Fairness
Fairness you can audit, not just claim
VoxxHire ships with the tooling to monitor adverse impact, review AI behaviour, and satisfy emerging regulators and internal reviewers.
What it does
Built for hiring teams that need signal, not noise.
Adverse impact monitoring
Track selection rates across the demographic segments you legally collect, per role and per stage.
Human-in-the-loop by design
The AI never issues a hiring decision. Every rejection is either human or based on human-set rules.
Auditor-ready reports
Export summaries suitable for internal audit, DEI leads, and regulators such as NYC LL 144.
How it works
From setup to first candidate.
01
Configure protected attributes
Only the categories you legally collect are monitored, per jurisdiction.
02
Baseline selection rates
See where in the funnel your rates diverge across segments.
03
Review evaluation matrix drivers
Understand which competencies drive divergence, if any.
04
Adjust and re-test
Reword anchors, remove problematic questions, or rebalance weights.
05
Publish the audit
Generate an audit report for your compliance team.
Aligned with NYC LL 144-style bias audit reporting patterns
Source: Public regulation
Human reviewer required for all hire and reject decisions
Source: VoxxHire product guarantee
Configurable per regional privacy law
Source: VoxxHire product
FAQ
Common questions
Related features
Explore the platform
Consent, retention, and rights — handled
VoxxHire treats candidate data as a duty, not just a compliance box. Clear consent, honest retention, and easy data-rights workflows.
Learn from every hiring decision
VoxxHire connects evaluation matrix scores to outcomes, so you can see which questions and competencies actually predict success in your teams.
One evaluation matrix. Every candidate. Same yardstick.
Author competency evaluation matrices in minutes, version them safely, and enforce consistent evaluation across the whole pipeline.
Prove your hiring is fair, on demand
See the bias audit toolkit and sample reports.