HireBest uses artificial intelligence to make hiring work better — faster to prepare for, more consistent, and easier to do well. We also think you should know exactly how that AI is used, what it does and doesn’t do, and where your responsibility begins. This page explains it in plain terms.
The one thing that matters most: AI assists, people decide
HireBest’s AI helps your team prepare, organize, and understand — it does not decide who to hire. Every hiring, interviewing, and evaluation decision is made by your people, using their own judgment. The AI is there to save time and add consistency, not to replace the human doing the hiring.
Where we use AI
On HireBest, AI helps with things like:
- Building Ciphers — drafting the structure of what success in a role looks like, for your team to review and refine.
- Cleaning up transcripts — turning raw interview audio into readable, searchable transcripts.
- Working out who is speaking — when an interview is recorded in person on a single device, the recording carries no way of knowing which voice belongs to whom. AI works it out from the conversation, scores how confident it is, and asks a person to confirm when it isn’t sure. See below.
- Coaching the interviewer — during an interview, offering the interviewer suggestions about what to follow up on, and signalling when a topic looks well covered. These suggestions are for the interviewer alone and are never shown to the candidate. Alongside them, the coach keeps a running, advisory read of how the candidate is coming across — expressed as a label and a score — which is stored with the interview record (see “Where AI forms impressions and scores” below).
- Summarizing — pulling together candidate information and interview notes into summaries a person can review quickly.
- Ask Henry — an assistant that answers questions about a candidate, application, interview, or job using the information already on the Platform.
- Pulling in public information — retrieving a candidate’s public professional profile when you give us the link, your own company’s website content, and public information about a role when you ask for market research — so the AI has context to work from.
In each case, the AI produces a draft or a summary. A person reviews it and decides what to do with it.
One exception, which we would rather name than have you find. When the coach judges a topic sufficiently covered, it ticks that question off on the interviewer’s on-screen checklist — the interviewer didn’t, the AI did. It is a change to what the interviewer sees on screen: no score changes, and the tick itself is gone when the page is closed — though the coach’s suggestion, like every coach suggestion, is kept on the interview’s transcript record. But it can plausibly change what an interviewer does next — someone may move on from a topic because the app signalled it was covered. Everywhere else on this page we tell you the AI proposes and a person disposes; this is the one place that isn’t literally true, so we say so.
Where AI forms impressions and scores
Some of what the AI produces is not just a draft — it is an impression of a person, and we would rather list those plainly than have you find them:
- After an analysed interview, the Platform produces a read on the candidate — how confident and open they seemed, expressed as labels and numeric values — along with flagged moments (for example, an answer that looked inconsistent or vague) and, for each part of the role, how strong the interview evidence was.
- Before an interview, the preparation briefing grades how strong the existing evidence is for each part of the role and flags things worth probing.
- During an interview, the live coach keeps the running read described above, and flags questions that stray toward legally protected territory.
- The Platform also gives interviewers feedback on their own technique, expressed as scores — how neutral their questioning was, its pace and rapport, and how well they drew out evidence. This is information about your own team, visible in your organization’s analytics.
Every one of these is advisory. None of them moves a candidate forward or back, and none of them is a decision — they exist to be weighed by a person, who can also see the underlying recording and transcript.
What HireBest AI Does Not Do
HireBest’s AI is designed to support hiring teams, not replace them. HireBest AI does not:
- Automatically hire or reject candidates;
- Make employment decisions without human review;
- Determine compensation, promotions, or employment status;
- Replace the judgment of interviewers, hiring managers, or recruiting teams; or
- Act as the sole basis for any employment decision.
Recorded interviews, and who said what
Interviews can be recorded — on a video call, or in person using the HireBest mobile app. For an in-person recording, the app never starts capturing until the interviewer has confirmed they have the candidate’s consent, and it gives the interviewer a short script to read aloud as recording begins, so the candidate’s agreement is on the recording itself. On a video call, recording runs through the meeting platform, which shows its own recording notice to everyone on the call.
An in-person recording is made on one device sitting between two people, and it arrives with no indication of who is who. So the Platform does two things with it:
- It separates the speakers — grouping the recording into distinct voices. This is not voice identification. We do not create voiceprints, and we do not identify anyone by their voice.
- It works out which speaker is the interviewer using an automated rule, from signals like who opens the interview and how much each person speaks. It records how confident it is, and where confidence is low it asks a person to confirm rather than deciding silently. A person can correct it.
This matters because everything downstream depends on it. If the wrong voice is labelled as the candidate, the summaries and the evidence drawn from that interview are wrong too. That is why the attribution is checked by a person rather than trusted blindly — and why you should treat who a transcript says said what as something to review, like any other AI output.
How we handle your data with AI
- We do not use Customer Data or Candidate Data to train third-party AI models. When we send content to our AI provider to power HireBest features, that content is used only to give you the result you asked for. It is not used to train the provider’s models, and it is not used to build features for other customers. We may use aggregated, anonymized, or de-identified information that does not identify any customer, candidate, or individual to improve HireBest, develop new features, conduct research, create benchmarks, and generate educational or industry insights.
- We use a trusted, enterprise AI provider. Our AI runs on Amazon Web Services (AWS Bedrock) in the United States, under enterprise terms that keep your content private to you.
- Access is controlled. AI features only operate on information the person reading them is permitted to see — the assistant and the coaches read records their user could open themselves, and AI-written summaries are shown only to people entitled to their underlying content.
- A few features also look at the public web. When you add a candidate with a link to their public professional profile, we retrieve that public page so its contents can be organized into their record. We do the same for your own company website, and we search the public web about a role if you choose to run market research while building a Cipher. We use a third-party search service (Exa) for this, and we send it only the web address or search term — never resumes, recordings, transcripts, notes, ratings, or assessment results. We don’t run background checks or public-record searches, and we don’t look for anything about a candidate beyond the link you give us.
You can read more about how we handle information generally in our Privacy Policy.
AI can be wrong — please treat it that way
AI is powerful, but it is not perfect. It can produce information that is inaccurate, incomplete, or that doesn’t fit your specific situation. Everything the AI generates on HireBest is a starting point for a person to review — never a final answer to act on blindly. Always check AI output against the underlying facts before you rely on it.
Two failure modes are worth naming specifically, because they are easy to miss:
- Transcripts are not perfect records. Names, technical terms, and speech in a noisy room can all come out wrong.
- Speaker attribution can be wrong. On an in-person recording the Platform infers who is who rather than knowing it, and an evaluation built on a mislabelled transcript will be built on the wrong evidence.
Using HireBest’s AI responsibly — your part
Because HireBest is a tool and you are the one making hiring decisions, a few responsibilities sit with you and your organization:
- Keep a person in the loop. Use AI output as input to a human decision, not as the decision itself.
- Review before you rely. Check summaries, evaluations, and suggestions against the actual candidate information — including who the transcript says was speaking.
- Record lawfully. If you record interviews, you are responsible for telling people and obtaining the consent the law requires where you are. In some places everyone in the conversation must agree before recording. HireBest asks the interviewer to confirm consent and provides a script, but that is a prompt, not a legal guarantee.
- Hire lawfully and fairly. You are responsible for making sure your hiring practices — including any use of AI-assisted tools — comply with the employment and anti-discrimination laws that apply to you. Some states and cities have specific rules about using automated or AI tools in hiring; where those apply to you, following them is your responsibility.
These points are also part of our Terms of Use.
Our commitment
We design HireBest’s AI to be assistive, transparent, and fair:
- We keep AI in a supporting role, with humans making the decisions.
- We are honest about what the AI does and where it can fall short.
- We build with fairness in mind and continue to improve how our AI features work.
The rules around AI in hiring are still developing, and we watch that landscape closely as we build. If our approach changes in a way that affects you, we’ll update this page and let you know.
Questions
If you have questions about how HireBest uses AI, contact us at [email protected].