Hireology
HireAIScore rates Hireology 57 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed September 25, 2026. Hireology ranks 9 of 77 vendors rated in ATS-integrated AI, against a category average of 47. That score is drawn from 29 evidence items across 7 rubric criteria for Hireology — 25 with a cited source, 4 recording that nothing was located.
Score breakdown
Hireology, criterion by criterion
Each rubric criterion is scored out of 100 on the cited evidence, then weighted into the total.
Weighted contribution shown to the right of each bar.
Article 11 Technical Documentation
Weight 20% · category avg 51
50
+10.0
Bias Audit Transparency
Weight 18% · category avg 41
83
+14.9
FRIA Support
Weight 15% · category avg 32
35
+5.3
Data Governance Disclosure
Weight 15% · category avg 54
52
+7.8
Human Oversight Design
Weight 12% · category avg 57
57
+6.8
Post-Market Monitoring
Weight 12% · category avg 42
59
+7.1
Customer Documentation
Weight 8% · category avg 59
58
+4.6
Total weighted score
56.5(rounded to 57 for display)
Category avg is the mean raw score on that criterion across the 77 ATS-integrated AI vendors in scope of this rubric, this one included.
Strongest criterion
Bias Audit Transparency
83raw / 100
Contributes 14.9 to the total. 83 against a 41 category average.
Weakest criterion
FRIA Support
35raw / 100
Contributes 5.3 to the total. 35 against a 32 category average.
Cited evidence
The evidence behind the score
Every score is backed by at least one cited piece of evidence. Open a criterion to see what was found, when, and where.
Download diligence recordEvidence ledger
- Items
- 29
- Documentation
- 12
- Audit report
- 6
- Public statement
- 7
- Absence
- 4
- With a source URL
- 25 of 29
- Source hostnames
- 5
- Fewest items
- 3
- FRIA Support
These figures measure how thoroughly Hireology was reviewed, not how Hireology performed — an absence row, recording that nothing was located, is counted like any other item.
Article 11 Technical Documentation
4 items50
- DocumentationCaptured Sep 25, 2026
The Trust & Security page's Responsible AI section gives design facts for each feature. AI Candidate Summary is built from candidate-provided information. AI Match evaluates employer-defined job criteria, with supporting evidence and 'EEO validation' built into attribute setup. AI Interview provides full transcripts, and recruiters can override its scores.
- Audit reportCaptured Sep 25, 2026
Warden's NYC LL 144 report is the closest thing to a public system description. It says AI Interview takes 'Job criteria' and 'Profile conversation' as inputs and outputs a 'Match score' against customer-defined job requirements.
- Public statementCaptured Sep 25, 2026
The Hireology AI page says the suite is built 'to support hiring decisions—not make them', with explainable recommendations, and that every AI output is 'logged, documented, and EEOC-aligned'. This is a statement of principles, not technical documentation.
- AbsenceCaptured Sep 25, 2026
No model or system card, Article 11-style technical pack, instructions for use, explainability whitepaper, disclosure of the underlying language model, or ISO 42001 certification was found. Places searched: hireology.com (the /ai, /trust-security and /packages pages and the sitemap); the Trust Center resource list (SOC 2 report, pen-test summary, incident response and continuity plans, 13 security policies, none of them AI-specific); and the Warden AI reports.
Bias Audit Transparency
4 items83
- Audit reportCaptured Sep 25, 2026
Warden AI's public dashboard shows AI Interview audited monthly, most recently on 1 Sep 2026, on a 65,880-sample test set. It returned 102 Clear, 0 Consider and 0 Concern across 14 protected characteristics plus a sex × race/ethnicity check. Separate NYC LL 144, EU AI Act, Colorado SB 26-189 and California FEHA reports can be downloaded directly, with no request form.
- Audit reportCaptured Sep 25, 2026
The same dashboard covers AI Match, a resume-screening engine that scores applicants against customer-defined criteria. It is audited monthly; the latest audit, on 2 Sep 2026, covered 76,860 samples with 102 Clear, 0 Consider and 0 Concern.
- Audit reportCaptured Sep 25, 2026
The NYC LL 144 report for AI Interview (dated 1 Sep 2026) shows lowest impact ratios of 0.99 by sex, 0.98 by race/ethnicity and 0.94 for White males in the intersectional table. It says the audit used Warden's own dataset of real candidate profiles 'due to a lack of access to historical data'.
- Public statementCaptured Sep 25, 2026
Hireology's pricing FAQ says Warden continuously monitors its AI features for disparate impact using 'group parity testing and individual consistency testing with matched candidate profiles', with fairness reports shown in the Trust Center.
FRIA Support
3 items35
- DocumentationCaptured Sep 25, 2026
The Subscription Services Terms (last updated 1 July 2026) make customers solely responsible for their obligations as a 'deployer' of AI Match and AI Interview under AI laws. Hireology commits only to 'reasonable cooperation', such as supplying the information customers need to comply.
- Audit reportCaptured Sep 25, 2026
Warden's EU AI Act bias report for AI Interview (1 Sep 2026) sums up the risk-management, post-market monitoring and human-oversight duties for high-risk systems. It covers bias testing only and does not address Article 27 fundamental rights impact assessments.
https://trust.warden-ai.com/hireology/ai-interview/eu-ai-act
- AbsenceCaptured Sep 25, 2026
No FRIA template, Article 27 guidance or deployer compliance kit was found. Places searched: the AI, Trust & Security and Packages pages on hireology.com; the site sitemap; the Trust Center resource list; and the Warden reports.
Data Governance Disclosure
4 items52
- DocumentationCaptured Sep 25, 2026
The Vanta-hosted Trust Center lists SOC 2 and CCPA, data retention, deletion and classification controls, and 11 named subprocessors. These include Microsoft Azure (cloud, US), Snowflake and ElevenLabs, which provides speech and voice-agent services for AI Interviews. The SOC 2 Type 2 report and the Data Management Policy require an access request.
- Public statementCaptured Sep 25, 2026
A Hireology customer story says AI Match 'flags criteria that could indicate discrimination or have nothing to do with job qualifications before an employer ever uses them'. That is a partial input-exclusion control, but no list of excluded attributes is published.
- DocumentationCaptured Sep 25, 2026
The AI clause in the Subscription Services Terms says Hireology 'may use customer's prompts for the training of' its AI products in aggregated, anonymized or de-identified form, and describes no opt-out.
- DocumentationCaptured Sep 25, 2026
The privacy policy (last updated 1 July 2026) describes Hireology as a data processor and leaves notice, consent and retention for candidate data, biometric data included, to customers. It says nothing specific about AI Interview audio recordings, model training data or retention periods.
Human Oversight Design
5 items57
- DocumentationCaptured Sep 25, 2026
Hireology states that 'Recruiters can override AI evaluations', that full AI Interview transcripts are available for review, that AI Match gives supporting evidence for every recommendation, and that AI 'supports the screening process without making hiring decisions'.
- Public statementCaptured Sep 25, 2026
Hireology's July 2026 AI Interview walkthrough says employers get a transcript scored on competencies such as communication clarity and culture fit, and can override the score, read the transcript and listen to the audio. It also describes a built-in accommodation request that routes to the recruiter with an audit trail.
https://hireology.com/blog/what-is-an-ai-interview-a-real-conversation/
- DocumentationCaptured Sep 25, 2026
Customers must warrant that they will not rely solely on AI output and that employment decisions involve humans who have authority to change them and know how to interpret the output.
- Public statementCaptured Sep 25, 2026
Hireology's Automated Interview Scheduling 'automatically offers interview slots to candidates who meet your prescreen criteria', and is marketed as a way to 'automatically move qualified candidates through your pipeline', that is, advancement without human review.
- Public statementCaptured Sep 25, 2026
Hireology's prescreen guide says knockout questions let job seekers who miss basic requirements 'be automatically eliminated from the process before your team has to waste time reviewing their applications'.
Post-Market Monitoring
5 items59
- Audit reportCaptured Sep 25, 2026
Warden's dashboard, which it labels continuous bias auditing and post-market monitoring, re-audits both AI Interview and AI Match monthly and publishes dated results, most recently 1 and 2 Sep 2026.
- DocumentationCaptured Sep 25, 2026
Hireology's public status page tracks components including Jobs, Candidate Search, Interview Scheduling, Email/SMS Messaging, Skills Tests and Onboarding. None of them covers AI Interview or AI Match.
- DocumentationCaptured Sep 25, 2026
The status page's incident history lists dated incidents with short updates, from intermittent platform errors on 28 July 2026 to a payroll and interview-scheduling fix on 25 August 2026. It includes no postmortems.
- DocumentationCaptured Sep 25, 2026
The Trust Center gives trust@hireology.com as a contact and lists a 2026 penetration-test summary and an incident response plan, both gated behind an access request.
- AbsenceCaptured Sep 25, 2026
No security.txt, vulnerability disclosure program or AI model-update changelog was found on hireology.com, the Trust Center or the status page. Both hireology.com/.well-known/security.txt and www.hireology.com/.well-known/security.txt return 404.
Customer Documentation
4 items58
- DocumentationCaptured Sep 25, 2026
The Packages page compares the Core and Perform plans. Its FAQs explain what AI Match, AI Candidate Summary and AI Interview do, which roles AI Interview suits, and how fairness is monitored.
- DocumentationCaptured Sep 25, 2026
A July 2026 walkthrough documents the candidate's AI Interview experience: invitation, question types, scoring, accommodations and alternative formats. It refers to the ADA, New York's AEDT rules and California's FEHA rules.
https://hireology.com/blog/what-is-an-ai-interview-a-real-conversation/
- Public statementCaptured Sep 25, 2026
An August 2026 Hireology post names NYC LL 144, Illinois and Maryland AI laws, Colorado SB205 and the EU AI Act as compliance drivers. It says Perform includes Warden fairness auditing, an annual SOC 2 Type II audit and a Trust Center.
https://www.hireology.com/blog/part-3-building-an-ai-hiring-stack-that-actually-works
- AbsenceCaptured Sep 25, 2026
None of the following was found: a public DPA, an NYC LL 144 candidate-notice template, Illinois HB 3773 notice guidance, AI Interview recording-consent text, or deployer instructions for use. The support.hireology.com help center returned 403 to public requests, and the 'AI That Works the Way You Hire' guide sits behind an email form.
Editorial notes
Company overview
Hireology, Inc. is a Chicago-based hiring platform founded in 2010. It sells an applicant tracking system to multi-location employers, mainly auto dealerships, healthcare and home-care providers, and hospitality and franchise operators, and says more than 10,000 businesses use it. The Core plan covers career sites, job distribution, prescreen surveys and automated interview scheduling. The Perform plan adds three things. AI Match scores each applicant against attributes the employer defines. AI Candidate Summary writes a brief on each applicant. AI Interview is a paid add-on voice agent that runs the first-round phone screen through an SMS or email link and returns a transcript scored against a rubric. It is capped by headcount, with a $3 charge for each interview over the cap. Hireology markets the AI suite as in early access.
Regulatory exposure
AI Match and AI Interview produce match scores that rank and screen applicants. That likely makes them automated employment decision tools (AEDTs) under NYC Local Law 144 for NYC roles. It also makes them high-risk systems under EU AI Act Annex III point 4, whose obligations were deferred to 2 December 2027, although Hireology's market is almost entirely US. Illinois HB 3773 notice duties apply to Hireology's home-state customers. AI Interview is voice-only, so the video-specific AI Video Interview Act is less directly engaged. Colorado's SB 26-189 disclosure regime starts on 1 January 2027, and California's FEHA rules on automated-decision systems already apply. Hireology's strongest asset is a public Warden AI dashboard with monthly audits of both AI tools, clear results, and reports mapped to NYC LL 144, the EU AI Act, Colorado and California. Its weak points are that:
- the audits run on Warden's test dataset, not real deployment data;
- its terms push every deployer duty onto customers;
- it publishes no candidate-notice or recording-consent material;
- prescreen knockout rules advance or eliminate candidates with no documented human review.
Path to a higher score
The biggest gain would come from system cards for AI Match and AI Interview. They should cover inputs, how the rubric is built, the language and voice models used, known limits such as speech recognition across accents, and how competencies like 'communication clarity' and 'culture fit' are scored. They should also confirm that scoring uses what candidates say rather than vocal or emotional cues. Next come Warden audits on real deployment data, with the audit history kept visible. A public deployer kit would close the documentation gaps:
- NYC LL 144 and Illinois notice templates;
- recording-consent wording for AI Interview;
- Colorado SB 26-189 disclosures;
- an EU Article 27 fundamental rights impact assessment (FRIA) template;
- a published data processing agreement (DPA);
- a clear opt-out from training on customer prompts. Hireology should also document, or add, human review before prescreen rules advance or eliminate candidates. Finally, it should add AI components to its status page, a model-update changelog and a security.txt file.
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
Hireology against its nearest-scoring peers.
The closest scores in ATS-integrated AI, side by side.
- Side-by-sideHireology vs Dayforce57F
- Side-by-sideHireology vs Pinpoint57F
- Side-by-sideHireology vs Juicebox (PeopleGPT)57F
- Side-by-sideHireology vs Rippling56F
Ranking
Others rated in ATS-integrated AI
Ranked 9 of 77 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.
- #6Dayforce57F
- #7Pinpoint57F
- #8Juicebox (PeopleGPT)57F
- #9HireologyThis profile57F
- #10Rippling56F
- #11Ashby56F
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.