Prevue HR
HireAIScore rates Prevue HR 44 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed September 25, 2026. Prevue HR ranks 50 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 Prevue HR — 28 with a cited source, 6 recording that nothing was located.
Score breakdown
Prevue HR, 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 50
45
+9.0
Bias Audit Transparency
Weight 18% · category avg 41
44
+7.9
FRIA Support
Weight 15% · category avg 31
27
+4.0
Data Governance Disclosure
Weight 15% · category avg 53
48
+7.2
Human Oversight Design
Weight 12% · category avg 55
54
+6.5
Post-Market Monitoring
Weight 12% · category avg 38
40
+4.8
Customer Documentation
Weight 8% · category avg 58
58
+4.6
Total weighted score
44.1(rounded to 44 for display)
Category avg is the mean raw score on that criterion across the 82 Assessment AI vendors in scope of this rubric, this one included.
Strongest criterion
Customer Documentation
58raw / 100
Contributes 4.6 to the total. 58 against a 58 category average.
Weakest criterion
FRIA Support
27raw / 100
Contributes 4.0 to the total. 27 against a 31 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
- 34
- Documentation
- 24
- Public statement
- 4
- Absence
- 6
- With a source URL
- 28 of 34
- Source hostnames
- 4
- Fewest items
- 3
- FRIA Support
These figures measure how thoroughly Prevue HR was reviewed, not how Prevue HR performed — an absence row, recording that nothing was located, is counted like any other item.
Article 11 Technical Documentation
5 items45
- DocumentationCaptured Sep 25, 2026
The Science & Validity page says the assessments are built to SIOP, APA, EEOC and Canadian Human Rights Act standards, are tested for reliability and validity against regularly updated norm groups, and are validated by an in-house I/O psychology team, but it publishes no coefficients or norm data.
- DocumentationCaptured Sep 25, 2026
An article first published in 2010 and updated in 2025 cites a Prevue Technical Manual and a Technical Bulletin, 'Measures of Reliability and Validity', and says Prevue's validity coefficients generally exceed .35, but neither document is linked or published.
https://www.prevuehr.com/resources/insights/how-do-you-prove-validity/
- DocumentationCaptured Sep 25, 2026
A Science Lab article explains the scoring logic: the candidate's 1-10 sten scores are compared with shaded benchmark ranges, and a formula turns the on-benchmark and off-benchmark scores into the Benchmark Suitability Score.
https://www.prevuehr.com/resources/science-lab/understanding-distribution-scores-prevue-benchmark/
- DocumentationCaptured Sep 25, 2026
A methodology article describes client benchmark validation studies that use survival analysis and mixed ANOVA with 6-12 month follow-ups (case study n=56), and it does not mention any adverse-impact or group-difference check.
- AbsenceCaptured Sep 25, 2026
No model or system card, product AI policy, ISO 42001 certification or downloadable technical pack was found on prevuehr.com (sitemap and WordPress media library searched for technical, validity, manual and bulletin), help.prevuehr.com or candidates.prevuehr.com.
Bias Audit Transparency
4 items44
- Public statementCaptured Sep 25, 2026
The bias-free hiring page (published June 2026, updated July 2026) says an independent audit of the Job Suitability score, run to NYC Local Law 144 standards, found no statistically significant differences in scoring rates across gender, race/ethnicity or their combination, but it names no auditor, date, sample or impact ratios.
- Public statementCaptured Sep 25, 2026
The Why Prevue page repeats that the Job Suitability score has been independently audited against NYC Local Law 144 with no significant differences across sex, race or ethnicity, and does not link to a published audit summary.
- Public statementCaptured Sep 25, 2026
Prevue says every assessment is monitored for adverse impact across gender, ethnicity and age and that items disadvantaging any group without job-related justification are excluded, but it publishes no supporting data.
- AbsenceCaptured Sep 25, 2026
No downloadable LL 144 audit summary or auditor-hosted report was found: the site's only audit-related media file is a stock image, Warden AI trust-page slugs for Prevue return 404, and web searches turned up no auditor listing.
FRIA Support
3 items27
- AbsenceCaptured Sep 25, 2026
No EU AI Act Article 27 FRIA template or Article 26 deployer-obligation guidance was found on prevuehr.com, in the help.prevuehr.com Products, PrevueHub, Resources and What's New sections, or on candidates.prevuehr.com.
- DocumentationCaptured Sep 25, 2026
The terms (effective June 1, 2026) incorporate a standard Data Processing Addendum by reference without publishing it, and make customers solely responsible for any notice, audit and consent requirements under automated-decision-making laws.
- DocumentationCaptured Sep 25, 2026
Prevue's EU residents notice calls Prevue a GDPR data processor and sends data-subject rights requests to the customer; it is the only EU-specific material for deployers that was found.
http://test-takers.prevueonline.com/dataprotection/eu-data-protection.html
Data Governance Disclosure
5 items48
- DocumentationCaptured Sep 25, 2026
The candidate privacy policy limits personal data to name, email and contact details plus assessment answers, keeps assessment data for validity and R&D research, stores data with cloud providers in Canada, and deletes or anonymizes personal data as the customer directs.
- DocumentationCaptured Sep 25, 2026
The candidate FAQ says data is hosted on AWS servers in Canada with data segregation and encryption at rest and in transit, that Prevue collects no sensitive PII, and that candidates can request removal through the employer or a form.
- DocumentationCaptured Sep 25, 2026
The terms set retention periods (30-day export window then deletion or anonymization for unlimited accounts; two years after the last credit purchase plus a one-year grace period for pay-per-use), name AWS as a sub-processor, require DPAs that keep internal AI tools from training on customer data, and allow de-identified, aggregated research use.
- DocumentationCaptured Sep 25, 2026
Benchmarks come from Prevue's library, a Top Performer Study of current employees in the role (minimum two participants) or manager surveys, and the page does not mention checking incumbent-based benchmarks for adverse impact.
- AbsenceCaptured Sep 25, 2026
No SOC 2, ISO 27001 or ISO 42001 attestation, public DPA, subprocessor list, security page or trust center was found: prevuehr.com /security, /trust, /dpa and /subprocessors return 404, trust.prevuehr.com has no DNS record, and the website privacy policy dates from 2018.
Human Oversight Design
6 items54
- DocumentationCaptured Sep 25, 2026
The help-center guidelines say assessment results should make up no more than one-third of the overall hiring decision, alongside work history, interviews, references and background checks.
https://help.prevuehr.com/guidelines-for-using-prevue-assessment
- DocumentationCaptured Sep 25, 2026
The sample Job-Fit report (2023) shows the overall Job-Fit percentage, tells the reader it should count for only one-third of the interview process, and links to EEOC and best-practice guidance (text verified with pdftotext).
https://www.prevuehr.com/drive/uploads/2023/03/Job-Fit-Sample.pdf
- DocumentationCaptured Sep 25, 2026
Job-Fit reports plot each scale score against the benchmark range, explain every trait, generate interview questions wherever the candidate falls off the benchmark, and include a Best Practice Information section.
https://www.prevuehr.com/resources/science-lab/prevue-report-formats-sections/
- DocumentationCaptured Sep 25, 2026
The terms bar customers from using any assessment score or output as the sole basis for an employment decision.
- DocumentationCaptured Sep 25, 2026
A help-center FAQ suggests an average 70% suitability-score cutoff to filter out unqualified candidates, which cuts against the one-third weighting guidance.
- DocumentationCaptured Sep 25, 2026
The APS Pro page says screening questions automatically filter out unqualified candidates and that the system sorts and ranks resumes and assessments, with no documented human-review or override controls.
https://www.prevuehr.com/products/applicant-tracking-system/
Post-Market Monitoring
5 items40
- DocumentationCaptured Sep 25, 2026
A public version history lists dated platform releases from ver 5.1.8 (June 18, 2024) to ver 5.2.10 (July 15, 2026).
- DocumentationCaptured Sep 25, 2026
The May 7, 2026 release note announced that Culture Assessment scoring moved to a 9-point scale, warned that earlier Culture Profiles and results do not carry forward, and confirmed that other scoring was unchanged.
- Public statementCaptured Sep 25, 2026
Prevue says it runs ongoing validation studies on client performance data, recalibrates benchmarks annually, updates norms regularly and monitors for adverse impact, but it publishes no monitoring results.
- DocumentationCaptured Sep 25, 2026
The terms commit Prevue to notify customers of a confirmed security incident within 72 hours of discovery.
- AbsenceCaptured Sep 25, 2026
No public status page or incident history was found: status.prevuehr.com has no DNS record, prevuehr, prevue and prevuehrsystems have no Statuspage tenant, status.prevueaps.com redirects to an unconfigured placeholder, and /.well-known/security.txt returns 404.
Customer Documentation
6 items58
- DocumentationCaptured Sep 25, 2026
A public help-center page on best practice covers supervised administration, the one-third weighting cap, and fairness claims tied to EEOC guidelines, the ADA and APA/BPS/ATP test standards.
- DocumentationCaptured Sep 25, 2026
Accommodation guidance explains when employers should grant extra time on the cognitive tests, and tells them to inform candidates early, handle requests consistently and keep disability information confidential.
- DocumentationCaptured Sep 25, 2026
An educational guide explains the four-fifths rule and how to calculate impact ratios and mentions NYC, Colorado, Illinois and California requirements, but gives no Prevue-specific data or step-by-step LL 144 compliance guidance.
https://www.prevuehr.com/resources/insights/adverse-impact-analysis-four-fifths-rule/
- DocumentationCaptured Sep 25, 2026
FAQs on the Candidate Resource Hub (launched May 2026) cover accommodations, data storage, removal requests and GDPR rights.
- DocumentationCaptured Sep 25, 2026
The help center documents Prevue's four benchmarking methods (library, Top Performer Study, Job Description Survey and combined study) and the number of participants recommended for each.
- AbsenceCaptured Sep 25, 2026
No NYC LL 144 notice templates, EU AI Act deployer guidance or public DPA were found on prevuehr.com, help.prevuehr.com or candidates.prevuehr.com.
Editorial notes
Company overview
Prevue HR Systems Inc. is a psychometric assessment company in Vancouver, British Columbia. It was founded in 1994 and says its tests have been taken more than 5 million times. The Assessment Suite covers aptitude (words, numbers and shapes), personality and motivations, with culture and work-ethic add-ons. A candidate's sten scores are compared with a role benchmark, which comes from Prevue's library, a study of current top performers or a manager survey. A formula turns the comparison into a percentage Job Suitability (Job-Fit) score, delivered in a report with an interview guide. Prevue also sells APS Pro, an applicant tracking system. Plans start at $195 a month (Essentials), and Standard and Premium are priced on request. Prevue presents its product as I/O-psychology science rather than AI. Its public material is strongest on usage guidance and weakest on published validity, audit and security evidence.
Regulatory exposure
The Job Suitability score is a simplified percentage produced by statistical benchmarking, and Prevue's help center suggests a 70% cutoff to filter out candidates. NYC employers who screen that way are likely using an AEDT under Local Law 144, because DCWP's rules cover a score that is relied on alone, weighted above other criteria or used to overrule human judgment. Those employers need a yearly independent bias audit, a published summary and candidate notice. Prevue says an audit to LL 144 standards found no significant differences, but it names no auditor, date or impact ratios. After the December 2025 State Comptroller audit, DCWP has promised tougher enforcement. The EU AI Act treats recruitment and selection tools as high-risk (Annex III point 4). A rules-based sten-matching formula may fall outside the Act's definition of an AI system, and Prevue's EU candidate notice says it uses no automated decision-making algorithms. If the tool is in scope, the obligations apply from 2 December 2027. In Illinois, HB 3773 (in force from 1 January 2026) requires notice if the score counts as AI and bars discriminatory use. Colorado's SB 26-189 disclosure regime starts on 1 January 2027. California's FEHA automated-decision rules are broad enough to reach aptitude and personality testing and require records to be kept for four years. Prevue's terms delete account data 30 days after termination, or after up to three years of inactivity on pay-per-use accounts, so California employers must keep their own exports.
Path to a higher score
Publish the Local Law 144 audit summary with the auditor, date, data source, and scoring rates and impact ratios by sex, race/ethnicity and intersectional group, and repeat it every year. Release the Technical Manual and the 'Measures of Reliability and Validity' bulletin with reliability and validity coefficients, norm groups and adverse-impact results by subgroup, including age. Set up a security or trust page with the DPA, the subprocessor list, any SOC 2 or ISO 27001 attestations, a security contact and a status page. Reconcile the 70% cutoff advice with the rule that results should count for no more than one-third of a hiring decision. Document human review and override for APS Pro's automatic filtering. Add deployer guidance on EU AI Act Articles 26 and 27 (including FRIA), NYC notices, Illinois and Colorado disclosure, and California record retention. Update the 2018 website privacy policy and EU notice.
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
Prevue HR against its nearest-scoring peers.
The closest scores in Assessment AI, side by side.
- Side-by-sidePrevue HR vs Testlify45F
- Side-by-sidePrevue HR vs Equalture44F
- Side-by-sidePrevue HR vs Emmersion44F
- Side-by-sidePrevue HR vs Retorio44F
Ranking
Others rated in Assessment AI
Ranked 50 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.
- #47Cangrade45F
- #48Equalture44F
- #49Emmersion44F
- #50Prevue HRThis profile44F
- #51Retorio44F
- #52HighMatch43F
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.