Frequently asked questions
How the platform works, what it does with candidate data, and what to expect if you have been invited to an interview. If your question is not here, ask us — we would rather answer it than have you guess.
How it works
What happens between an application arriving and a shortlist appearing.
- What does HRMLESS actually do?
- It interviews every applicant with an AI voice agent and scores them against the competencies that matter for the role, then returns a scorecard with the reasoning and the transcript behind it. It runs on top of the applicant tracking system you already use.
- What does the process look like end to end?
- The application lands in your ATS and HRMLESS picks it up immediately. The candidate is invited to interview straight away, on any device. They have a structured two-way conversation against the criteria you set. A scored assessment comes back with reasoning and a transcript, ready for a recruiter to review.
- Does it replace our ATS?
- No. HRMLESS is an interview and scoring layer that runs alongside the system you already have. Requisitions, assessments, transcripts and outcomes live together so a decision made in March can still be explained in November, and the results write back to your ATS.
- Does the AI decide who gets hired?
- No. A recommendation can be overruled by a person and the reason is retained beside it. The system advises; your team decides. Human review applies to every decision, and the platform does not auto-reject.
- How quickly does a candidate get interviewed?
- The invitation goes out as soon as the application arrives, and the candidate can take the interview immediately rather than waiting for a recruiter to have a slot free.
Scoring and competencies
Where the scoring model comes from, and what it is measuring.
- What is the score based on?
- Weighted competencies defined per role. The weightings are calibrated against interviews with your own top performers in that role, rather than inferred from the job description — so the model reflects what actually predicts success in your business.
- Who configures the competencies — you or us?
- Your team. Competencies, weightings and knockout gates are configured per requisition by you, not by us and not by a model.
- How are knockout questions handled?
- Knockouts stay separate pass or fail gates rather than being blended into the score. A candidate who fails a hard requirement is not averaged back into contention by strong answers elsewhere.
- Is every candidate for a role scored the same way?
- Yes. The interview instrument is version-locked per requisition, so everyone in a given pool is assessed against the same questions and the same weightings.
- Can we see why a candidate scored the way they did?
- Each competency on the scorecard links back to the moment in the recording it came from, and the full transcript sits alongside it. A score you cannot explain is not much use in a hiring decision.
Integrations
What HRMLESS connects to, and what flows back.
- Which ATS and HRIS platforms do you integrate with?
- 49+ ATS and HRIS platforms, including the staffing systems. The live catalogue is on the integrations page.
- What gets written back to our ATS?
- Scores, transcripts and stage moves, as they happen — so your recruiters keep working in the system they already live in rather than checking a second dashboard.
- What if our ATS is not on the list?
- Tell us which one. The catalogue is what we support today, not the limit of what is possible.
Security and responsible AI
What we publish, and where to find it. Everything in this section is documented in the Trust Center rather than summarised only here.
- Are you SOC 2?
- Yes. The report is available through the Trust Center at trust.hrmless.com, along with the current security posture and the subprocessor list.
- Has the AI been audited for bias?
- Yes — by an independent third party, and the audit is published rather than described. It sits in the Trust Center alongside our NIST AI RMF alignment and governance principles.
- Is there a human in the loop?
- Yes, on every decision. The platform does not auto-reject, and an override is recorded with the reason beside it.
- What responsible-AI documentation do you publish?
- NIST AI RMF alignment, our AI governance principles, and the independent bias audit — all in the Trust Center. We publish the documents themselves rather than asking you to take a summary on trust.
- How long is candidate data kept?
- Retention is set out in the Candidate Privacy Notice, which also covers what we collect, who it is disclosed to, and the choices a candidate has. It is published in full on this site.
- Who is the data controller — you or the employer?
- The employer. Our role in processing candidate personal data is described in the Candidate Privacy Notice; we process it to run the interview and return the assessment.
For candidates
If you have been invited to an interview by an employer using HRMLESS, this section is for you.
- What is this interview going to be like?
- A structured two-way conversation. An AI voice agent asks you about your experience for the role and follows up on your answers, the same way a recruiter’s first phone screen would. It is not a test with right and wrong answers, and it is not a form to fill in.
- Do I need any special equipment?
- No. You can take it on any device, and you do not need to install anything.
- Is a real person going to look at my interview?
- Yes. A person at the employer reviews every decision — the assessment is a recommendation to them, not a verdict. The platform does not reject anyone automatically.
- Is every candidate asked the same things?
- For a given role, yes. The interview is version-locked per requisition, so everyone applying to that role is asked about the same competencies and scored on the same weightings.
- What happens to my recording and transcript?
- They go to the employer as the evidence behind your assessment, so a recruiter can check any part of the score against what you actually said. What is collected, how long it is kept and what choices you have are all set out in the Candidate Privacy Notice on this site.
- Who do I contact about my data?
- The Candidate Privacy Notice has a Contact Us section with the route for privacy requests. The employer who invited you is the data controller, so they can help too.
Getting started
What it takes to see it working on one of your own roles.
- What is the quickest way to evaluate this?
- Bring a role you hire for repeatedly. We will show you the interview, the competency weightings behind the score, and the scorecard a recruiter would actually work from — on that role rather than a generic demo.
- Which industries do you work in?
- Logistics, warehousing, QSR, airports, hospitality and staffing, with per-vertical competency weightings for each. The industry pages set out what that looks like in practice.
- How do you compare to the other AI interview platforms?
- There is a page per competitor with a side-by-side table, our sources, the date each was reviewed, and where the other product is the better choice. Start at the comparisons index.
- Do you publish pricing?
- No — it is quoted per engagement, because volume and the number of roles change the shape of it. Ask us and we will tell you where you would land.
Still have a question?
Ask it directly — or bring a role you hire for repeatedly and see what HRMLESS returns on it.