Your team decides.

The Hiring Agent scores every application against your role's criteria as it arrives, with reasoning your team can read. Every application stays in the queue and can be read in full. The score changes the order, not who is seen. Personal details are removed before the Hiring Agent scores an application, and scoring uses only the criteria your team sets. You can close an advert once it reaches the number of applications you set.

Every agent recommendation is explainable and auditable. Scoring uses transparent reasoning against the job requirements. Personal details are removed before the Hiring Agent scores an application, and scoring uses only the criteria your team sets. inploi's use of AI, including the Hiring Agent and the Candidate Agent, is independently audited for fairness and accuracy by Warden. Agents rank and recommend; they do not reject. Hiring decisions stay with your team, and a full audit trail of every agent action is available in Studio. On data protection, responsibilities are set out in a standard DPA, including controller and processor roles, with a GDPR addendum available where required. Documentation covering our AI governance approach is available on request.

No. It ranks and recommends. Every application is scored and placed in order with its reasoning; moving a candidate forward, or not, is a decision a person on your team takes in your ATS. That is a design rule, not a setting.

Yes, where the integration supports it. The score and its rationale arrive with the application, so your team reviews in the queue they already work from rather than in a second tool. Everything is also visible in Studio, with the audit trail.

Your team does. The criteria are the requirements of the role as you define them: qualifications, availability, experience, the things that make someone right for this job in this location. The agent scores against those and nothing else, and shows which ones each candidate met and how.

Only the criteria your team sets for the role, and what an application shows against them. Personal details are removed before the Hiring Agent scores an application. Where a candidate answers by voice, the audio is used only to make a transcript, and the transcript is what is scored against your criteria. How someone sounds is never scored.

Every candidate is asked whether they are happy for AI to be used. They can say no and carry on, and neither answer helps or harms their application. If a candidate says no, the Hiring Agent does not score their application.