What enterprises should ask vendors
Before rolling out AI interviews org-wide, security and HR teams typically review data handling, retention, subprocessors, and how candidate data flows between systems.
- Where interview data is stored and for how long
- Encryption in transit and at rest
- Access controls for recruiters and hiring managers
- GDPR and regional privacy obligations
Fairness and governance
Structured interviews reduce unstructured bias, but governance still matters. Document which roles use AI screening, how scores inform decisions, and how candidates can request information about their data.
Rolling out with confidence
Pilot with legal and HR partners early, limit scope to agreed role families, and expand once completion rates, candidate feedback, and manager trust meet your thresholds.