When Athena, our Founder and CEO, began her first job after college on Wall Street, she noticed something unusual - there were long queues outside the men's restroom, while the women's restroom had no line. This reversal of typical gender dynamics instantly exposed her to gender imbalance in the workforce and set her on a multi-year quest to explore how data and technology could eliminate this gap and expand to include other under represented populations. After 5 years thinking about this problem and waiting for it to be solved, she left to start HiredScore to create a new era of leveraging ethical AI, data, and human and machine collaboration to transform workforce equality and job access, while also bringing business productivity gains.
4 years in, after processing millions of candidate hiring decisions, we discovered that our client's HR teams were actually in the business of saying “no” to candidates 98-99% of the time, even when these candidates were often a good fit for future opportunities or different jobs than those they applied to. To address this, we expanded our solutions to talent rediscovery with our “Fetch” solution - Fetch enables rejected or passive talent to be instantly discovered for new roles or recommended to different roles that they have a higher chance of being hired for.
Within the 1st year of Fetch’s availability, our innovative clients piloted Fetch internally to ensure employees received an automatic “view” for every new role that opened, and they were surfaced to recruiters to be invited to apply for promotions. Fetch’s breakthrough impact enabled our clients for the first time to stay true to their promise of “we’ll get back to you in the future if there’s an open role for you”, creating a more human and respectful experience for a majority of their candidates.
Our commitment to inclusion and job access led to a deep dive into the impact of low quality parsing technologies on excluding candidate’s relevant experience based on how they write their CV or other reasons, especially a steep decline in quality when applied globally such as in China, Japan, and India. To improve our ability to give every talent “credit” for their professional experiences, without the degradation that parsers were having on our efficacy and fairness, we kicked off among the earliest examples of leveraging LLM technology in HR Tech, applying it to multilingual parsing of CVs across an array of workforce types, geographies, and formats. We also kicked off the development of our patent-pending Explain AI, which is integrated with our parser. This tool aims to offer complete transparency and auditability in our talent-to-job matching and Fetching process. It accomplishes this by providing a structured decision-making format that details the job-related qualifications of each candidate, thus ensuring full explainability.
Following our 7-year investment in proprietary fair hiring IP, we launched client-facing products to expand our impact to solve diverse talent funnel challenges from “front door”(sourcing and progression post-apply) to intelligent masking to remove unconscious bias, and the industry’s first real-time, privacy-by-design diversity goals alerts. The novelty and impact of these solutions led to HiredScore being awarded a “Fast Company 2022 World Changing Ideas” award, with an Honorable Mention to our “Blueprint” solution in the AI & Data Category.
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As we continue on our mission to elevate the HR function and support increasingly ambitious human capital programs, we are excited to deliver new products, research, and best practices that will help us get closer to our mission. Our upcoming product launches will enable the next generation of HR Operating Models by breaking downwork from rigid requirements to tasks, projects, and fractional arrangements. We will continue to champion ‘Talent Orchestration’ to eliminate system of record and data adoption friction, while ensuring that every innovation we deliver champions safety and fairness in AI specific to HR. With one decade behind us, we are more enthusiastic than ever about the future of work and the promise of cautious, accountable, and mature AI to augment HR and business teams around the world, as we prepare for the workforce revolution ahead.
As a former investor in the Healthcare technology space, Athena knew the importance of auditability and explainability for any technology, and understood how long high-quality AI solutions that truly work take to build. The founding team invested over 10,000 hours to build the highest quality AI that provides transparent and accurate recommendations. We also worked with leading innovators to build explainable-for-HR specific AI and deeply integrate it with all major HR systems. Given our founding principle of progressing the industry forward with fair AI, the team deeply invested in innovation, including patents, to align our solutions to existing fair hiring laws that applied to humans.
As early as 2016, we were proud to be one of the first vendors to participate in the US Government’s first initiative to regulate the use of big data in HR, with HiredScore’s submission of public commentary to the EEOC/OFCCP sharing how we proactively remove bias from HR data training sets and embed auditability of our AI for hiring solutions. Beyond our recognized leadership in compliance, the efficacy and quality of our AI as best-in-class led to our recognition by IBM, winning its most prestigious partner solution award for ‘Outstanding Smarter Workforce Solution’ based on delivering value and measurable business impact to IBM clients.
After 3 years of deeply investing in global, localized AI that could ensure compliance, privacy, explainability, localization, and high ROI, HiredScore’s AI began its global roll-out, starting with China, India, and Western Europe. Today, our AI is available in over 150 countries and supports 70 languages, making it an award-winning and multi-continental solution.
As part of our ongoing commitment to support and share our practices and methods, the HiredScore team has dedicated 1000s of hours to local, international, and NGO efforts aimed at developing frameworks for ethical AI for HR. Our efforts include active participation as authors for the World Economic Forum's first Global Frameworks for AI for HR taskforce and whitepapers, as well as our involvement with the Data & Trust Alliance's Algorithmic Bias Safeguards, which includes evaluation guidelines for companies to evaluate vendors on criteria including training data and model design, bias testing methods, bias remediation, transparency and accountability, and AI ethics and diversity commitments. Furthermore, we were honored to be invited to provide testimony at the ground breaking New York City AI for Hiring law, the first of its kind in the United States. Our commitment to these and other task forces and programs is aimed at bringing our research, methods, and insights to the forefront, ensuring that the industry and our own solutions deliver innovation while prioritizing safety and compliance. We strive to identify and highlight the potential perils and dangers that can arise from the misuse of AI in HR, promoting responsible and ethical practices for the benefit of all.
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True to HiredScore’s mission, we launched the first Non-Profit Partnership Ecosystem in HR Tech, beginning with Upwardly Global Fetch to expand discovery and opportunity awareness for refugee and immigrant talent to corporate jobs with our ethical AI. With more non-profit partnership announcements on the way, HiredScore is proud to help our clients achieve their expanded D&I workforce goals including race, ethnicity, gender, and veteran status, among others. Our commitment extends to promoting opportunities for underrepresented talent types, such as neurodiversity, refugees, immigrants, and those from socioeconomic backgrounds.
When Athena, our Founder and CEO, began her first job after college on Wall Street, she noticed something unusual - there were long queues outside the men's restroom, while the women's restroom had no line. This reversal of typical gender dynamics instantly exposed her to gender imbalance in the workforce and set her on a multi-year quest to explore how data and technology could eliminate this gap and expand to include other under represented populations. After 5 years thinking about this problem and waiting for it to be solved, she left to start HiredScore to create a new era of leveraging ethical AI, data, and human and machine collaboration to transform workforce equality and job access, while also bringing business productivity gains.
As a former investor in the Healthcare technology space, Athena knew the importance of auditability and explainability for any technology, and understood how long high-quality AI solutions that truly work take to build. The founding team invested over 10,000 hours to build the highest quality AI that provides transparent and accurate recommendations. We also worked with leading innovators to build explainable-for-HR specific AI and deeply integrate it with all major HR systems. Given our founding principle of progressing the industry forward with fair AI, the team deeply invested in innovation, including patents, to align our solutions to existing fair hiring laws that applied to humans.
As early as 2016, we were proud to be one of the first vendors to participate in the US Government’s first initiative to regulate the use of big data in HR, with HiredScore’s submission of public commentary to the EEOC/OFCCP sharing how we proactively remove bias from HR data training sets and embed auditability of our AI for hiring solutions. Beyond our recognized leadership in compliance, the efficacy and quality of our AI as best-in-class led to our recognition by IBM, winning its most prestigious partner solution award for ‘Outstanding Smarter Workforce Solution’ based on delivering value and measurable business impact to IBM clients.
4 years in, after processing millions of candidate hiring decisions, we discovered that our client’s HR teams were actually in the business of saying “no” to candidates 98-99% of the time, even when these candidates were often a good fit for future opportunities or different jobs than those they applied to. To address this, we expanded our solutions to talent rediscovery with our“Fetch” solution - Fetch enables rejected or passive talent to be instantly discovered for new roles or recommended to different roles that they have a higher chance of being hired for.
Within the 1st year of Fetch’s availability, our innovative clients piloted Fetch internally to ensure employees received an automatic “view” for every new role that opened, and they were surfaced to recruiters to be invited to apply for promotions. Fetch’s breakthrough impact enabled our clients for the first time to stay true to their promise of “we’ll get back to you in the future if there’s an open role for you”, creating a more human and respectful experience for a majority of their candidates.
After 3 years of deeply investing in global, localized AI that could ensure compliance, privacy, explainability, localization, and high ROI, HiredScore’s AI began its global roll-out, starting with China, India, and Western Europe. Today, our AI is available in over 150 countries and supports 70 languages, making it an award-winning and multi-continental solution.
Our commitment to inclusion and job access led to a deep dive into the impact of low quality parsing technologies on excluding candidate’s relevant experience based on how they write their CV or other reasons, especially a steep decline in quality when applied globally such as in China, Japan, and India. To improve our ability to give every talent “credit” for their professional experiences, without the degradation that parsers were having on our efficacy and fairness, we kicked off among the earliest examples of leveraging LLM technology in HR Tech, applying it to multilingual parsing of CVs across an array of workforce types, geographies, and formats. We also kicked off the development of our patent-pending Explain AI, which is integrated with our parser. This tool aims to offer complete transparency and auditability in our talent-to-job matching and Fetching process. It accomplishes this by providing a structured decision-making format that details the job-related qualifications of each candidate, thus ensuring full explainability.
As part of our ongoing commitment to support and share our practices and methods, the HiredScore team has dedicated 1000s of hours to local, international, and NGO efforts aimed at developing frameworks for ethical AI for HR. Our efforts include active participation as authors for the World Economic Forum's first Global Frameworks for AI for HR taskforce and whitepapers, as well as our involvement with the Data & Trust Alliance's Algorithmic Bias Safeguards, which includes evaluation guidelines for companies toevaluate vendors on criteria including training data and model design, bias testing methods, bias remediation, transparency and accountability, and AI ethics and diversity commitments. Furthermore, we were honored to be invited to provide testimony at the ground breaking New York City AI for Hiring law, the first of its kind in the United States.
Our commitment to these and other task forces and programs is aimed at bringing ourresearch, methods, and insights to the forefront, ensuring that the industry and our own solutions deliver innovation while prioritizing safety and compliance. We strive to identifyand highlight the potential perils and dangers that can arise from the misuse of AI in HR, promoting responsible and ethical practices for the benefit of all.
Following our 7-year investment in proprietary fair hiring IP, we launched client-facing products to expand our impact to solve diverse talent funnel challenges from “front door”(sourcing and progression post-apply) to intelligent masking to remove unconscious bias, and the industry’s first real-time, privacy-by-design diversity goals alerts. The novelty and impact of these solutions led to HiredScore being awarded a “Fast Company 2022 World Changing Ideas” award, with an Honorable Mention to our “Blueprint” solution in the AI & Data Category.
True to HiredScore’s mission, we launched the first Non-Profit Partnership Ecosystem in HR Tech, beginning with Upwardly Global Fetch to expand discovery and opportunity awareness for refugee and immigrant talent to corporate jobs with our ethical AI. With more non-profit partnership announcements on the way, HiredScore is proud to help our clients achieve their expanded D&I workforce goals including race, ethnicity, gender, and veteran status, among others. Our commitment extends to promoting opportunities for under represented talent types, such as neurodiversity, refugees, immigrants, and those from socioeconomic backgrounds.
As we continue on our mission to elevate the HR function and support increasingly ambitious human capital programs, we are excited to deliver new products, research, and best practices that will help us get closer to our mission. Our upcoming product launches will enable the next generation of HR Operating Models by breaking down work from rigid requirements to tasks, projects, and fractional arrangements. We will continue to champion ‘Talent Orchestration’ to eliminate system of record and data adoption friction, while ensuring that every innovation we deliver champions safety and fairness in AI specific to HR. With one decade behind us, we are more enthusiastic than ever about the future of work and the promise of cautious, accountable, and mature AI to augment HR and business teams around the world, as we prepare for the workforce revolution ahead.
