Platform · Trust
Human Oversight, Security and Privacy in IntelliHire
Human in the loop hiring means a person, not software, makes every hiring decision. In IntelliHire the AI reads applications, ranks candidates, runs first-round interviews and flags integrity concerns; people decide who advances and who is hired. Candidate data is encrypted in transit and at rest, access is role-based, and personal information is not sold.
- No machine rejections
- Encrypted in transit, at rest
- Role-based, logged access
Updated
If you are reviewing an AI hiring tool for your legal, IT or people team, two questions come first: who makes the decisions, and what happens to candidate data. IntelliHire is built for human in the loop hiring. The AI reads, ranks, runs first-round interviews and flags concerns. People decide.
This page sets out where that line sits, how the privacy policy protects candidate data and what your organization remains responsible for.
Who decides
Human in the Loop Hiring: Where AI Helps and Where People Decide
Every stage of the hiring flow in IntelliHire ends with a handoff to a person. The AI handles the volume, and your team makes every decision.
That split is what responsible AI in recruitment looks like in practice: software does the reading and organizing, and accountable people make the calls that shape someone's career.
| IntelliHire does | Your team decides |
|---|---|
| Reads and structures every application | What the role actually needs |
| Ranks candidates against your rubric | Which signals carry weight |
| Runs first-round interviews around the clock | Who moves forward |
| Drafts scorecards with transcript evidence | What the evidence means |
| Flags integrity concerns for review | The final offer, every time |
Our rule
No Candidate Is Rejected by a Machine
This is a stated rule, and the terms back it up: AI outputs must not be the sole basis for rejecting a candidate. Everything IntelliHire produces is decision support, designed to be checked by a person. For a candidate, that means the person who decides on their application can see the reasoning behind a ranking and the transcript behind a rating.
The same rule runs through every feature, from ranking to interview scorecards and integrity flags.
01Rankings show their reasoning
Candidates are ranked against your rubric with explainable reasoning, so a reviewer can see why one person sits above another.
- 02
Scorecards cite the transcript
Each rating points to the candidate's actual answer, so the evidence can be checked before a decision.
- 03
Flags prompt a review
On selected plans, proctoring flags possible integrity concerns for a person to review. A flag is never an automatic rejection.
- 04
People own the outcome
Who moves forward and who gets an offer is always decided by someone on your team.
Security
How Candidate Data Is Protected
Your legal and IT reviewers will ask how candidate data is protected and who can see it. Here is what the privacy policy commits to.
Enterprise plans also add multi-tenant isolation, SSO, and custom retention and audit logging. See what each plan includes on the pricing page, and bring any control your security review depends on to your demo so the team can confirm how it applies to your plan.
Encryption in transit and at rest
Candidate data is encrypted in transit and at rest, on multi-tenant infrastructure.
Role-based access
Access to candidate data is role-based, with least-privilege internal access.
Audit logging
Access to candidate records is audit logged.
No sale of personal information
IntelliHire does not sell personal information.
This is a summary. The privacy policy and terms set out the full details.
Your obligations
Retention, Consent and Candidate Rights
Candidate data privacy is shared work. IntelliHire provides the controls; your organization, as data controller, decides how they are used and stays responsible for the obligations that come with hiring.
AI hiring compliance depends on where you hire. Some jurisdictions add duties for employers that use AI in hiring, such as candidate notices, consent or bias audits. Under the terms and conditions, your organization complies with applicable employment, anti-discrimination and privacy law. Our overview of AI hiring laws is a useful starting point, and the IntelliHire FAQ answers common questions. None of this is legal advice.
Retention you configure
You can set retention periods for candidate records, and interview recordings and transcripts follow configurable retention windows. When a period ends, records are deleted or irreversibly anonymized.
Consent
As data controller, your organization obtains any required candidate consent for recording and automated processing.
Candidate rights
Candidates can ask about automated processing and, where the law provides, request human review.
Is IntelliHire compliant with AI hiring laws?
IntelliHire does not claim a compliance certification. What it does provide is a clear division of work: AI outputs are decision support, and people make every hiring decision. Your organization remains responsible for the laws where you hire, including any candidate notices or consent they require. This is not legal advice.
Who is the data controller for candidate data?
Your organization is. As data controller, you obtain any required candidate consent for recording and automated processing and comply with applicable employment, anti-discrimination and privacy law. IntelliHire provides the controls described in its privacy policy, including encryption, role-based access, audit logging and configurable retention.
Does IntelliHire sell candidate data?
No. The privacy policy states that IntelliHire does not sell personal information. Candidate data is encrypted in transit and at rest, access is role-based and logged, and you can set retention periods so records are deleted or irreversibly anonymized when the period ends.
Can candidates ask for human review?
Yes. Candidates can request information about automated processing and, where applicable law provides, ask for human review. In practice, a person on your team already makes every decision: IntelliHire's rankings, scorecards and integrity flags are decision support, not decisions.
What does the Enterprise plan add for security?
Enterprise plans add multi-tenant isolation and SSO, custom retention and audit logging, a dedicated interviewer portal, and priority support and onboarding. If your review depends on a specific control, ask in your demo which controls apply on the plan you are considering.
Related
Keep exploring
- PlatformInterview ScorecardsRatings that cite the transcript
- PlatformInterview ProctoringIntegrity flags for a person to review
- Guide · AI in RecruitingAI in Hiring Laws: What Employers Need to Know in 2026A dated, plain-English overview of AI hiring laws in New York City, the EU, Illinois, Colorado and California, and the steps employers usually take.
See it on a live role
See Human Oversight in IntelliHire on Your Next Open Role
Bring a live role and the questions your legal and IT reviewers are asking. We'll show where the AI does the work, where your team makes the call and how candidate data is handled.
No candidate is ever rejected by a machine.