AI hiring you can stand behind
The same screen, for everyone, on the record — exactly the consistent, documented, job-related evaluation that anti-discrimination law expects when AI touches hiring. Defensibility isn't a feature we bolted on; it's how the product works.
Three things that are always true
Whatever the role or the rubric, every Figlime screening follows the same three rules.
Every candidate consents before screening begins, and transcripts are encrypted in transit and at rest.
Everyone is judged against the same criteria — no résumé shortcuts that quietly track protected traits.
Every score links to what was actually said, and a person always makes the final hiring decision.
Built for the questions your counsel will ask
Consent & transparency
Candidates are told they're being screened by an AI agent and consent before the conversation starts. Nothing happens silently.
Encryption
Transcripts and scorecards are encrypted in transit and at rest, and access is scoped to the people on the hiring team who need it.
Data access & erasure
Candidates can request access to or deletion of their data, and records are retained only as long as the hiring decision and your obligations require.
Consistent evaluation
The same rubric is applied to every candidate for a role, so outcomes are comparable and the basis for each one is recorded.
Human in the loop
Figlime recommends; people decide. Every advance/hold is reviewed by a human before it affects a candidate.
Regulatory alignment
Designed around the principles behind NYC Local Law 144, the EU AI Act's high-risk hiring rules, and Title VII: consistency, evidence, transparency, and oversight. We support your compliance program — your own legal review still governs.
Compliance questions, answered
How does Figlime handle candidate data and privacy?
Consent is captured before screening begins, and transcripts are encrypted in transit and at rest. Candidates can request access or erasure, and data is retained only as long as needed for the hiring decision and your record-keeping obligations.
How does Figlime reduce bias and adverse-impact risk?
Every applicant is evaluated against the same job-related rubric, with each score tied to evidence in the transcript. That consistency — the same screen for everyone, documented — is the core of what anti-discrimination law expects, and it replaces the inconsistent résumé shortcuts that quietly track protected traits.
Does a human still make the decision?
Always. Figlime produces a scored card and an advance/hold suggestion, but a person reviews it and makes the final hiring decision. The tool informs the decision; it doesn't make it.
How does this map to NYC Local Law 144 and the EU AI Act?
Hiring AI is treated as sensitive by both: NYC Local Law 144 requires bias auditing and candidate notice for automated employment decision tools, and the EU AI Act classifies candidate-evaluation systems as high-risk with obligations around transparency, record-keeping, and human oversight. Figlime is built around those same principles — consistent evaluation, evidence, and a human in the loop. We support your obligations; we don't replace your own legal review.
Stop skimming. Start talking to the right people.
See Figlime run your own scorecard on a real pipeline — and watch the shortlist land in Greenhouse. One short call is all it takes.