Eightfold

Eightfold sells a hiring suite that finds candidates, ranks them and interviews them. It starts with your past applicants and staff. It can also pull profiles from public sites such as LinkedIn and GitHub, if you tell it to.

By Ashish Manchanda Published 14 Oct 2026 Last updated 14 Oct 2026

Eightfold finds, ranks and interviews candidates, with a court case and a demanding contract

In one line

Eightfold Talent Acquisition covers finding, ranking, interviewing and offers. AI Interviewer can be bought on its own. A recruiter keeps the decision.

Buy it if

You want one supplier for finding, ranking and interviewing. You want a yearly outside bias audit written into the contract. You want to look again at people already in your records.

Do not buy it if

You need an exact price before you talk to sales. AI Interviewer’s exact price depends on interview volume and integrations. Your legal team will not sign with a supplier named in a US class action about candidate scoring. You cannot answer for every hiring decision, as the contract requires.

Price

AI Interviewer sits in a five-figure range for mid-size organisations. The exact figure depends on interview volume and integrations. The trial lasts one month or until the 100th interview.

Where Eightfold finds people, how it ranks them and how it interviews

Eightfold Talent Acquisition is a set of AI assistants inside one hiring suite. They cover finding people, talking to them, interviewing and making offers. In 2024 Eightfold also launched Talent Tracking. That is its own applicant tracking system, where applications are held. The suite works without it, next to whichever tracking system you use. Its assistants help recruiters move up to five times faster, with your oversight.

Finding people starts with the pool you already hold. That means past applicants, current employees, past employees and referrals. Eightfold calls this Talent Rediscovery. It updates the records in your tracking system, so a search can begin from your own people. You can also opt in to a shared pool with other organisations if you use Talent Tracking. Eightfold may gather data from public sources itself, to keep candidate profiles up to date. If you tell it to, it gets information about possible candidates from LinkedIn, Stack Overflow and GitHub. That information can include contact details.

Ranking uses a match score from 0 to 5 in half-point steps. It compares a person with a job. It reads job titles, work history, education, skills and the text of CVs and job descriptions. If you link Eightfold to LinkedIn Recruiter, it may use LinkedIn career information too. The result is a ranked list with the reasons shown. The score belongs to one role and does not follow a person to other roles or companies.

Candidate Agent talks to job seekers by text message, WhatsApp, web or voice. It matches people to roles by skills, not keywords. It books and moves interviews, sends reminders and reads CVs inside the chat. A recruiter then sees a shortlist ready to review.

AI Interviewer holds the interviews. A candidate enters through an invite link or from your tracking system. The interview runs by video, audio or text. It can cover job knowledge, coding and language in one session. You give it a job description. It writes the questions and the scoring criteria for you to review, change or approve. The recruiter then receives a summary, the full video and a full transcript. The software does not reject a candidate or move one forward on its own, and recruiters keep full control. Once a recruiter advances a candidate, AI Interviewer takes the interview from there.

AI Interviewer runs on AI models from outside suppliers. Eleven Labs supplies the voice. LiveKit runs the live audio and video. OpenAI supplies generative AI services. Twilio handles text messages. Outside model suppliers are barred by contract from training shared models on candidate data. Eightfold may keep anonymised learnings, which are data with names removed, and use them to train its AI model. Our AI interview agents page on Eightfold looks at the interviewer alone.

Your data sits in the United States, Canada or Europe, and you choose one region. Eightfold gives at least 30 days’ notice before a new subprocessor handles your candidates’ personal data. A subprocessor is a company Eightfold passes data to. Eightfold holds outside audit certificates for security and for how it manages AI (SOC 2, ISO 27001 and ISO 42001). It also complies with the EU-US, UK and Swiss-US data privacy frameworks. These are the legal basis for moving data from Europe to the US.

Reasons for every score, a yearly audit and cheating checks

It explains each ranking

Your recruiters see the reasons behind every match score. Interview summaries link back to the transcript. The same candidate and role get the same score on every run.

The contract promises a yearly outside bias audit

Eightfold’s service agreement commits it to an independent bias audit every year. The audit must be at least as thorough as New York City’s Local Law 144. That law requires bias audits of automated hiring tools. Eightfold must give you the report. BABL AI, an audit firm, has audited the matching model and AI Interviewer.

AI Interviewer checks for cheating

It flags switching browser tabs, camera tricks and duplicate voices for a person to review. It can check identity through ID.me and CLEAR. Your team picks which of these checks to switch on. It does not analyse facial expressions, tone of voice or accent.

You can start with the interviewer alone

AI Interviewer runs on its own, without Eightfold’s chat assistant for candidates. It works alongside your applicant tracking system, if you have one. Activation takes one to two weeks.

Eightfold publishes results from its customers.

Activision Blizzard

41% of its 2021 new hires came from people already on file. Its recruiters reached people who had applied up to seven years before.

Cloudflare

Manages 1 million applicants a quarter.

Forvia

Visitors to the career site became applicants 3.5 times as often.

STMicroelectronics

Saved more than 160 hours in two months. 75% of candidates interviewed went on to an offer.

Amdocs, 30,000 employees

Time to find candidates improved 40%. Time to hire improved 20%.

Quality Automotive Services

AI Interviewer cut the time to a first interview by up to 90%. Its pipeline had taken three to four weeks. The company hires for a Valvoline Instant Oil Change franchise and plans 30 new locations a year.

The US Department of Defense relies on AI Interviewer.

Who gets the most from it

Your organisation has 1,000 to 5,000 employees

AI Interviewer is built for organisations of that size.

You run Oracle, Workday or SAP SuccessFactors

AI Interviewer is integrated with Oracle Fusion Cloud Recruiting. In 2021 Eightfold linked both ways with Workday Recruiting and Workday’s HR system. With SAP SuccessFactors, data stays current in both systems, and ready-made links cut the IT work.

You hire in several languages

AI Interviewer evaluates candidates by video, audio or text in 22 or more languages. Candidate Agent chats by text message, WhatsApp, web or voice in 24 or more languages.

A court case, audit gaps and a contract that makes you answer for every hiring decision

A court case is open over how it scores candidates

On 21 January 2026 the plaintiffs’ lawyers announced a proposed class action against Eightfold AI Inc. The complaint alleges that Eightfold scores and ranks candidates on their likely success. It alleges that Eightfold collects personal data from unknown outside sources. It alleges that applicants get no report, no access and no chance to dispute errors. The case rests on the Fair Credit Reporting Act, a US law on reports about individuals. Eightfold moved it to a federal court on 2 March. On 20 April it asked the court to throw the case out. The judge cancelled the hearing on that request on 24 July. The claims are allegations, not findings.

Both bias audits leave gaps

The matching model audit tested more than 29 million candidate assessments where people gave their gender or race. The data ran from January 2024 to December 2025. It left out about 75 million records with no gender. It left out about 86 million with no race or ethnicity. The AI Interviewer audit did not assess some protected groups, including disability status and religion. Its race, ethnicity and combined-group tests used synthetic interviews, where an AI played the candidate.

The contract makes you answer for every hiring decision

Under the AI terms in the service agreement, you are the deployer. That means the employer using the AI. You must not rely only on its output to make an employment decision. You answer for your hiring decisions and for the quality and lawfulness of the data you give the AI. You must also give candidates a privacy notice and their rights. The output may contain errors or made-up content. Some systems may act on their own in your environment. You alone are responsible for the limits set on them.

Downtime credits are small, you must ask within a week, and liability is capped

Eightfold promises 99.5% availability each month. If it misses, your only remedy is a service credit or refund, capped at 25% of that month’s fees. You get nothing unless you ask in writing within one week of the failure. Each side’s liability is capped at the fees paid or payable in the past 12 months. A breach of data security or privacy is capped at twice that. Disputes go to the courts of the Northern District of California.

Candidates have to go through you

Eightfold has no direct relationship with candidates unless they hold an account as a job candidate. Its privacy policy tells candidates to contact the employer to see, correct or delete their data. Your team handles those requests.

Candidate Agent needs Eightfold’s career site

Candidate Agent is the chat assistant for candidates. It went on sale on 15 July 2026. It is for organisations with Eightfold’s Personal Career Site. In August 2025 Eightfold announced that later releases would add sourcing and engagement assistants. They would find, qualify and nudge candidates on their own. Ask which of these you would get on day one.

A five-figure range for AI Interviewer, and 30 days to take your data

For mid-size organisations, AI Interviewer costs a five-figure amount. The exact price depends on interview volume and integration needs. AI Interviewer needs no custom contract. Ask for the Talent Acquisition price as its own line.

The trial ends after one month or at your 100th interview, whichever comes first. Under the trial terms, Eightfold’s total liability is $1,000 and unresolved disputes go to binding arbitration. Oracle customers can pay for AI Interviewer with Oracle Universal Credits, Oracle’s prepaid cloud credit.

On a paid contract, the sales order sets the fees and the length of the term. Invoices fall due 30 days after the invoice date, in US dollars, unless the order says otherwise. Invoiced fees cannot be refunded or cancelled unless the contract says otherwise.

When the contract ends, Eightfold makes your data available for download for 30 days if you ask in writing. It may delete it after that. You own the output it generated for you, as far as that output comes from your data. Administrators can find candidate data and delete candidate profiles. Eightfold keeps personal data for the time set in your customer agreement.

You could also find and screen people with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Eight questions to put to Eightfold

Which steps run without a person once a recruiter advances a candidate to AI Interviewer? Good answer: A written list of steps, with a setting we control for each one.
What does Talent Acquisition cost for our hiring volume, and what does AI Interviewer cost on its own? Is the AI Interviewer range a yearly or a one-off amount? Good answer: One quote with a price for each product, interview volume and integrations.
Will you give downtime credits automatically instead of only on a written request within one week? Good answer: Yes, written into the sales order.
What do candidates now see about their score, and how can they dispute it? Good answer: A written account, and a route for candidates to see and dispute their score.
Can we read both full audit reports, and how will you test disability and religion? Good answer: Both full reports, plus a dated plan to test the groups left out.
Which public websites feed candidate profiles on our account, and can we switch each one off? Good answer: A named list, with a switch for each source.
Can we keep and export the score, the reasons and the transcript for every candidate? Under the contract, output may not be reproducible later. Good answer: Yes, in a stated file format, for as long as we choose.
Which roles and interview volumes produced the 90% cut in time to interview? Good answer: The roles and volumes behind it, and a customer hiring roles like ours.

Alternatives to Eightfold

If Eightfold comes off your shortlist, look at Phenom, Beamery, Workday Recruiting, Oracle Recruiting and HireVue. Buying nothing is a sixth route.

Phenom has a sourcing assistant that finds candidates in your talent pool and beyond. It drafts outreach for recruiters to send. Its voice screening assistant holds a screening conversation and gives the recruiter a scored evaluation. Beamery builds pipelines of qualified people and uses AI to find best-fit talent from skills. Workday’s Recruiting Agent works inside Workday, and its Talent Acquisition Agent sources candidates, schedules interviews and prepares interviewers.

Oracle Fusion Cloud Recruiting covers sourcing, screening, offers and onboarding. Eightfold’s AI Interviewer is integrated with it. HireVue launched its AI Interviewer on 18 June 2026. It asks candidates questions and follows up in a two-way conversation. Buying nothing means no new contract and no new supplier holding candidate data. Our guide to AI sourcing and screening covers the rest of the market.

More in this guide

The AI sourcing and screening guide
Compare the 41 with their own page what each of the 41 products with its own page here does, what it costs, what it can decide alone and which have an outside bias audit.
Mid-market companies which AI sourcing and screening tools suit a company of 200 to 2,000 people, the prices you can see, how the bill grows and what to ask before signing.
Enterprise companies which platforms replace an applicant tracking system and which add to one, what they cost, how the contracts end and the hiring rules by place.
Hiring in India what Indeed charges for search in India and how Naukri sells Resdex, which products host data or launched in India, what India’s data protection law asks of employers and ten questions to ask sellers.
High-volume hiring which AI screening products can reject applicants with no person involved, how they text and call, and what they cost at volume.