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Infor Talent Science

Infor Talent Science is a cloud-based pre-hire behavioral and cognitive assessment platform. It scores candidates against patented machine-learning 'Performance Profiles' built from the behavior and performance data of an employer's successful incumbents, and gives hiring teams fit scores, recommendations and interview questions that are used to rank and route applicants.

HireAIScore rates Infor Talent Science 49 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed September 25, 2026. Infor Talent Science ranks 25 of 82 vendors rated in Assessment AI, against a category average of 46. That score is drawn from 34 evidence items across 7 rubric criteria for Infor Talent Science — 27 with a cited source, 7 recording that nothing was located.

§ 01 - Company facts

Legal name
Infor (US), LLC
Founded
2002
Headquarters
United States · US
Pricing tier
Enterprise
Market side
Employer-side (AEDT)
Categories
AssessmentScreening
Website
infor.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.

  1. 01

    Article 11 Technical Documentation

    Weight 20%

    58

    +11.6 · category avg 50

  2. 02

    Bias Audit Transparency

    Weight 18%

    42

    +7.6 · category avg 41

  3. 03

    FRIA Support

    Weight 15%

    35

    +5.3 · category avg 31

  4. 04

    Data Governance Disclosure

    Weight 15%

    57

    +8.5 · category avg 53

  5. 05

    Human Oversight Design

    Weight 12%

    50

    +6.0 · category avg 55

  6. 06

    Post-Market Monitoring

    Weight 12%

    45

    +5.4 · category avg 38

  7. 07

    Customer Documentation

    Weight 8%

    60

    +4.8 · 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.

Total weighted score: 49.2(rounded to 49 for display)

§ 03 - Strongest · weakest

Strongest category

Customer Documentation

Raw score 60 · contributes 4.8 to total.

60 against a 58 category average

Weakest category

FRIA Support

Raw score 35 · contributes 5.3 to total.

35 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
34
Documentation
20
Public statement
5
Product feature
2
Absence
7
With a source URL
27 of 34
Source hostnames
5
Fewest items
3
FRIA Support

These figures measure how thoroughly Infor Talent Science was reviewed, not how Infor Talent Science performed — an absence row, recording that nothing was located, is counted like any other item.

Article 11 Technical Documentation

5 items58
  • DocumentationCaptured Sep 25, 2026

    Infor's Colorado 'Developer Public Website Statement' for Talent Science (last updated 4 May 2026) describes the system, which scores 24 behavioral and 2 cognitive dimensions against patented machine-learning Performance Profiles, along with its intended employment uses, how the Infor Personality Inventory was developed on 378,837 candidates using IRT and classical test theory, how profiles are built and tuned, and its known limitations.

    https://dam.infor.com/api/public/content/9ca005ba37e046a882ce9c836058cda7?v=0e794c6e

  • DocumentationCaptured Sep 25, 2026

    An ungated Talent Science executive brief explains that assessment results are matched against a custom Performance Profile of weighted core characteristics to produce a 'best fit' score that hiring managers use to sort candidates, alongside generated interview questions tied to the behavioral insights.

    https://dam.infor.com/api/public/content/e7975d1e124a4d87b6cbccc73906aca3?v=8fcac637

  • Public statementCaptured Sep 25, 2026

    Infor's enterprise AI page says its AI is built 'in a responsible, trusted, and principled manner' but links only a gated transparency note, not a published AI policy or set of principles.

    https://www.infor.com/platform/enterprise-ai

  • DocumentationCaptured Sep 25, 2026

    The platform-wide 'Infor Industry AI transparency note', which covers data handling, model training and ethical safeguards, is available only through a lead-capture form and is not specific to Talent Science.

    https://www.infor.com/resources/infor-industry-ai-transparency-note

  • AbsenceCaptured Sep 25, 2026

    No public Talent Science technical manual, model or system card, EU AI Act instructions for use, Infor AI principles or ethics policy, or ISO/IEC 42001 certification was found on the product page, in infor.com's US and regional sitemaps, on the About and compliance pages, or on trust.infor.com.

    Have a URL that disputes this?→

Bias Audit Transparency

4 items42
  • DocumentationCaptured Sep 25, 2026

    The Colorado statement reports in-house testing that found no significant differential item functioning across race, sex and age groups and no significant differential test functioning on any of the 24 dimensions, plus Cleary-model and EEOC four-fifths-rule adverse-impact analyses before each Performance Profile is deployed, but it publishes no impact ratios or underlying statistics.

    https://dam.infor.com/api/public/content/9ca005ba37e046a882ce9c836058cda7?v=0e794c6e

  • Public statementCaptured Sep 25, 2026

    Infor's Head of Science reports an Infor-run analysis of more than 50,000 hires across a few dozen client organizations in which the diversity of hires rose 26% after Talent Science was implemented, a result Infor reports about itself rather than an independent audit.

    https://www.infor.com/blog/talent-science-blog-series-myth3

  • Public statementCaptured Sep 25, 2026

    The product page claims 'Responsible AI/ML without hiring biases' and '27% growth in inclusive hiring outcomes' without linking any bias audit or impact-ratio data.

    https://www.infor.com/solutions/human-capital-management/talent-management/talent-science

  • AbsenceCaptured Sep 25, 2026

    No NYC Local Law 144 bias-audit summary, named independent auditor or third-party algorithmic audit of Talent Science was found on the product page, in the Colorado statement, in Infor's blog and resource library, in infor.com's sitemaps or on trust.infor.com, and trust.warden-ai.com/infor returns 404.

    Have a URL that disputes this?→

FRIA Support

3 items35
  • DocumentationCaptured Sep 25, 2026

    The Colorado statement lists Talent Science's intended uses (pre-employment selection, internal mobility and promotion, coaching, career pathing, team dynamics and leadership development), warns that other uses or combining it with other selection tools may change the discrimination risk, and ends with a 'Note for Deployers' on their own website-statement and pre-decision-notice duties.

    https://dam.infor.com/api/public/content/9ca005ba37e046a882ce9c836058cda7?v=0e794c6e

  • DocumentationCaptured Sep 25, 2026

    The EU Regulatory Annex to Infor's Information Security Plan sets out commitments under EU cybersecurity and data-governance law such as DORA and NIS2 but does not address the EU AI Act.

    https://dam.infor.com/api/public/content/74e45d2acc4e4af4b675ceea3b66e9df

  • AbsenceCaptured Sep 25, 2026

    No EU AI Act Article 27 fundamental rights impact assessment template or EU deployer guidance for Talent Science was found on the product page, on Infor's EU-locale sites (en-gb, en-nl, fr-fr, nordics), in the privacy notice, or in the Security Plan and its EU annex.

    Have a URL that disputes this?→

Data Governance Disclosure

5 items57
  • DocumentationCaptured Sep 25, 2026

    The Colorado statement's data-governance section says data scientists screen performance and assessment data before profiles are built, incumbent samples are checked for performance-rating discrimination on EEOC-protected characteristics, minimum sample sizes and a formal job analysis are required, and k-fold cross-validation is run before deployment.

    https://dam.infor.com/api/public/content/9ca005ba37e046a882ce9c836058cda7?v=0e794c6e

  • DocumentationCaptured Sep 25, 2026

    Infor's privacy notice (updated July 2026) has a Talent Science section explaining that Infor acts as controller for portal registration data and responses, shares the resulting assessment with the hiring customer as an independent controller, and otherwise processes the data on the customer's instructions.

    https://www.infor.com/about/privacy

  • DocumentationCaptured Sep 25, 2026

    Infor's public Information Security Plan (v1.26), which forms part of customer agreements, commits to AES-256 encryption at rest and TLS 1.2 in transit, annual SOC 1 Type 2 reports for all cloud services, SOC 2 Type 2 reports for multi-tenant services, and ISO 27001 certification for the services listed on trust.infor.com.

    https://dam.infor.com/api/public/content/44af12b99d9e4cdb9301d0433fa44c5e

  • DocumentationCaptured Sep 25, 2026

    TRUSTe validated Infor's global privacy program against 40 GDPR privacy-program requirements on 19 June 2026, and the validation runs to 19 June 2027.

    https://www.infor.com/about/gdpr-validation

  • AbsenceCaptured Sep 25, 2026

    No ISO/IEC 42001 certification, subgroup validity metrics, explicit list of excluded input attributes, or confirmation that Talent Science is covered by Infor's ISO 27001 and SOC reports was found on trust.infor.com, in the Security Plan or on the product page.

    Have a URL that disputes this?→

Human Oversight Design

6 items50

Post-Market Monitoring

5 items45
  • DocumentationCaptured Sep 25, 2026

    The Colorado statement says Performance Profiles are static after deployment, that Infor runs revalidation studies 9-16 months after deployment and recommends no profile run more than two years without rebuilding or revalidation, and that it provides adverse-impact monitoring for all clients at no extra charge using EEOC guidelines and OFCCP reporting formats.

    https://dam.infor.com/api/public/content/9ca005ba37e046a882ce9c836058cda7?v=0e794c6e

  • DocumentationCaptured Sep 25, 2026

    trust.infor.com hosts a Security Vulnerability Reporting Program that invites researchers to report through an on-page form or vulnerabilityreporting@infor.com.

    https://trust.infor.com/Security.htm

  • DocumentationCaptured Sep 25, 2026

    Infor's Information Security Plan commits Infor to notify affected customers of a security incident within 48 hours of becoming aware of it and to have multi-tenant cloud services penetration-tested by an independent party every year.

    https://dam.infor.com/api/public/content/44af12b99d9e4cdb9301d0433fa44c5e

  • DocumentationCaptured Sep 25, 2026

    status.infor.com redirects to a customer status portal behind an Infor CloudIdentities sign-in, so service status and incident history are not publicly visible.

    https://status.infor.com

  • AbsenceCaptured Sep 25, 2026

    No public model or Performance Profile change log, AI-specific incident channel, public status page or continuous fairness-monitoring dashboard was found on infor.com, on trust.infor.com or at the Statuspage subdomains probed.

    Have a URL that disputes this?→

Customer Documentation

6 items60

§ 05 - Editorial notes

Company overview

Infor Talent Science is the pre-hire assessment and predictive talent-analytics product of Infor, the enterprise cloud software company founded in 2002. Infor has been wholly owned by Koch Industries since 2020 and lists its global headquarters in Atlanta, Georgia. The product began as PeopleAnswers, founded in 2001, which Infor bought in 2014 and rebranded. Candidates complete a mobile Behavioral DNA questionnaire (the Infor Personality Inventory: 24 behavioral dimensions plus an optional cognitive test). Their results are compared with patented machine-learning Performance Profiles built from the behavior and performance data of an employer's successful incumbents. Hiring teams get fit scores and suggested interview questions in their ATS; in Infor's own HR Talent these appear as Recommended/Not Recommended results that can drive workflow routing. Infor cites more than a quarter-billion completed assessments, availability in 24 countries and 19 languages, and 30+ ATS/HCM integrations, including Workday, iCIMS and Oracle Recruiting Cloud. It also sells coaching, mobility and leadership modules built on the same data, and pricing is not published. Infor's own HR Talent Acquisition module documents no separate AI ranking model: its application ranks are assigned by recruiters, and its fit signal comes from Talent Science.

Regulatory exposure

Infor itself classifies Talent Science as a high-risk AI system that is a substantial factor in employment decisions. It does so in a Colorado developer statement (effective 30 June 2026) written for SB 24-205. SB 26-189 has since repealed and replaced that law with a disclosure-focused ADMT regime effective 1 January 2027, so the statement needs re-basing. The tool scores and sorts applicants and can route them automatically: Infor's own HR Talent guide shows a 'Not Recommended' result moving candidates straight to a 'Not Selected-Not Qualified' step. Employers using it for New York City roles are therefore likely running an AEDT under Local Law 144, and DCWP has promised tougher enforcement after a December 2025 State Comptroller audit. Yet no bias-audit summary or independent audit was found. Infor offers only its own description of DIF/DTF, Cleary-model and four-fifths-rule testing, plus free client adverse-impact monitoring. Offered on Infor's EU-locale sites and in 19 languages, the tool falls under Annex III point 4 of the EU AI Act when used for EU hiring. The Digital AI Omnibus has moved those obligations to 2 December 2027, but Infor publishes no EU AI Act material for the product. Because it is a questionnaire with no video analysis, it does not engage the Art. 5(1)(f) emotion-recognition ban or Illinois's AI Video Interview Act. US deployers also carry Illinois HB 3773 notice and anti-discrimination duties (since 1 January 2026) and California's FEHA automated-decision rules (since 1 October 2025, with four-year record retention). CPPA ADMT rules follow on 1 January 2027.

Path to a higher score

The biggest gap is independent, published fairness evidence. Infor should commission an independent bias audit of Performance Profile outputs by sex, race/ethnicity and intersectional category, publish the LL 144 summary with impact ratios, and repeat it every year. It should also publish the full DIF/DTF, Cleary and four-fifths results it already describes. It should re-base the Colorado statement on SB 26-189 and expand it into an EU AI Act-ready package: a public technical manual or system card with validity and subgroup results, Article 13 instructions for use, an Article 27 FRIA template, a public Infor AI policy and ISO/IEC 42001 certification. It should make its oversight story consistent by removing or qualifying the documented 'Not Recommended' auto-rejection example, and by documenting override, reviewer audit-log and per-jurisdiction controls. Finally, it should drop the form gate on the Industry AI transparency note, confirm whether Talent Science is covered by its ISO 27001 and SOC reports, publish an input-exclusion list and a public DPA, and add a public status page and a change log for Performance Profiles.

§ 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.

Keep reading

All assessment vendors→How this score is built→Annex IV section-by-section: what AI hiring vendors must document→What makes a defensible NYC LL 144 bias audit→

§ Compare

Build any comparison→

Infor Talent Science against its nearest-scoring peers.

In Assessment AI.

§ Others rated in Assessment AI

All assessment vendors→

Ranked 25 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.

  1. 22Test Partnership50F
  2. 23Versant by Pearson49F
  3. 24Jobma49F
  4. 25Infor Talent ScienceThis profile49F
  5. 26X0PA AI48F
  6. 27Sova Assessment48F

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.