HighMatch
HighMatch sells pre-employment assessments built by I-O psychologists (personality, cognitive, skills, situational judgment, culture fit and minimum-qualification screens), including the Berke Assessment for small businesses, that score candidates against weighted, role-specific hiring profiles and return job-fit scores, trait reports and tailored interview guides.
HireAIScore rates HighMatch 43 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed September 25, 2026. HighMatch ranks 52 of 82 vendors rated in Assessment AI, against a category average of 46. That score is drawn from 35 evidence items across 7 rubric criteria for HighMatch — 31 with a cited source, 4 recording that nothing was located.
§ 01 - Company facts
- Legal name
- HighMatch, LLC
- Founded
- 2005
- Headquarters
- United States · US
- Pricing tier
- Mid
- Market side
- Employer-side (AEDT)
- Categories
- AssessmentScreening
- Website
- highmatch.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%45
+9.0 · category avg 50
- 02
Bias Audit Transparency
Weight 18%30
+5.4 · category avg 41
- 03
FRIA Support
Weight 15%30
+4.5 · category avg 31
- 04
Data Governance Disclosure
Weight 15%52
+7.8 · category avg 53
- 05
Human Oversight Design
Weight 12%60
+7.2 · category avg 55
- 06
Post-Market Monitoring
Weight 12%40
+4.8 · category avg 38
- 07
Customer Documentation
Weight 8%58
+4.6 · category avg 58
Category avg is the mean raw score on that criterion across the 82 Assessment AI vendors in scope of this rubric, this one included.
§ 03 - Strongest · weakest
Strongest category
Human Oversight Design
Raw score 60 · contributes 7.2 to total.
60 against a 55 category average
Weakest category
FRIA Support
Raw score 30 · contributes 4.5 to total.
30 against a 31 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
- 35
- Documentation
- 22
- Audit report
- 2
- Public statement
- 7
- Absence
- 4
- With a source URL
- 31 of 35
- Source hostnames
- 4
- Fewest items
- 4
- FRIA Support
These figures measure how thoroughly HighMatch was reviewed, not how HighMatch performed — an absence row, recording that nothing was located, is counted like any other item.
Article 11 Technical Documentation
6 items45
- DocumentationCaptured Sep 25, 2026
The validation page describes a two-stage review, by in-house I-O psychologists, of each assessment's components and of how it is administered, and states adherence to the EEOC Uniform Guidelines and SIOP Principles.
- DocumentationCaptured Sep 25, 2026
A September 2026 knowledge-base article explains that current employees' assessment scores are compared with their performance ratings, measures that do not predict performance are dropped, and the rest are weighted to form the final scoring model.
https://www.highmatch.com/knowledge-base/understanding-the-benchmark-analysis/
- DocumentationCaptured Sep 25, 2026
HighMatch documents two build processes: 'Peak' (documentation review, SME focus groups, job expert surveys and benchmarking, taking 1–2 months, described as following SIOP and EEOC standards) and 'Base' (documentation review plus an I-O intake call, taking 3–5 days).
https://www.highmatch.com/knowledge-base/understanding-peak-vs-base-assessment-processes/
- Public statementCaptured Sep 25, 2026
The validation-study page says all measures were independently validated through a general validation process 'accessible via our technical manual', but the page does not link the manual and it is not published.
- Public statementCaptured Sep 25, 2026
The homepage says the platform is 'enabled through adaptive AI', but no page explains what the AI does, what data it uses or its limits, and no model card, AI policy or ISO 42001 certification was found.
- DocumentationCaptured Sep 25, 2026
The Sprinto trust center lists a Platform Architecture document and an ISMS Manual, both access-restricted.
Bias Audit Transparency
5 items30
- AbsenceCaptured Sep 25, 2026
No NYC LL 144 bias audit or independent third-party fairness audit was found in highmatch.com's page, post and resource sitemaps, in the 100+ knowledge-base articles, in the trust.highmatch.com document list (security documents only) or at trust.warden-ai.com/highmatch (404).
- Public statementCaptured Sep 25, 2026
HighMatch states that its assessments 'do not yield statistically significant differences' by race, gender, age or ethnicity and that it will keep monitoring subgroup differences, but it publishes no data, sample sizes or auditor.
- Public statementCaptured Sep 25, 2026
A separate page says HighMatch's psychometric research found 'only modest average score differences' across race, ethnicity, gender and age subgroups, again without a published study.
- DocumentationCaptured Sep 25, 2026
After the assessment, HighMatch invites test takers to report their gender, race/ethnicity, education and age voluntarily for fairness research aligned with the Uniform Guidelines; only its Assessment Team can see the answers.
https://www.highmatch.com/knowledge-base/insights-into-highmatchs-demographic-survey/
- DocumentationCaptured Sep 25, 2026
HighMatch's internal I-O team runs adverse impact studies for individual clients on subgroups the client defines, and delivers the report to the client rather than publishing it.
FRIA Support
4 items30
- AbsenceCaptured Sep 25, 2026
No EU AI Act, Fundamental Rights Impact Assessment or deployer-obligation guidance was found on highmatch.com, in the knowledge base, MSA or privacy policy, or in the trust center's document list.
- DocumentationCaptured Sep 25, 2026
The MSA (updated 15 August 2025) makes the customer solely responsible for complying with applicable laws and for its talent-management decisions, and does not mention AI, bias audits or the EU AI Act.
- DocumentationCaptured Sep 25, 2026
Optional local validation studies deliver a client report on job analysis, benchmark analysis and adverse impact analysis, which a deployer could reuse as input to a FRIA, though HighMatch does not present it that way.
- DocumentationCaptured Sep 25, 2026
A trust package (SOC 2 Type II report, DPA, SLA and the participant terms and privacy policy) exists in the Sprinto trust center, but access is restricted.
Data Governance Disclosure
5 items52
- DocumentationCaptured Sep 25, 2026
The privacy policy (last modified 15 August 2025) defines Candidate Data and says HighMatch may study customers' Assessment and Job Data together to build features; it states that HighMatch does not sell personal information, deletes or anonymizes data after a 'reasonable period', and uses SCCs and the UK Addendum for transfers from the EEA and UK.
- DocumentationCaptured Sep 25, 2026
The MSA lets HighMatch use Usage Data, which may include aggregated Customer Data, for internal research and development 'including training and product improvement', and allows it to be published only if pseudonymized.
- DocumentationCaptured Sep 25, 2026
Answers to the demographic survey are optional and confidential, cannot be seen by employers and do not affect scoring, and customers can opt out of the survey.
https://www.highmatch.com/knowledge-base/insights-into-highmatchs-demographic-survey/
- Audit reportCaptured Sep 25, 2026
The trust center lists a SOC 2 Type II report dated 29 January 2026 and 36 policies and procedures, including Data Retention, Data Classification and Privacy by Design, all access-restricted, and it publishes no subprocessor list.
- DocumentationCaptured Sep 25, 2026
HighMatch discloses that during assessments it monitors mouse movements, whether AI helper tools are present and how quickly candidates complete items, and says it does not record candidates on camera, track eye movements or lock browsers.
https://www.highmatch.com/knowledge-base/ensuring-assessment-security/
Human Oversight Design
6 items60
- DocumentationCaptured Sep 25, 2026
HighMatch's guidance on its 1–5 report score says scores 'are intended to inform hiring decisions, not make them automatically' and advises against rigid pass/fail cutoffs.
https://www.highmatch.com/knowledge-base/understanding-and-using-the-report-score/
- DocumentationCaptured Sep 25, 2026
The public sample Job Fit Report shows an overall fit band and each trait's score against a target range, grouped by impact and flagged as a match or mismatch, and states that the assessment should never be the sole basis for a hiring, development or promotion decision.
- DocumentationCaptured Sep 25, 2026
Berke keeps a history log for each participant, which can be exported, covering invitations, consent, section completion, devices and report views.
https://www.highmatch.com/knowledge-base/reviewing-participant-history-logs/
- DocumentationCaptured Sep 25, 2026
Best-practice guidance tells hiring teams that assessment results are 'just one component among many', to be weighed with interviews, experience, references and other factors.
https://www.highmatch.com/knowledge-base/best-practices-using-assessments/
- Public statementCaptured Sep 25, 2026
The 'automated logic' in HighMatch Screen, which the customer configures, decides who 'moves forward, skips, or stops' and routes applicants before they reach a recruiter, so the product supports automated screen-out.
https://www.highmatch.com/products/candidate-screening-software/
- Public statementCaptured Sep 25, 2026
A September 2026 article says that placing the assessment immediately after the application 'helps to automatically reduce the applicant pool' for high-volume hiring.
https://www.highmatch.com/knowledge-base/where-should-assessments-be-placed-in-the-hiring-process/
Post-Market Monitoring
4 items40
- DocumentationCaptured Sep 25, 2026
status.highmatch.com redirects to a public Pingdom report showing 7 days of uptime for five checks (the Berke and Compass assessment and customer sites, and the login), with no incident history or postmortems; it is not linked from any page reviewed.
- Audit reportCaptured Sep 25, 2026
The trust center lists a penetration test document dated 12 February 2026 and policies on incident management and data breach notification, all access-restricted.
- Public statementCaptured Sep 25, 2026
HighMatch says it 'will continue to monitor subgroup differences for each of our assessments' but publishes no monitoring results or schedule.
- AbsenceCaptured Sep 25, 2026
No security.txt was found (highmatch.com/.well-known/security.txt returns 404), and there is no dedicated security contact (the pages reviewed show only support@, success@ and jobs@ addresses), no public incident channel and no changelog of scoring-model updates.
Customer Documentation
5 items58
- DocumentationCaptured Sep 25, 2026
A public knowledge base of more than 100 articles covers ATS connector setup, how to read reports, best practices for using assessments, analytics, accommodations and the demographic survey.
- DocumentationCaptured Sep 25, 2026
The Berke reports page describes the Job Fit, Participant, Interview Guide and Spotlight reports and links a public sample PDF of each.
https://www.highmatch.com/berke-assessment/candidate-reports/
- DocumentationCaptured Sep 25, 2026
The MSA (updated 15 August 2025) is public, but although it refers to 'the DPA linked above' the page carries no DPA link; the DPA is held, access-restricted, in the trust center.
- DocumentationCaptured Sep 25, 2026
The accommodations page claims WCAG 2 AA conformance (as of 28 June 2023) and lists accommodations such as adjustable or disabled timers, printable tests and screen-reader support.
- AbsenceCaptured Sep 25, 2026
No guidance for customers on NYC LL 144, Illinois HB 3773, Colorado SB 26-189, California's automated-decision rules or the EU AI Act, and no candidate-notice templates, was found on the site or in the knowledge base.
§ 05 - Editorial notes
Company overview
HighMatch, LLC is a pre-employment assessment vendor based in Atlanta and founded in 2005. It also sells the Berke Assessment to small businesses: berkeassessment.com now redirects to highmatch.com, and its 2021 sample reports carry the name The Berke Group, LLC. In-house I-O psychologists build role-specific assessments covering personality, cognitive aptitude, skills, situational judgment, culture fit and minimum-qualification screening. Candidates are scored against a weighted hiring profile. The result is an overall fit (a 1–5 report score, or high/medium/low fit in Berke) with a breakdown by trait and interview guides tailored to each candidate. Results reach customers through ATS connectors such as Workday, iCIMS, Greenhouse and Lever. Enterprise assessments are built in one of two ways. The 'Peak' process uses subject-matter-expert focus groups, job expert surveys and a benchmark that compares current employees' scores with their performance ratings. The 'Base' process is quicker. Berke plans for firms with up to 20 employees are listed at $1,800–$3,600 a year. The homepage says the platform is 'enabled through adaptive AI' but never explains what that AI does.
Regulatory exposure
HighMatch's weighted fit scores are statistical outputs used to rank candidates. Its Screen and minimum-qualification tools can also stop applicants automatically before a recruiter sees them. An employer using HighMatch for NYC hiring or promotion would therefore likely need an annual independent bias audit and candidate notice under Local Law 144. DCWP has promised tougher enforcement after a December 2025 State Comptroller audit. HighMatch publishes no such audit, and its MSA makes customers solely responsible for legal compliance. Illinois HB 3773 (in force since 1 January 2026) requires notice when AI is used in employment decisions and bans discriminatory use. California's FEHA automated-decision rules (since 1 October 2025) add anti-discrimination duties and four-year record retention. Colorado's SB 26-189 disclosure regime starts on 1 January 2027. HighMatch runs assessments in more than 30 languages, including European ones, and its privacy policy covers transfers of EEA and UK data. EU deployers therefore face the AI Act's Annex III high-risk obligations (now due 2 December 2027), to the extent that its scoring or 'adaptive AI' meets the Act's definition of an AI system. Its knowledge base says it does not record candidates on camera or track eye movements. That keeps the product as described outside the Art. 5(1)(f) ban on workplace emotion recognition, although its platform page also advertises unspecified 'ID verification and proctoring options'.
Path to a higher score
Commission and publish an independent bias audit of the HighMatch and Berke scoring models, with LL 144-style impact ratios by sex, race/ethnicity and intersectional groups, naming the auditor and the data period, and repeat it every year. Release the technical manual that the validation page cites, together with the subgroup results behind the claims of 'no statistically significant differences' and 'modest average score differences'. Explain in a system card, with instructions for use, what the 'adaptive AI' and 'AI-assisted monitoring' do. Add guidance and templates for deployers covering LL 144 notices, Illinois HB 3773, Colorado SB 26-189 and EU AI Act Articles 26–27, including a FRIA template. Make the DPA, a subprocessor list and the participant privacy policy public. Finally, add a security contact, link the status page and give it an incident history, and keep a changelog of scoring-model updates.
§ Regulatory frame
What applies to assessment ai.
Assessment is the most-regulated surface in AI hiring. NYC LL 144, EEOC and OFCCP frameworks, Illinois HB 3773, and EU AI Act Annex III §4 all apply, with overlap on bias-audit obligations.
§ Compare
Build any comparison→HighMatch against its nearest-scoring peers.
In Assessment AI.
§ Others rated in Assessment AI
All assessment vendors→Ranked 52 of 82 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.
- 49Emmersion44F
- 50Prevue HR44F
- 51Retorio44F
- 52HighMatchThis profile43F
- 53Wonderlic43F
- 54CodeSignal43F
Conflicts of interest
No vendor pays for placement, scoring, or removal. Casework - the consulting firm that operates this directory - provides paid services to some vendors. Any active or recent (within 24 months) commercial relationship is disclosed on the affected vendor profile and the review is reassigned to an independent reviewer. See the full policy on About.
Casework has no commercial relationship with this vendor.