Better hiring science means better hiring results.

Hirevue evaluates candidates using job-relevant skills, behaviors, and competencies defined for a specific role. Depending on the solution, candidates may complete structured interviews, assessments, or job simulations designed to measure those capabilities consistently. Evaluation criteria are established for the role rather than applying one universal Hirevue score to every candidate.

Hirevue’s AI evaluates candidate responses against job-related competencies and defined evaluation criteria. For AI-scored video assessments, Hirevue analyzes the transcript of what a candidate says—not facial expressions, body language, appearance, background, or tone of voice. The goal is to provide recruiters with structured, job-relevant information to support hiring decisions.

No. Hirevue does not use facial analysis to evaluate candidates in its assessments. AI-scored responses are based on the content of a candidate’s answer and its relationship to relevant job competencies—not facial expressions, body language, appearance, or other visual characteristics.

Hirevue’s science team includes I-O Psychologists and Data Scientists who evaluate assessment models for job relevance, consistency, and potential demographic differences. Models are tested before deployment and monitored over time, with additional oversight provided through documented AI governance practices and independent audits.

Hirevue applies established principles from I-O Psychology, psychometrics, and data science to determine whether assessments measure job-relevant capabilities and support meaningful hiring decisions. Assessments and models are tested and validated before deployment, with ongoing monitoring designed to maintain consistent and defensible results.

Hirevue uses integrity and fraud-detection measures appropriate to different assessment and interviewing experiences. These may include signals that help identify potentially suspicious activity or inconsistencies for further review. Rather than treating a single signal as automatic proof of cheating, these tools are designed to give hiring teams additional information they can evaluate as part of the broader hiring process.

Hiring science applies research, data, and established principles from fields such as I-O Psychology and psychometrics to understand which candidate characteristics are relevant to success in a role. It helps organizations move beyond subjective hiring signals by creating structured, job-relevant ways to evaluate skills and competencies.

Structured hiring helps create a more consistent process by evaluating candidates against the same job-relevant criteria. Hirevue combines structured assessments with testing and monitoring designed to identify potential demographic differences, helping organizations make decisions based more on demonstrated skills and competencies and less on subjective signals.

No. Hirevue’s AI is designed to support human decision-making, not replace it. AI can help organizations evaluate job-relevant information consistently and give recruiters structured insights, while employers remain responsible for determining how those insights are used and for making hiring decisions.

Hirevue’s I-O Psychologists apply research on human behavior, work, measurement, and assessment to the hiring process. They help identify job-relevant competencies, develop and validate assessments, evaluate fairness, and ensure hiring technology is grounded in established scientific principles rather than relying only on technical capabilities.