ATS-integratedScreening
- Website
- harri.com
These are company details, not findings. They are editable by a verified representative and carry no weight in the score, which is built only from the cited evidence below.
§ 02 - Score breakdown
§ Score breakdown
Category scoring
Weighted contribution shown to the right of each bar.
- 01
Article 11 Technical Documentation
Weight 20%35
+7.0 · category avg 53
- 02
Bias Audit Transparency
Weight 18%22
+4.0 · category avg 45
- 03
FRIA Support
Weight 15%44
+6.6 · category avg 33
- 04
Data Governance Disclosure
Weight 15%52
+7.8 · category avg 56
- 05
Human Oversight Design
Weight 12%52
+6.2 · category avg 57
- 06
Post-Market Monitoring
Weight 12%40
+4.8 · category avg 42
- 07
Customer Documentation
Weight 8%60
+4.8 · category avg 59
Category avg is the mean raw score on that criterion across the 47 ATS-integrated AI vendors in scope of this rubric, this one included.
§ 03 - Strongest · weakest
Strongest category
Customer Documentation
Raw score 60 · contributes 4.8 to total.
60 against a 59 category average
Weakest category
Bias Audit Transparency
Raw score 22 · contributes 4.0 to total.
22 against a 45 category average
§ 04 - Cited evidence
Download diligence record→§ Evidence
Cited per category
Every score is backed by at least one cited piece of evidence.
Evidence ledger
- Items
- 27
- Documentation
- 17
- Public statement
- 2
- Absence
- 8
- With a source URL
- 19 of 27
- Source hostnames
- 3
- Fewest items
- 3
- Article 11 Technical Documentation
These figures measure how thoroughly Harri was reviewed, not how Harri performed — an absence row, recording that nothing was located, is counted like any other item.
Article 11 Technical Documentation
3 items35
- DocumentationCaptured Aug 2, 2026
Harri's only dedicated AI page describes Salli and its Talent Gap Alert, Compliance Warning and Overtime Cost Alert agents in marketing terms, with no model description, training methodology, performance metrics, limitations or explainability statement.
- DocumentationCaptured Aug 2, 2026
Addendum A (Artificial Intelligence Terms Addendum) of the public Master SaaS Agreement is the nearest thing to instructions for use, framing AI Outputs as inputs to human judgment while disclaiming that they will be 'accurate, complete, reliable, error-free'.
- AbsenceCaptured Aug 2, 2026
No system card, model card, technical whitepaper, algorithmic transparency statement or ISO/IEC 42001 certification was found anywhere in harri.com's sitemap (which lists only marketing, legal and industry pages), on the agentic-ai page, in the resources hub, or in the privacy notice.
Bias Audit Transparency
4 items22
- AbsenceCaptured Aug 2, 2026
No NYC Local Law 144 bias audit, independent auditor engagement (BABL AI, DCI, ORCAA, Warden AI, Holistic AI, Credo AI, ConductorAI or similar), academic audit, or adverse-impact/selection-rate disclosure was found; searches of the harri.com sitemap and of the resources.harri.com content index for 'AEDT', 'bias audit' and 'Local Law 144' returned no results.
- DocumentationCaptured Aug 2, 2026
Harri's page titled 'compliance' covers only wage-and-hour and scheduling law (breaks, overtime, minor employment, fair workweek) and contains no reference to bias audits, EEOC adverse impact, AEDT rules or algorithmic fairness.
- DocumentationCaptured Aug 2, 2026
The AI Terms Addendum's only bias-adjacent control is a prohibition on customers supplying data that could identify race, sex/gender, gender identity, national origin, sexual orientation, age, religion, disability, genetic information, medical condition, pregnancy or marital status - an input restriction, not an outcome audit.
- AbsenceCaptured Aug 2, 2026
Harri's resources hub carries substantial DEI and 'unconscious bias' content aimed at human recruiters, but a content-index search for algorithmic or third-party AI audits returned nothing, confirming no published audit of Carri's own screening.
FRIA Support
3 items44
- DocumentationCaptured Aug 2, 2026
Harri's public UK master agreement AI Terms Addendum explicitly requires customers to conduct 'fundamental rights impact assessments (including as contemplated by Article 27 of the EU AI Act)' and bars use constituting 'a prohibited artificial intelligence practice under Article 5 of the EU AI Act'.
- DocumentationCaptured Aug 2, 2026
The same addendum sets out Article 26-style deployer transparency duties, requiring the customer to inform 'affected individuals, including workers and workers' representatives, prior to their being subject to the AI Services' and to provide 'all required transparency disclosures regarding the use of the AI Services in employment-related decision-making'.
- AbsenceCaptured Aug 2, 2026
No FRIA template, questionnaire, worked example or Article 27 deployer guide is published anywhere on harri.com or resources.harri.com; the obligation is asserted contractually and left entirely to the customer to discharge, and the US-form MSA contains no EU AI Act references at all.
Data Governance Disclosure
5 items52
- DocumentationCaptured Aug 2, 2026
The AI Terms Addendum discloses that Harri 'may use De-identified Data...for the sole purpose of developing, training, and improving Harri's artificial intelligence models, algorithms, and related services', and sets an explicit exclusion list barring customers from submitting protected-attribute data.
- DocumentationCaptured Aug 2, 2026
Harri publishes a full UK Data Sharing Agreement incorporating the ICO's International Data Transfer Agreement (Version A1.0, in force 21 March 2022) with Harri as processor, plus a general sub-processor authorisation and objection process.
- DocumentationCaptured Aug 2, 2026
Site-wide footer badges assert AICPA SOC and 'ISO 27001 Certified' via auditor A-LIGN, but no report, scope statement, certificate number or NDA request process is offered anywhere on the site.
- DocumentationCaptured Aug 2, 2026
The privacy notice (last updated 1 February 2026, Harri US LLC) enumerates collected categories including resumes, job history, references, education, photographs, IP and device identifiers, and addresses CCPA/CPRA and Nevada rights - but contains no GDPR section and no explanation of how 'Agentic AI' processes personal information or makes automated decisions.
- AbsenceCaptured Aug 2, 2026
There is no security, trust or subprocessor-list page: harri.com/security returns HTTP 410, no trust centre appears in the sitemap, the Zendesk help centre at support.harri.com returns 403 to the public, and a resources-index search for 'ISO 27001' returned no results.
Human Oversight Design
4 items52
- DocumentationCaptured Aug 2, 2026
Addendum A contractually mandates human oversight: customers 'will not rely solely on the AI Services or AI Outputs for any employment, scheduling, hiring, or other personnel decisions', reviewers must exercise 'independent judgment and due diligence', be given 'a meaningful decision-making role', and be trained 'in recognizing automation bias or algorithmic aversion'.
- DocumentationCaptured Aug 2, 2026
The UK agreement goes further, barring use that would cause the AI Services to 'autonomously make, or materially influence, employment, scheduling, hiring, task allocation, or other personnel-related decisions without meaningful human oversight and independent judgment'.
- Public statementCaptured Aug 2, 2026
Harri describes an accept/decline control on Salli's recommendations - managers review flagged issues before a schedule is published and 'the human remains in control'- but the post documents no override logging, confidence scores or output-level explanations.
https://resources.harri.com/blog/the-future-is-human-agentic-ai-for-hospitality/
- AbsenceCaptured Aug 2, 2026
No public documentation of in-product explainability for Carri's screening outputs, reviewer audit logs, adverse-action workflows, or per-jurisdiction configuration toggles; the AI Addendum refers only vaguely to 'electronic log data to the extent such data is made available to Customer', and the help centre is not publicly accessible.
Post-Market Monitoring
3 items40
- DocumentationCaptured Aug 2, 2026
Harri operates a public status page covering seven components (Login & SSO, Talent Acquisition, Workforce Management, CoreHR, Carri, TeamHub, HarriIQ) with 90-day incident history - including a roughly 7.5-hour degradation on 21 July 2026 - and email, RSS, JSON, webhook and Slack subscriptions.
- DocumentationCaptured Aug 2, 2026
The privacy notice publishes a data-protection contact (DPO@harri.com and a toll-free number) for privacy enquiries and rights requests, which is the only named governance contact channel on the site.
- AbsenceCaptured Aug 2, 2026
No security.txt (harri.com/.well-known/security.txt returns HTTP 410), no vulnerability disclosure or bug bounty programme, no AI incident-reporting channel, no model-update changelog, and no continuous fairness or drift monitoring dashboard was found on harri.com, status.harri.com or resources.harri.com.
Customer Documentation
5 items60
- DocumentationCaptured Aug 2, 2026
A full talent-acquisition product page covering Talent Scout, advanced talent pools, targeted campaigns, the conversational hiring assistant, applicant tracking and a custom career portal, positioning Harri as an AI hiring platform for frontline teams.
- DocumentationCaptured Aug 2, 2026
Harri publishes its entire Master SaaS Subscription Agreement openly, including Addendum A (AI Terms) and Addendum B (Data Processing Addendum), giving prospective deployers pre-signature visibility into AI and data-processing obligations.
- DocumentationCaptured Aug 2, 2026
A substantial resources hub spanning blog, guides and ebooks, case studies, news and events/webinars, with recurring quarterly compliance advisories and deep NYC Fair Workweek, California PAGA and UK Employment Rights Act coverage.
- Public statementCaptured Aug 2, 2026
A blog post frames Harri's approach around 'transparency, security, and responsible technology use' and advises operators to be open about what AI systems are used and how they work, and to ensure technologies are 'fair and unbiased, and rigorously audited'- as general principles, not product commitments.
https://resources.harri.com/blog/balancing-ai-innovation-and-employee-trust-in-hospitality/
- AbsenceCaptured Aug 2, 2026
No NYC Local Law 144 notice templates, AEDT guidance, EU AI Act deployer guide, AI FAQ or candidate-facing AI explanation exists; harri.com/terms/ pushes AI and automated-decision-system compliance entirely onto the user, and the Zendesk help centre at support.harri.com returns 403 to non-customers.
§ 05 - Editorial notes
Company overview
Harri (Harri US LLC, 665 Broadway, Suite 402, New York) is a vertically focused HCM and workforce-management platform for service industries - quick-service and full-service restaurants, hotels, grocery and the care sector. Its stack spans talent acquisition (custom career portal, applicant tracking, Talent Scout, talent pools, and the Carri conversational hiring assistant), workforce management and scheduling, CoreHR, employee engagement, insights and analytics, and an 'Agentic AI' layer branded Salli that surfaces talent-gap, compliance and overtime-cost alerts to managers. The company is led by CEO Luke Fryer, a former multi-unit restaurant operator, and reports roughly 60,000 customer locations and 6 million platform users, with offices in New York, London, Hyderabad and Ramallah.
Regulatory exposure
Carri performs applicant screening and interview coordination for high-volume hourly hiring, which puts Harri's pre-hire stack squarely in AEDT territory under NYC Local Law 144 - notable given Harri is New York-headquartered and counts NYC multi-unit brands among its customers - and in Annex III high-risk territory under the EU AI Act for its UK/EU deployments. Harri's own UK master agreement names Regulation (EU) 2024/1689 explicitly, prohibits Article 5 practices, references Article 27 fundamental rights impact assessments, and requires customers to inform affected workers and workers' representatives before subjecting them to the AI Services. But that acknowledgment is entirely contractual and allocative: Harri publishes no bias audit, no model or system documentation, and no NYC LL 144 material, while its MSA places 'sole responsibility' for employment decisions and for AEDT/AI-law compliance on the customer. Illinois AIVI (820 ILCS 42) does not clearly bite, since no video-interview analysis was found, but Illinois HB 3773 and Colorado SB 24-205 duties would land on employers with very little vendor-supplied evidence to lean on.
Path to a higher score
The single largest gain would be commissioning and publicly posting a NYC LL 144 bias audit of Carri's screening logic by a named independent auditor, with selection rates and impact ratios downloadable rather than gated. Beyond that: publish a Carri/Salli system card covering inputs, outputs, intended use, known limitations and measured performance to give Article 11 substance; stand up a real trust or security page that exposes the ISO 27001 and SOC 2 reports (currently only footer badges) alongside a security contact and vulnerability-disclosure policy; and convert the AI Terms Addendum's deployer obligations into customer-facing artifacts - an Article 27 FRIA template, a NYC LL 144 notice pack, and documentation of in-product override, explanation and audit-log controls. Restoring a public help centre with AI-specific admin documentation would also lift customer documentation and human-oversight scores together.
§ Regulatory frame
What applies to ats-integrated ai.
Ranking features are inside EU AI Act Annex III §4 (high-risk) and inside NYC Local Law 144 when they affect NYC-based candidates. Customers should treat the AI surface as a distinct deployer-FRIA scope from the rest of the ATS.
§ Compare
Build any comparison→Harri against its nearest-scoring peers.
In ATS-integrated AI.
§ Others rated in ATS-integrated AI
All ats-integrated vendors→Ranked 39 of 47 by weighted total under rubric v1.0. The ordering is arithmetic on the rubric and carries no view on which tool suits a given hiring process.
- 36Paylocity43F
- 37Recruitee42F
- 38Zoho Recruit42F
- 39HarriThis profile41F
- 40Radancy41F
- 41Manatal41F
Conflicts of interest
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Casework has no commercial relationship with this vendor.