Scoring is evaluator-driven
Every score is assigned by the HireAIScore editorial team against the published rubric, on evidence we can show. No user reviews or crowdsourced ratings.
Live191 AI hiring vendors graded · updated Sep 25, 2026
Every AI hiring tool, scored against the law.
Independent, evidence-cited ratings against the EU AI Act, NYC Local Law 144, Colorado and Illinois, so you know what you’re buying before a regulator asks.
Leaderboard
The highest-scoring AI hiring vendors
Top 10 of 191, ranked on public evidence, technical files where provided, and vendor questionnaires.
#1 · ATS-integrated
DGreenhouse
67/ 100Concerning- Strength: Strong on bias audit transparency
- Weakness: Gap: FRIA support
#2 · Assessment
DMaki People
67/ 100Concerning- Strength: Strong on bias audit transparency
- Weakness: Gap: post-market monitoring
#3 · Sourcing
DEightfold AI
64/ 100Concerning- Strength: Strong on bias audit transparency
- Weakness: Gap: FRIA support
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How we score
Seven criteria. One open, 100-point rubric.
Each criterion maps to the text of the EU AI Act and the US laws we track, weighted by the regulatory exposure it creates for the employer. Vendors have no say in the weights.
Evidence first
Data sheets, model cards, audit reports, terms and DPIAs, then the vendor’s Annex IV-style technical file. Marketing claims and NDA conversations don’t score.
Anchored to the law
Every sub-criterion cites an article or section, so any score can be traced back to the rule behind it.
Versioned in the open
The full rubric is published. When it changes, every vendor is re-scored and the prior version stays up.
Rubric v1.0
100 points
- Article 11 Technical DocumentationArticle 11 · Annex IV20 pts
- Bias Audit TransparencyNYC LL 144 · CO SB 24-20518 pts
- FRIA SupportArticle 27 · EU AI Act15 pts
- Data Governance DisclosureArticle 1015 pts
- Human Oversight DesignArticle 1412 pts
- Post-Market MonitoringArticle 7212 pts
- Customer DocumentationArticle 13 · IL HB 37738 pts
Categories
6 categories of AI hiring tool
A vendor can appear in more than one, and each category is ranked on its own. The bar shows how its vendors grade.
ATS-integrated AI
AI features baked into the system of record - candidate ranking, recruiter productivity, and skills matching surfaced inside the ATS itself.
77 vendorsAvg score 47Video interview AI
Asynchronous video platforms that record candidate responses, often with AI-driven scoring of competencies or traits.
57 vendorsAvg score 44Candidate sourcing AI
Tools that find, rank, and match candidates against requisitions - often built on long-lived candidate graphs or aggregated public data.
86 vendorsAvg score 46Assessment AI
Pre-employment assessments - cognitive, behavioural, situational judgement, and games-based - that produce candidate scores for selection.
82 vendorsAvg score 46Screening AI
Resume parsing, knockout questions, and structured pre-screening flows that decide who moves to a recruiter.
160 vendorsAvg score 46Scheduling AI
Conversational and rule-based systems that handle interview booking, reschedules, and candidate communication.
32 vendorsAvg score 46
Regulations
The rules every score is anchored to.
Five instruments shape the obligations on AI hiring tools. The rubric ties every sub-criterion to a specific article and citation, so scores stay auditable.
Read all five explainersChangelog
What changed in the last 30 days
New vendors, fresh reviews, and score moves, updated automatically from the review pipeline.
Re-reviewed0
No re-reviews in this window.
Score moves1
Latest analysis
All analysisEU AI ActMay 21, 2026
Annex IV section-by-section: what AI hiring vendors must document
A practical walkthrough of the nine sections of Annex IV and how they map to what AI hiring vendors actually publish today.
ReadNYC LL 144May 21, 2026
What makes a defensible NYC LL 144 bias audit
After Mobley's second amended complaint, 'we have a bias audit' is no longer sufficient. Here's what makes one defensible.
ReadMobley v. WorkdayMay 21, 2026
Mobley v. Workday: what the second amended complaint actually changes
Until January, Mobley was a vendor-liability case. With the second amended complaint, it's also an audit-methodology case - and that affects every vendor.
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Is your hiring AI high-risk?
Five questions, mapped to Annex III §4(a). Tells you whether the system you're evaluating likely falls under the EU AI Act's high-risk regime, and which obligations attach.
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Submit the vendor and the product. We confirm its place in the scoring queue within two business days and publish within 14. We don't accept payment to expedite.
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Independence
Independent by design, not by promise.
No vendor can pay for placement, a higher score, or removal. Ever. Here is how that holds up structurally.
No paid placement, ever
No advertising, no sponsored entries, no expedited review for money, and no removal for money.
The rubric is open
Every sub-criterion, weight, and scoring decision is published, versioned, with diffs preserved.
Vendors can respond
Vendors have a written right of response. Responses appear on the vendor profile, alongside the score.
Casework ties are disclosed
When Casework has consulted with a rated vendor in the past 24 months, the engagement is disclosed on that vendor's profile.
Methodology changes openly
Major rubric changes prompt a re-score. Prior versions remain accessible, and every update is dated.
HireAIScore is operated by Casework, an AI-governance consulting firm. The cross-link exists; the independence is structural. When Casework has consulted with a rated vendor in the past 24 months, that relationship is disclosed on the vendor’s profile.
Editorial policyKnow when a score moves.
Pick the vendors you’re evaluating. We email when a grade, a score, or a review changes. Free.