HiringScout uses artificial intelligence to assist hiring teams — never to make a hiring decision on its own. This page explains, in plain language, what our AI does, the data it uses, what it cannot do, and how people stay in control. It is written for candidates, employers, and regulators alike.
Our AI supports three points in the hiring process. Each produces a score and written observations for a human to review — none makes a final decision.
The AI reads a candidate's resume and profile and estimates how well their experience matches a specific role, producing a match score and a recommendation band (highly recommended, recommended, suggested, or below). It considers factors such as relevant skills, depth and length of experience, seniority level, and role and industry alignment.
If a candidate is invited to an AI phone screen, the conversation is recorded and analysed to assess the relevance and clarity of their answers against the role's requirements.
An AI interview is recorded (audio, video, and screen) and analysed to evaluate the relevance, depth, and specificity of answers; the evidence and outcomes behind them; communication clarity; demonstrated skills; and indicators of seniority.
The AI is not given, and does not use, any protected-class attribute: HiringScout does not collect a candidate's race, ethnicity, sex or gender, age, disability, or similar characteristics, and none are used in scoring. The AI is not used for advertising or for commercial profiling, and candidate data is never sold.
The AI operates on the information a candidate provides or that a role requires: the resume and profile fields, answers given during an AI phone screen or interview, and the requirements of the specific job. Interview recordings and AI-generated analysis are retained for 360 days from the interview and then permanently deleted, unless earlier deletion is requested. Text application data tied to a long-closed role is redacted on a rolling schedule.
AI scoring is an estimate, not a judgment of a person's worth or potential. It can be affected by how a resume is written or formatted, by gaps or ambiguity in the information provided, and by the limits of automated language understanding. Scores are an aid to prioritisation, not a measure of a candidate's worth.
Every AI output — the score, the written observations, and the underlying answers — is available to the hiring team, who decide how much weight to give it and control how their screening is configured.
Candidates can access a copy of their data, correct it, request deletion, withdraw consent, and raise a grievance. See the Your Privacy Rights page for how to exercise each of these, or contact privacy@hiringscout.ai.