Toggl Hire
Toggl Hire is a skills-first hiring platform (now being retired) that screens candidates with auto-graded skills tests, async video interviews and homework assignments, bundled with a lightweight ATS.
§ 01 — Score breakdown
§ Score breakdown
Category scoring
Weighted contribution shown to the right of each bar.
- 01
Article 11 Technical Documentation
Weight 20%30
+6.0
- 02
Bias Audit Transparency
Weight 18%20
+3.6
- 03
FRIA Support
Weight 15%30
+4.5
- 04
Data Governance Disclosure
Weight 15%55
+8.3
- 05
Human Oversight Design
Weight 12%52
+6.2
- 06
Post-Market Monitoring
Weight 12%35
+4.2
- 07
Customer Documentation
Weight 8%50
+4.0
§ 02 — Strongest · weakest
Strongest category
Data Governance Disclosure
Raw score 55 · contributes 8.3 to total.
Weakest category
Bias Audit Transparency
Raw score 20 · contributes 3.6 to total.
§ 03 — Cited evidence
Download diligence record→§ Evidence
Cited per category
Every score is backed by at least one cited piece of evidence.
§ 04 — Editorial notes
Company overview
Toggl Hire (formerly Hundred5, which began in 2013 as an internal Toggl hiring tool) is the skills-assessment product of Toggl, a bootstrapped, remote-first company registered in Tallinn, Estonia under the legal entity Toggl Hire OÜ. It combined a lightweight ATS with auto-graded skills tests, async video interviews and homework assignments, aimed mainly at SMB, startup and in-house recruiting teams (roughly three-quarters of its reviewers are small businesses). In 2025 Toggl announced it is sunsetting Toggl Hire to focus on its other products; the public product site now shows a retirement notice, new sign-ups are closed, and existing customers are directed to export their data before shutdown.
Regulatory exposure
Recruitment screening tools are high-risk under Annex III of the EU AI Act, and when they score or rank New York City candidates they fall under NYC Local Law 144 as automated employment decision tools. Toggl Hire auto-grades closed questions into a candidate score and offers AI-use detection and anti-cheating flags, but open-ended answers are manually reviewed by recruiters, and Toggl publicly states its screening is never based solely on automated decision-making with humans always involved. As an EU (Estonian) vendor it relies on GDPR, a customer DPA, ISO/IEC 27001:2022 and SOC 2 Type II, but it publishes no NYC LL 144 bias audit, no EU AI Act deployer or FRIA guidance, and no AI system/model documentation. The product's retirement lowers forward-looking exposure, though active deployments still depend on it.
Path to a higher score
A materially higher score would require an independent NYC LL 144-style bias audit, an AI system card or Article 11 technical/explainability pack describing the scoring and AI-detection logic, EU AI Act deployer guidance plus a FRIA template, an ISO 42001 AI management system, and an explicit statement that candidate assessment data is excluded from any model training. Toggl already has strong security foundations (SOC 2 Type II, ISO 27001:2022, a public DPA, and a documented human-in-the-loop review workflow) to build on, but because Toggl Hire is being sunset, further AI-compliance investment is unlikely.
Conflicts of interest
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