Maki People
Maki People is a Paris-based AI hiring platform whose core product is pre-hire assessment and screening of candidate skills, behaviors, and situational judgement at high volume, extended with conversational AI agents for screening, interview support, and scheduling.
§ 01 — Score breakdown
§ Score breakdown
Category scoring
Weighted contribution shown to the right of each bar.
- 01
Article 11 Technical Documentation
Weight 20%52
+10.4
- 02
Bias Audit Transparency
Weight 18%48
+8.6
- 03
FRIA Support
Weight 15%33
+5.0
- 04
Data Governance Disclosure
Weight 15%45
+6.8
- 05
Human Oversight Design
Weight 12%50
+6.0
- 06
Post-Market Monitoring
Weight 12%33
+4.0
- 07
Customer Documentation
Weight 8%55
+4.4
§ 02 — Strongest · weakest
Strongest category
Article 11 Technical Documentation
Raw score 52 · contributes 10.4 to total.
Weakest category
Post-Market Monitoring
Raw score 33 · contributes 4.0 to total.
§ 03 — Cited evidence
§ Evidence
Cited per category
Every score is backed by at least one cited piece of evidence.
§ 04 — Editorial notes
Company overview
Maki (Maki SAS) is a Paris, France-based AI hiring company founded in 2021 by Maxime Legardez, Paul-Louis Caylar, and Benjamin Chino. Its core product is a science-backed pre-hire assessment and screening platform spanning hundreds of skills, voice screening in 45+ languages, and behavioral/situational evaluations, now wrapped in conversational AI agents that also cover interview support and candidate self-scheduling. The company raised a ~€27.8M Series A (led by Blossom Capital) in early 2025, reports rapid enterprise growth, and counts Fortune 2000 clients such as H&M, BNP Paribas, Capgemini, PwC and Deloitte. Pricing is credit-based with custom enterprise quotes, placing it firmly in the enterprise tier.
Regulatory exposure
Maki has heavy exposure to all major AI-hiring regimes. As an assessment/screening tool that scores candidates, it is an EU AI Act Annex III high-risk system, and its Paris HQ plus large EU client base put it squarely under EU jurisdiction; it also markets to US employers, triggering NYC Local Law 144 AEDT bias-audit duties and emerging Illinois/Colorado obligations. Maki publicly claims 'EU AI Act alignment' and 'NYC Local Law 144 bias-audited assessments' and runs DIF and Adverse Impact (80% rule) testing, but it publishes no downloadable bias-audit report, names no independent auditor, holds no ISO 42001, and its privacy policy notably disclaims GDPR Article 22 automated decision-making — a framing tension for a high-risk scoring tool.
Path to a higher score
The fastest credibility gains would come from publishing an independent, downloadable NYC LL 144 bias audit naming the auditor and date (and renewing it yearly), plus posting at least one model card / explainability statement and a deployer-facing EU AI Act pack. Pursuing ISO 42001 and publishing a populated trust center (subprocessor list, SOC 2/ISO 27001 reports, DPA, status/incident channel) would lift data-governance, post-market-monitoring, and documentation scores. Most impactful for FRIA and human-oversight scores: provide explicit Article 27 deployer guidance and document concrete in-product override/audit-log controls rather than generic 'recruiters stay in the loop' language.
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.