Responsible screening
Software that reads CVs is judging someone’s living
So here is exactly what ours will and will not do. Not a policy document — behaviour built into the product, which you can test on your own roles in an afternoon.
One requirement
“Must hold a valid CSCS card”
Three candidates. Look at what happens to the one in the middle.
“CSCS card, valid to 2027”
The CV evidences it
RecommendedMet — with the line quoted
— no mention of a card —
The CV is silent
Review requiredNot found — so we ask them
“I do not hold a CSCS card”
The CV rules them out
Not recommendedNot met — and we can quote it
Most screening tools reject the first two. HireOS rejects only the third, and only because it can quote the line that rules them out. The candidate in the middle may well hold the card — nobody has asked yet, so nobody knows. That is the difference between filtering a pile and losing good people.
Everywhere
True of every module
These four do not depend on which parts of HireOS you use, or on any setting. There is no switch that turns them off.
We never assess a protected characteristic
Race, ethnicity, national origin, religion, gender, sex, sexual orientation, age, disability, medical or health condition, pregnancy, marital or family status, caste and political opinion are outside what the software is permitted to consider. It is also instructed never to infer any of them from a name, a photograph, a place of birth, a university, dates of education, a career break, or club and society membership.
An employment gap is a question, never a judgement
A break in someone's dates is reported as something to ask about. The software does not speculate about why it is there, and it never counts against a candidate on its own.
Every decision is written down
The requirements used, what the software concluded, the evidence behind it, what the recruiter decided, any override and the reason for it — with the person and the time. If a decision is ever challenged, the record of how it was made already exists.
The recruiter decides, always
The software recommends. It has no power to reject, advance or contact anyone by itself, and there is no setting that gives it one.
What we look at
We read professional work, never a private life
A candidate’s best work is often something they linked to and never described. We read that. We do not read anything that would tell us who they are rather than what they can do.
We read this
GitHub and GitLab
What they built, and when
Their own website
Portfolio, case studies, writing
Stack Overflow, npm
Published work and answers
Scholar, ORCID, Medium
Papers and articles
Only links the candidate put in their own CV. Nothing is searched for.
We never read this
Instagram, Facebook, TikTok
Shows religion, family, health and age — none of which may touch a hiring decision.
X and Twitter
A personal account is a personal life, not a professional record.
LinkedIn
Their terms do not permit automated reading, so we do not do it.
Found and refused links are named on the candidate’s profile, so you can see the decision rather than take our word for it.
Module by module
What each part of HireOS will not do
A tab appears here when a module ships, never before.
Screen
Reads a pile of CVs against requirements you confirmed, and explains every conclusion.
Silence is never treated as a failure
There is a difference between a CV that says someone does not meet a requirement and a CV that simply does not mention it. Only the first can produce a Not Recommended, and only when the software can quote the line that rules them out. A CV that is merely silent sends the candidate to Review required with a question attached — because most people leave real qualifications off their CV.
Every conclusion carries the line it came from
No requirement is marked met, partially met or not met without a verbatim quote. You can check any judgement in about five seconds, and so can anyone you have to justify it to.
You decide what is measured, before anyone is measured
Requirements pulled out of a job description are a first draft. You confirm each one as mandatory, preferred or ignored before a single CV is read, and you can change them at any time.
We read professional work, never a private life
If a candidate puts a GitHub profile or portfolio in their own CV, the software reads it and says so — that is how someone who undersold themselves gets found. Personal social media is never opened. Where a link is found and refused, the candidate profile says which one and why.
Nothing is rejected automatically
There is no automatic rejection in the product, on or off. Every rejection is a person clicking Reject.
You can tell us when it is wrong
Any result can be reported as incorrect, and doing so never quietly changes the recommendation. Silently correcting a result the moment somebody disagrees would destroy the only honest measure of accuracy there is.
Deliberately absent
Four things we have chosen not to build
Each of these is sold by somebody. We think each one is a mistake, and this is why.
No personality inference from a face or a voice
The software does not analyse photographs, video or audio to draw conclusions about a candidate's character, emotion or honesty. There is no reliable science behind it and it discriminates against disabled and neurodivergent candidates by design.
No social media screening
A personal profile shows a candidate's religion, their family, their health and their politics. None of that may touch a hiring decision, so the software does not look.
No predicting how long someone will stay
Retention models learn from who was hired before, which means they reproduce whoever was hired before. We do not build them.
No fully automated hiring decisions
Under UK and EU data protection law a candidate has the right not to be subject to a decision based solely on automated processing. The product is built so that right is never in question.
Our terms and privacy notice say the same things in the language a contract needs.
The offer
Do not take our word for it
Run HireOS on a role you are working now and check every claim on this page against what it actually does. That is a better answer than a page can give you.
- 1Twenty minutesYou bring one live role. We look at it together — no deck, no discovery questionnaire.
- 2Set up on the callYour job description becomes a rubric while you watch, and your own CVs go through it.
- 3Then 7 days aloneYou run it on real work and judge it on the shortlist, not on anything we said.