5 Questions with Mike Hudy, Hirevue’s Chief Science Officer

This interview was conducted by Jessica Miller-Merrell for Workology. You can find the original article here. In addition, check out their podcast episode: Workology podcast episode 447: Beyond skills assessment in AI Hiring

What is the “Precision-Trust Equation” in hiring?

The Precision-Trust Equation challenges the idea that companies must choose between hiring efficiency and candidate experience. It shows that organizations can achieve both AI-driven precision in identifying top talent and a human-centered, transparent candidate experience that builds trust.

Why is candidate trust becoming a competitive advantage in talent acquisition?

AI use is no longer experimental but embedded in the hiring process for both candidates and TA teams. And yet, candidates still want to know they are being seen and evaluated with fairness, keeping a human connection at hiring’s core. According to the Hirevue 2026 Global Guide to AI in Hiring Report, 65% of candidates still prefer interacting with a human over a chatbot during the hiring process. 

Therefore, employers have the opportunity to create authenticity and trust from that very first hiring interaction. This means they now expect tech that is designed to be transparent, feel fair, and respectful. 

As AI becomes more common in hiring, candidates are more sensitive to when and how it is being applied. Companies that are transparent about AI and explain how it’s used within their processes see higher engagement, completion rates, employer brand, and ultimately retention.

How does AI transparency improve hiring outcomes?

Transparency helps candidates understand where AI plays a role in their hiring journey, where it surfaces insight, and how they are being evaluated—in tandem with where human interpretation balances AI for informed and defensible decisions. When candidates perceive AI as fairer and explainable, they are less likely to drop out and more likely to complete applications, improving overall conversion rates through the funnel to optimize key talent acquisition metrics. 

What is the “sea of sameness” problem in modern hiring?

AI-assisted applications have flooded hiring pipelines with polished resumes that look and feel the same, making it incredibly difficult to differentiate candidates. As a result, employers are both struggling to work through volumes with efficiency while revealing which applicants have the real capability to do the job. With assessments, we lean into the power of science to tackle this growing challenge and take a data-validated approach to directly measure the skills and capabilities that drive success in any given role. 

Why should candidate experience be treated as a business metric?

TA leaders are being asked to find candidates they never would have found before, while at the same time, candidates are disengaging faster when the process feels tedious and impersonal. Hirevue is driving AI-powered precision through the hiring journey, ensuring our technology is trusted, transparent, and human-centered at every touchpoint. This ultimately delivers a candidate experience that feels human rather than robotic and impersonal. We design our technology to treat the candidate as though they are a consumer in the hiring process.

Candidate experience directly impacts measurable outcomes across Talent Acquisition and the broader business, including application completion rates, time-to-hire, and offer acceptance through to performance and retention outcomes. Organizations that invest in a more human and engaging experience see better hiring results and stronger long-term value.