HireQuotient
HireAIScore rates HireQuotient 34 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed September 25, 2026. HireQuotient ranks 78 of 86 vendors rated in Candidate sourcing AI, against a category average of 46. That score is drawn from 29 evidence items across 7 rubric criteria for HireQuotient — 24 with a cited source, 5 recording that nothing was located.
Score breakdown
HireQuotient, 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 48
35
+7.0
Bias Audit Transparency
Weight 18% · category avg 40
18
+3.2
FRIA Support
Weight 15% · category avg 31
22
+3.3
Data Governance Disclosure
Weight 15% · category avg 53
40
+6.0
Human Oversight Design
Weight 12% · category avg 56
57
+6.8
Post-Market Monitoring
Weight 12% · category avg 40
30
+3.6
Customer Documentation
Weight 8% · category avg 57
50
+4.0
Total weighted score
34.0(rounded to 34 for display)
Category avg is the mean raw score on that criterion across the 86 Candidate sourcing AI vendors in scope of this rubric, this one included.
Strongest criterion
Human Oversight Design
57raw / 100
Contributes 6.8 to the total. 57 against a 56 category average.
Weakest criterion
Bias Audit Transparency
18raw / 100
Contributes 3.2 to the total. 18 against a 40 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
- 19
- Public statement
- 5
- Absence
- 5
- With a source URL
- 24 of 29
- Source hostnames
- 1
- Fewest items
- 2
- FRIA Support
These figures measure how thoroughly HireQuotient was reviewed, not how HireQuotient performed — an absence row, recording that nothing was located, is counted like any other item.
Article 11 Technical Documentation
4 items35
- DocumentationCaptured Sep 25, 2026
The 12-page 'Validity and Reliability of Assessments' guide (© 2021) covers content and construct validity, parallel-form reliability, expert question review, machine-learning calibration of question difficulty and one client study of 30,000+ candidates for the legacy Virtual Interviewer assessments, but not EasySource, the voice agent or AI video scoring.
https://www.hirequotient.com/_next/static/5bb5e3cf34562346.pdf
- DocumentationCaptured Sep 25, 2026
The AI Candidate Insights article lists the outputs (0–100 match score, 1–5 star rating, required-vs-present skills, a 'why this candidate is a good fit' paragraph) but not how the score is computed or validated.
https://www.hirequotient.com/knowledge-base/ai-copilot/ai-candidate-insights
- Public statementCaptured Sep 25, 2026
The homepage promises auditing infrastructure with 'Mathematical proof for every decision', automated regulatory reporting and a '3rd-party auditor API', but links to no documentation for any of them.
- AbsenceCaptured Sep 25, 2026
No model or system card, explainability statement, AI policy, instructions for use or ISO 42001 certificate was found; hirequotient.com/security, /trust, /compliance, /responsible-ai and /ai-policy return 404 and trust.hirequotient.com does not resolve.
Bias Audit Transparency
4 items18
- AbsenceCaptured Sep 25, 2026
No NYC LL 144 bias audit or independent audit (DCI, BABL AI, ORCAA, Warden AI, Holistic AI, Credo AI) was found on hirequotient.com, its knowledge base or sitemap, or through web searches, and trust.warden-ai.com/hirequotient returns 404.
- DocumentationCaptured Sep 25, 2026
The 2021 validity guide says HireQuotient works with clients to monitor assessment performance across demographic cohorts and screens questions for gendered, offensive or culture-specific content, but publishes no results or impact ratios.
https://www.hirequotient.com/_next/static/5bb5e3cf34562346.pdf
- Public statementCaptured Sep 25, 2026
The EasyAssess page promises screening 'without bias' and 'bias-free' hiring decisions without citing any validation study, audit or adverse-impact data.
https://www.hirequotient.com/products/easyassess-candidate-assessment-tool
- Public statementCaptured Sep 25, 2026
A March 2026 blog post claims HireQuotient's ability to 'automatically identify and mitigate bias' in candidate evaluations sets it apart, with no methodology or audit to support it.
FRIA Support
2 items22
- AbsenceCaptured Sep 25, 2026
No EU AI Act Article 27 FRIA template, deployer-obligation guidance or AI Act reference was found on the homepage, in the 34-article knowledge base, the terms, either privacy policy or the site's sitemap.
- DocumentationCaptured Sep 25, 2026
The only language about the customer's role is a generic 'Notice to End Users' saying the customer organization controls information processed through the Services, which is controller wording rather than AI Act deployer guidance.
Data Governance Disclosure
6 items40
- DocumentationCaptured Sep 25, 2026
The knowledge base names the candidate sources: LinkedIn 'public profiles at scale', open-web sources (GitHub, personal sites, conference bios, publications), partner databases (Monster, Resume Library, Crunchbase) and the customer's internal pool.
https://www.hirequotient.com/knowledge-base/ai-copilot/multi-source-search
- DocumentationCaptured Sep 25, 2026
The Pulse Dashboard guide also names the enrichment vendors (Apollo, RocketReach, ContactOut, Google X-ray search, Lix API), Twilio, and an OpenAI-compatible LLM gateway called 'bifrost'.
https://www.hirequotient.com/knowledge-base/pulse-dashboard/pulse-dashboard-guide
- DocumentationCaptured Sep 25, 2026
The EasySource privacy policy covers only registered Chrome-extension users, says usage data may be used 'to adjust our sorting algorithms', and says nothing about the people whose profiles are extracted.
- DocumentationCaptured Sep 25, 2026
The main privacy policy, written under Singapore's PDPA for HireQuotient Technologies Pte. Ltd., names a Privacy Officer and a transborder data-flow agreement but sets no specific retention periods, lists no sub-processors and never mentions AI, profiling, sourced candidates or CCPA rights.
- Public statementCaptured Sep 25, 2026
The homepage shows SOC 2 Type II ('Audited & Verified'), ISO 27001, GDPR and CCPA badges and claims AES-256 encryption, VAPT testing and PII masking, but no report, certificate, auditor name or trust center is published.
- Public statementCaptured Sep 25, 2026
A customer case study says payroll and shift-scheduling data feed back into sourcing and screening models, and the homepage says the AI 'learns from every hire and rejection', but neither discloses safeguards or excluded attributes.
https://www.hirequotient.com/case-study/alliance-building-services-easysource
Human Oversight Design
6 items57
- DocumentationCaptured Sep 25, 2026
Each sourced profile gets a 0–100 match score, star rating, required-vs-present skills analysis and a 'why this candidate is a good fit' paragraph, though the same article says recruiters can 'skip the first-pass resume review entirely'.
https://www.hirequotient.com/knowledge-base/ai-copilot/ai-candidate-insights
- DocumentationCaptured Sep 25, 2026
AI-drafted interview scores arrive pre-filled but editable ('Edit Scores', 'Edit Notes'), and each round needs a hiring manager's Approve or Reject, with a rejection reason recorded.
https://www.hirequotient.com/knowledge-base/scheduler/scheduler-interview-feedback-and-rounds
- DocumentationCaptured Sep 25, 2026
Fireflies AI summaries pre-fill interviewer feedback forms, with explicit guidance to edit AI-drafted feedback and 'always review before finalizing'.
- DocumentationCaptured Sep 25, 2026
Customer-defined must-have criteria work as automatic knock-outs ('Candidates failing any must-have criterion will be marked as unqualified'), with no documented human check.
https://www.hirequotient.com/ai-screening-criteria-best-practices
- DocumentationCaptured Sep 25, 2026
Assessment results return an overall fit score and a 'hire / no-hire signal' with reasoning, backed by a timestamped log of each order, invitation, submission and score.
- DocumentationCaptured Sep 25, 2026
The AI voice agent runs hundreds of simultaneous autonomous calls and returns fit score, sentiment and match ratings, with no documented AI disclosure to candidates or human review step before those ratings are used.
Post-Market Monitoring
4 items30
- AbsenceCaptured Sep 25, 2026
No public status page (status.hirequotient.com does not resolve and hirequotient.statuspage.io redirects to Statuspage's homepage), security.txt, security contact, model-update changelog or AI-incident channel was found.
- DocumentationCaptured Sep 25, 2026
Describes an internal Pulse Dashboard of health checks on servers, data stores, vendor APIs and features such as vetting.insights, visible to super-admins only rather than to customers or the public.
https://www.hirequotient.com/knowledge-base/pulse-dashboard/pulse-dashboard-guide
- DocumentationCaptured Sep 25, 2026
Customer terms set a 99.1% availability target with service credits and a first response within 8 hours for P1 issues through customer-support@hirequotient.com.
- DocumentationCaptured Sep 25, 2026
The privacy policy describes a data-breach response plan that notifies the regulator and affected individuals, and gives privacy@hirequotient.com as the contact.
Customer Documentation
3 items50
- DocumentationCaptured Sep 25, 2026
A best-practices page shows customers how to write 5–7 AI screening criteria and when to mark criteria as must-haves.
https://www.hirequotient.com/ai-screening-criteria-best-practices
- DocumentationCaptured Sep 25, 2026
Public customer terms (governed by New York law) cover licensing, support and service levels but include no data processing agreement, AI-specific terms or allocation of duties under AI hiring laws.
- AbsenceCaptured Sep 25, 2026
No deployer guidance for NYC LL 144, the EU AI Act, Illinois, Colorado or California, no public DPA or sub-processor list, and no candidate-notice templates were found on the site, in the knowledge base or in the blog sitemap.
Editorial notes
Company overview
HireQuotient (HireQuotient Technologies Pte. Ltd.) was founded in Singapore in 2021 by Smarthveer Sidana and also trades through a US entity, HireQuotient Inc. It sells EasySource as an 'AI-native recruitment OS' for North American frontline employers in healthcare, insurance, construction, building services and manufacturing. EasySource pulls profiles from LinkedIn, the open web and partner and enrichment databases (Monster, Resume Library, Apollo, RocketReach, ContactOut, NPPES), checks licences against registries, and scores each candidate 0–100 with a 'why this candidate is a good fit' summary. It runs outreach by email, SMS and an AI voice agent that returns scored call transcripts. The platform also includes an ATS, interview scheduling with AI-drafted scorecards, onboarding, and an assessments module on the Paylocity Marketplace covering skills, cognitive and AI-scored one-way video tests. The pages for the older EasyAssess and EasyInterview products are still online.
Regulatory exposure
EasySource's documented outputs are 0–100 match scores, must-have screens that mark candidates 'unqualified', AI-drafted interview scores, and fit scores with hire/no-hire signals from assessments. Once these are used on applicants for New York City roles, they are the simplified outputs NYC Local Law 144 covers, though purely passive sourcing may fall outside the law's definition of a 'candidate'. A vendor case study shows an NYC-area employer screening with EasySource, yet no bias audit summary is published, and DCWP has promised tougher enforcement after the December 2025 Comptroller audit. AI-scored one-way video interviews trigger Illinois' AI Video Interview Act for Illinois roles. Illinois HB 3773 adds a duty to give notice of AI use and bans zip codes as proxies for protected classes, which deployers should check against HireQuotient's recommended location criteria. Colorado's SB 26-189 disclosures (from 1 January 2027), California's FEHA automated-decision rules (four-year record retention) and the CPPA ADMT rules (from 1 January 2027) also reach US customers, but HireQuotient's privacy policies set no retention periods and contain no CCPA disclosures. EU exposure looks limited for a seller focused on North America, but screening and evaluating candidates are Annex III high-risk uses, now due from 2 December 2027. If the voice agent's 'Sentiment' rating were inferred from vocal cues, EU use would also run into the Article 5(1)(f) ban on emotion recognition at work.
Path to a higher score
The biggest gain would come from an independent bias audit of the EasySource match score, must-have screening and assessment scores (impact ratios by sex and race/ethnicity), with the summary published and renewed every year. Next, publish a system card that explains how match, call and video scores are produced, which LLMs are used, and what customer outcome and payroll data trains the models, with a list of excluded attributes. Add a candidate privacy notice for sourced profiles (sources, legal basis, retention, opt-out), a public DPA and sub-processor list, and a trust center holding the SOC 2 Type II report and ISO 27001 certificate that the homepage badges claim. Publish deployer guidance for LL 144 notices, Illinois' AI Video Interview Act and HB 3773, Colorado, California and the EU AI Act (including a FRIA template). Finally, add a public status page and a model-change log.
Regulatory frame
What applies to candidate sourcing AI.
Ranking outputs are inside Annex III §4 when they influence hiring decisions. GDPR Article 22 (automated decision-making) and the GDPR rights around profiling apply independently for EU candidates.
Compare
HireQuotient against its nearest-scoring peers.
The closest scores in Candidate sourcing AI, side by side.
- Side-by-sideHireQuotient vs Ceipal35F
- Side-by-sideHireQuotient vs SeekOut34F
- Side-by-sideHireQuotient vs Qureos33F
- Side-by-sideHireQuotient vs Entelo33F
Ranking
Others rated in Candidate sourcing AI
Ranked 78 of 86 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.
- #75Dice36F
- #76Ceipal35F
- #77SeekOut34F
- #78HireQuotientThis profile34F
- #79Qureos33F
- #80Entelo33F
Conflicts of interest
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Casework has no commercial relationship with this vendor.