AI in hiring is regulated, scrutinized, and easy to get wrong. Here is how InterviewCandy is built to keep people in charge, keep evaluations job related, and keep you compliant.
InterviewCandy never rejects, ranks out, or advances a candidate on its own. It produces a transcript, recording, and scorecard against your criteria; your team makes every hiring decision.
Every candidate for a role is assessed against the same criteria derived from the job description. Structured interviews are one of the best-evidenced ways to reduce interviewer bias.
The AI is instructed not to ask about or infer age, race, religion, gender, disability, national origin, family status, or other protected characteristics, and scorecards are based only on interview content.
Each score is accompanied by written reasoning that cites what the candidate said. Reviewers can check the transcript and override any score.
Where a customer enables monitoring, signals such as another person in frame are logged as observations and prompt neutral reminders. They never automatically fail a candidate.
Candidates can request additional time, a different format, or a human-led interview. We help customers honor accommodation requests without penalizing the candidate.
Regulation is moving quickly. This summary is for orientation, not legal advice; your counsel should confirm your obligations in each jurisdiction where you hire.
Employers using automated employment decision tools for NYC candidates must complete an annual independent bias audit, publish a summary, and notify candidates in advance.
How InterviewCandy helps: We support customers with candidate notices, provide the data needed for audits, and keep evaluation criteria job related and documented. Customers remain the responsible party for their audit.
AI systems used in recruitment and candidate evaluation are classified as high-risk, requiring human oversight, transparency to candidates, logging, and risk management.
How InterviewCandy helps: Human review of every outcome, explicit AI disclosure before the interview, retained transcripts and recordings for auditability, and no autonomous decisions.
Illinois requires notice, explanation, and consent before AI analysis of video interviews, plus deletion on request. Colorado imposes duties of care around algorithmic discrimination for consequential decisions including employment.
How InterviewCandy helps: Built-in disclosure and consent flow, deletion on request, and documentation of how the AI evaluates candidates so employers can meet notice and impact-assessment obligations.
Employers are responsible for adverse impact caused by selection tools, including third-party AI. Tools should be job related and consistent with business necessity.
How InterviewCandy helps: Job-description-driven criteria, consistent structured questions for every applicant, and exportable results so you can monitor outcomes across groups.
Evaluated: the substance of a candidate's answers to job-related questions, including relevant experience, role knowledge, situational judgment, and the clarity of their communication where communication is a job requirement.
Not evaluated: appearance, facial expressions, accent, background, name, voice characteristics, or anything that could proxy for a protected characteristic. Integrity-monitoring observations are logged separately and are never part of a score.
Every scorecard includes written reasoning tied to the transcript so reviewers can verify the basis for a score and override it. For a candidate's-eye view of the process, see what to expect in an InterviewCandy interview. For data handling, see our security page.