# HRMLESS vs Maki — compared on interviews, scoring and security > Canonical page: https://www.hrmless.dev/compare/hrmless-vs-maki > Markdown mirror for agents and search — same copy as the page, without media. - [Home](https://www.hrmless.dev/) - [Compare](https://www.hrmless.dev/compare) - HRMLESS vs Maki ## HRMLESS vs Maki Maki runs a suite of agents — skills tests, voice screening, scheduling and a live-interview co-pilot — certified to ISO 27001; HRMLESS is a single voice-interview layer with SOC 2 and competencies calibrated to the employer’s top performers. Last reviewed September 1, 2026 Compiled from Maki’s public website — [makipeople.com](https://www.makipeople.com/) [Request a demo](https://www.hrmless.dev/demo) [All comparisons](https://www.hrmless.dev/compare) ### What Maki is Agent suite that runs on top of the customer’s ATS: a skills screener, a voice interviewer, a scheduler, a live-interview co-pilot and a deeper assessment product, consolidated into one hire-recommendation card. ### Where we overlap - Voice AI screening for frontline, transcript-anchored explainable scoring, LL144 audit, GDPR, human final decision. ### Side by side Each row records what each company publishes about itself, read on the date above. Where we could not find something published, the row says so rather than marking it missing. | Capability | HRMLESS | Maki | | --- | --- | --- | | AI-led interviews | Available An AI voice agent conducts the interview as a two-way conversation with adaptive follow-ups, in the browser, with the video and audio recorded | Available Adaptive voice conversations 24/7 in 45+ languages scored against validated criteria | | Conversational screening | Available Every applicant is screened against the role’s weighted competencies | Available Skills screening plus voice screening | | Structured interview workflows | Available The instrument is version-locked per requisition, so every candidate in a pool is scored on the same interview | Available Skills library with proctoring and a deeper assessment product, scored against validated criteria | | Candidate scoring | Available Weighted competency scoring calibrated against the employer’s own top performers, not a generic job description | Available Transcript and rationale behind every score, consolidated into a hire-recommendation card | | Calibrated to your own top performers | Available Competency weightings are derived from interviews with the employer’s own top performers in that role, not from the job description | Partially available Scored against validated criteria and a skills library rather than the employer’s own incumbents | | Interview summaries | Available Scorecard per candidate, with each competency linked to the moment in the recording it came from | Available Decision cards, scorecards, radar, risk flags | | Bias testing | Available Independent AI bias audit published via the Trust Center | Available NYC Local Law 144 independent bias audit by Holistic AI, March 2026, covering the voice interviewer and the skills screener | | Human review & override | Available Human review on every decision; the platform does not auto-reject | Available States no candidate is auto-rejected and that adverse decisions require human review | | Custom interview questions | Available Every question and rubric anchor is editable before launch; knockouts stay separate pass/fail gates rather than being blended into the score | Available Interview and assessment criteria configured per role | | Role-specific workflows | Available Per-vertical competency weightings for logistics, warehousing, QSR, airports, hospitality and staffing | Available Frontline, early talent, specialists and staffing companies at large-enterprise scale | | ATS / HRIS integrations | Available 70+ ATS/HRIS integrations, including staffing systems | Available Runs on top of the customer’s existing ATS; an integrations page is published without a stated count | | Enterprise security controls | Available Security posture, subprocessors and controls published in the Trust Center | Available ISO 27001 certified, encryption in transit and at rest, with a public Trust Center | | SOC 2 or equivalent | Available SOC 2, with the report available through the Trust Center | Available ISO 27001 rather than SOC 2 | | Public responsible-AI documentation | Available NIST AI RMF alignment, governance principles and the bias audit are published in the Trust Center | Available Public security page linking bias-audit results, a human-oversight policy and an explainability statement | **Available** — published by that company **Partially available** — published, with a limit or a caveat ### The differences that matter - 1 Scope. Maki is a suite: a skills screener, a voice interviewer, a scheduler, a live-interview co-pilot and a deeper assessment product, consolidated into one recommendation card. HRMLESS is the voice interview and the competency score. - 2 Certification. Maki publishes ISO 27001. HRMLESS publishes SOC 2. Both are recognised, and which one your security review wants is worth checking before you shortlist. - 3 Assessment method. Maki adds a psychometric and skills-test library scored against validated criteria. HRMLESS infers competencies from the interview itself, weighted against your own top performers. - 4 Governance documentation. Both publish an independent Local Law 144 bias audit and a human-oversight position. Maki additionally publishes EU AI Act alignment and WCAG 2.1 AA conformance. ### Which one to choose #### Choose HRMLESS when - Your security review is written around SOC 2. - You want the interview to carry the assessment, rather than adding a separate test stage for candidates to complete. - You want weightings calibrated to the people already succeeding in the role. - You want to start on one requisition rather than adopt a suite. #### Choose Maki when - Psychometric and skills-test depth is central to how you assess, not incidental. - You hire across many languages, particularly in Europe. - Your procurement prefers or requires ISO 27001. - You want a co-pilot for the human interviews that happen after the screen. - EU AI Act alignment and published accessibility conformance are on your requirements list. ### Questions Does Maki run the interview itself? Yes. Maki’s voice agent runs adaptive spoken conversations scored against validated criteria, as one module of a wider agent suite. HRMLESS runs the voice interview as the whole product. How does scoring differ between Maki and HRMLESS? Maki scores against validated criteria and a skills library, returning a transcript and rationale in a consolidated recommendation card. HRMLESS derives the competency weightings from interviews with your own top performers and scores the interview itself. What does Maki publish about security and responsible AI? Maki publishes ISO 27001, a Trust Center, an independent Local Law 144 bias audit by Holistic AI, a human-oversight policy, an explainability statement, EU AI Act alignment and WCAG 2.1 AA conformance. HRMLESS publishes SOC 2, an independent bias audit and its NIST AI RMF alignment. Who is Maki the better choice for? Large, often European enterprises that want one governed suite covering skills tests, voice screening, scheduling and a co-pilot for live interviews. How current is this comparison? Every row was checked against Maki’s own public pages on 2026-09-01, which is the review date shown above the table. If something here is out of date — particularly if you work at Maki — tell us and we will correct it. ### Sources - [Maki — home](https://www.makipeople.com/) — read 2026-09-01 - [Maki — /security](https://www.makipeople.com/security) — read 2026-09-01 - [Maki — /integrations](https://www.makipeople.com/integrations) — read 2026-09-01 Product details change. If you work at one of the companies on this page and something here is inaccurate or out of date, email us and we will correct it. [contactus@hrmless.com](mailto:contactus@hrmless.com). Our own methodology is set out on the [comparisons index](https://www.hrmless.dev/compare). ### See it interview for one of your own roles The quickest way to judge a competency model is to point it at a role you already hire for and read what comes back. [Request a demo](https://www.hrmless.dev/demo)