Hireology
Hireology is a hiring system for employers with many sites, in car retail, healthcare and hospitality. Its AI screens, summarises and interviews applicants, and a person makes the hiring decision. Two settings can still move candidates on a prescreen score without a person. Its monthly bias audits show no concerns, but the New York City reports use test data. The terms make you responsible for following AI hiring laws. They also stop you cutting your order during the term.
Frontline hiring across many sites, with AI and a person making the hiring decision
Hireology tracks candidates for employers that hire at many sites. It adds AI that screens, summarises and interviews applicants. A person makes the hiring decision, but two score rules can move candidates on without one.
You hire frontline staff at many sites, in car retail, healthcare or hospitality. You want a person to make each hiring decision and will check the two score rules. You can accept a contract that you cannot shrink mid-term.
Your legal team will not take on responsibility for AI hiring laws. Your team cannot accept a clause that lets Hireology train its AI with your prompts. You need to cut the order size during the term.
Featured upgrades come by quote. AI Interview and Enhanced Onboarding are paid add-ons. Pricing may be based on your employee count or expected usage. Ask for the plan price in writing, based on your headcount, before you book a demo.
What Hireology does with a job, an applicant and an offer
Know which hiring steps the software does and which stay with your people. This section follows a job from the first request to a signed offer. It also covers what you would need to set up or check along the way.
Hiring starts with a request, and Hireology can put an approval step in front of it. Your team can request a new job, and an approver signs it off before the job exists. An approved request creates the job shell automatically. A second step, Job Approvals, can review the job before it is posted. That can be one signoff or several steps in order. If you want a head office to review jobs before sites post them, this is the setting to look at. Every open job needs a hiring manager, and by default that is the person who opens it.
Posting decides who sees the job. Public jobs go to nine partner sites and to the Hireology careers page, and Hireology sends them automatically. The sites include Indeed, ZipRecruiter, Glassdoor and LinkedIn. Internal jobs go to neither. People reach them only through a direct link, so plan how you will share it.
Applicants use a mobile-friendly application form that you can customise. The prescreen survey can include a must-have question, and a wrong answer gives the applicant 0%. Choose those questions with care. Hireology has a built-in text messaging tool, and every application form lets the applicant opt in or out of texts. QR codes and a flyer generator replace its older Text-to-Apply feature.
Interviews can be booked in bulk by email or text message. A video interview needs a synced calendar and a connected Zoom, Microsoft Teams or Google Meet account. Your interviewers need to set those up first. Panel interviews can include several interviewers. Recruiters can mark each one as required or optional. Offer letter templates can ask the candidate for a signature.
Background checks are ordered, tracked and managed inside Hireology, and Accurate Background runs all of them. Enhanced Onboarding is a paid add-on. It collects documents on a mobile-friendly form, and new hires complete I-9 Section 1 in Clickboarding, the onboarding product. If you want hiring and onboarding in one place, price that add-on.
The AI is the part to understand before you sign. Hireology sells three AI tools and a writing assistant. AI Match compares each resume, application and custom answer with attributes you set for the job. The attributes you set decide what it looks for. A job can carry up to 10. It marks each attribute Found, Missing or Unclear when a candidate applies. It reads applications in other languages, but the attributes it generates are in English.
AI Candidate Summary writes an overview of each candidate from the application and resume. AI Interview replaces the first phone screen. The candidate answers spoken questions on their own schedule, in one of 50 or more languages. The AI agent may ask up to two follow-up questions on assessment and behavioural questions. The interview takes about 10 to 15 minutes, with a cap of 25 minutes. Your team then reviews a score out of 100, a summary and a transcript instead of holding the call. The score rests on assessment and behavioural questions only.
Beaker is the writing assistant. It drafts job descriptions, email templates and candidate messages. It uses ChatGPT to generate the prompt. AI Interview runs on Azure’s gpt-realtime-1.5 model. Your legal team may want to know which outside AI models the product uses.
The next question is who decides. AI Match does not advance or reject candidates automatically. A user has to choose Decline or Advance. Any user who can view the results can override them, so decide who gets that access. Each override is logged with the reviewer’s details. AI Interview follows the same rule. A recruiter can change any question score if they add a note. The change replaces the AI score and is logged with a name and date. Hireology does not support automating decisions solely on AI Interview scores.
Candidates have some protections. They can ask for a human alternative at any time, which stops the AI interview and emails the hiring team. They are told at application that AI-assisted review may be used. They do not see their own AI Match results.
Most of Hireology’s links to payroll and HR systems send new-hire data one way, out of Hireology. Only some send employee data back. UKG Pro and BambooHR also send employee data back into Hireology. That matters if you want one record across hiring and HR. An admin chooses which new-hire fields go to each connected system.
For payroll and HR, Hireology has links to ADP, UKG Pro, UKG Ready, BambooHR, Paylocity, Viventium and Netchex. Netchex gets new hires if the package includes payroll. Hireology also sends new-hire information into Paycom, Adams Keegan and Compligo. For care providers, it also sends data to AlayaCare, MatrixCare, WellSky Personal Care and AxisCare. The Workday integration is available exclusively to AGS customers.
The ADP link needs a closer look. Hireology’s ADP article calls the integration two-way. In the same sentence it refers to new-hire data pushed from Hireology into ADP. Ask which fields go in each direction.
A few set-up points are worth checking with your IT team. Staff can sign in with a company login from providers that support OAuth, a common sign-in standard. Open API access is among Hireology’s integration features. Ask which plan includes the Open API. Calendars from Google, Office 365, Exchange and Outlook work with Hireology’s interview scheduling. You can upload applicants from a previous system in bulk to an open role. Larger uploads may need extra scoping with the Hireology team, so ask how big an upload the team can take.
To see how the rest of this market handles the same decisions, read our guide to applicant tracking systems.
What the monthly bias audits cover and what they do not prove
Hireology’s AI helps rank and interview applicants, so the question is whether it treats groups fairly. Warden AI is a separate company. It tests AI Match and AI Interview and publishes its findings monthly. This section covers what those tests include and what they cannot tell you.
The latest AI Match audit is dated 6 October 2026 and used a sample of 76,860. The latest AI Interview audit is dated 5 October 2026 and used a sample of 65,880. Each tool has 102 results marked Clear and none marked Consider or Concern. The checks cover sex, race and ethnicity, age and disability. They also cover religion, sexual orientation, veteran status and English proficiency. Hireology grounds its bias testing in EEOC guidance. Its Warden results include audits against the EU AI Act, Colorado SB 26-189 and California FEHA.
Each tool also has a report written for New York City’s Local Law 144. That law asks employers to have a recent bias audit before they use a tool to screen candidates. The reports use an impact ratio. An impact ratio compares each group’s selection rate with the rate of the most selected group. For AI Match the ratios by sex are 1.00 and 0.97. By race and ethnicity they run from 0.95 to 1.00. For AI Interview the ratios by sex are 1.00 and 1.00. By race and ethnicity they run from 0.96 to 1.00.
Read those numbers with care. A Warden audit is not a legal certification. The AI Match report should not be read as evidence of full compliance with Local Law 144. Its findings do not predict outcomes for any specific employer, job opportunity or real-world use. The report used Warden’s own data set of real candidate profiles, because Warden had no access to historical data. The same report gives its data type as test data. Warden tests Hireology’s underlying models and tools. It does not test your own hiring decisions or process.
Hireology also reports that customers using AI see 47% faster time to review and 24% faster time to hire. It gives no customer, period or starting point for those figures.
Where Hireology is strong
These are the points that work for you as a buyer. They matter because they show where Hireology suits frontline hiring and where it leaves a record you can check. They also cover wording checks, pay on jobs and links to payroll.
It is built for frontline hiring
Hireology is built for retail automotive, healthcare and hospitality. Its AI Interview is built for high-volume frontline roles such as technicians, nursing assistants, caregivers and drivers. Its service tiers run from one location to large multi-location enterprises.
Each AI step leaves a record
AI Match keeps an audit trail of its results and of manual overrides. It records who changed what and when. Recruiters can read full transcripts of AI interviews. Job approvals and job requests log each status change in the job’s activity feed. That gives you something to show if someone questions a screening result.
It checks your wording for legal problems
Hireology scans AI Match attributes when you save them. It looks for language that may create legal exposure under equal employment opportunity rules. A red error must be fixed before you can save. Interview questions get a similar check, and a yellow flag only advises. The flags are not legal advice.
You can put pay on every job
You can add a pay rate or range when you open a job or later. Hireology recommends it and notes that state law may require it.
New-hire data can flow to many payroll and HR systems
Both plans include payroll and HRIS integrations. The links in the “What it does” section reach payroll, HR and care-sector systems. UKG Pro and BambooHR also send employee data back, which helps if you want one record across hiring and HR.
Employers that use it and the results they report
Hireology sells to employers of very different sizes. These are results the customers report on Hireology’s own site. Each depends on how the customer hired before, so treat them as examples and not as a promise.
Webb Automotive Group replaced 10 or more weekly phone screens
Hireology puts Webb’s company size at 200 to 500. Webb replaced 10 or more weekly phone screens with automated on-demand interviews. Its team reviews the responses and can adjust or rescore candidates at any point. Webb reports 100% human oversight of all scoring and advancement decisions.
Leppo Rents saves 5 to 15 minutes per open role
Hireology puts Leppo’s company size at 200 to 500. Leppo reports that AI Match and AI Candidate Summary together save 5 to 15 minutes per open role. That is a small gain on each role. The value depends on how many roles you open.
Generations Home Care reports hiring four days faster
Hireology puts the company size at 50 to 100. Generations Home Care reports cost savings of $5,000 and four fewer days to hire. It also reports three more retained hires per quarter and 20% more team output.
Buchanan Auto Stores reports six fewer days to hire
Hireology puts Buchanan’s company size at 500 to 1,000. Buchanan reports six fewer days to hire and five more employees retained per quarter through 90 days. It also reports over 30% more hiring throughput.
EPOCH Senior Living cut review time from 3.3 to 2 days
Hireology puts EPOCH’s company size at 5,000 to 9,999. EPOCH reports an average time to hire of 19 days and applicant volume up 150%. It also reports using staffing agencies 79% less.
Hireology also has stories for Auffenberg Ford, Lou Fusz Automotive, Home Instead and Brandt Hospitality. The stories run from a home care company of 50 to 100 people to Home Instead at more than 15,000. Brandt Hospitality has 10,000 or more. Each result is that customer’s own report.
The contract and the early AI are where Hireology stops
Most of the risk with Hireology sits in the contract and in how new the AI is. Read the terms before the demo and not after it. The company dates from 2010, but its AI is much newer. Hireology introduced Beaker in 2023, and AI Match results exist only for applicants from 1 June 2026. Hireology gives its customer count as more than 10,000 businesses. Its about page gives more than 10,000 trusted users instead. Ask how many customers it has.
You cannot cancel an order or shrink it mid-term
Under Hireology’s terms, ordering documents are non-cancellable and fees are non-refundable. You cannot decrease the quantities during the term. The order renews automatically for equal terms unless either party gives 30 days’ written notice. Put the renewal date in your calendar on day one.
The terms put AI law compliance on you
Under Hireology’s terms, the legal risk of using its AI to screen people sits with you and not with Hireology. First, the legal duty is yours. You are solely responsible for complying with AI laws. That includes your role as a “deployer”, the organisation that uses an AI tool. You are also solely responsible for questions and assessments made with its screening tools. You are fully liable for results deemed a disparate impact, meaning unequal results for a protected group. Second, you give up claims over what the AI produces. You waive claims against Hireology over use of or reliance on its AI services. AI output is accepted “as is”, with no warranty that it is complete, accurate or error-free. Last, you warrant that you will not rely solely on AI output and that people take part in employment decisions. Check that against the two score settings above.
Your prompts may train Hireology’s AI
Under Hireology’s subscription terms, it may use your prompts to train its AI-based products. That includes use in aggregated, anonymised or de-identified form. It may also combine your data with other customers’ data to create reports. It uses that aggregated data for analytics, benchmarking and marketing. Hireology’s help articles say AI Match and AI Candidate Summary do not train models on candidate data. Prompts and candidate data are not the same thing, so those articles do not settle what the terms allow. Ask Hireology which rule covers AI Interview.
Some of the AI is still an early test version
In its help articles Hireology calls AI Candidate Summary a beta feature. Beta means an early test version. On its packages page the same tool sits in Perform and is marked New. AI Sourcing is marked beta and coming soon. AI Match results exist only for candidates who applied on or after 1 June 2026. That is the date consent wording was added. Earlier applicants appear as Not Available.
Liability is capped and disputes go to Illinois
Under Hireology’s terms, its liability for damages of any kind is capped. The cap is what you paid in the twelve months before the claim. Disputes go to binding arbitration in Cook County, Illinois, under Illinois law. Hireology may end the contract on notice if a change in law raises its costs substantially. That applies when the parties cannot agree on higher pricing. If it suspends the service, it reserves the right to charge a reconnection fee.
Its privacy policy does not cover your candidates’ data
Hireology’s privacy policy applies to website visitors. It does not apply to personal information from the data sources of its customers. Under that policy, information may be stored and processed in the United States. It may also be stored in any other country with facilities of Hireology, its affiliates, subsidiaries or agents. So the policy does not tell you where your candidates’ data is kept. Ask which contract covers it and where it is kept.
Equal opportunity answers need a request to support
You can add a voluntary equal opportunity questionnaire to the application. Candidates may decline, and they can choose “Decline to self-identify”. Reviewing the answers needs a request to Hireology support.
What Hireology costs and what leaving costs
Your cost depends on the plan you pick, the add-ons you need and the fees in the terms. This section sets out what Hireology publishes. It also covers what to ask for the rest. You need a quote tied to your headcount before you can plan a budget.
Hireology sells two plans called Core and Perform. Both include the full hiring process, branded career sites, multi-location features and payroll and HRIS integrations. Core is built for multi-location operators. Perform adds employee referral campaigns and past-applicant sourcing campaigns. It also includes AI Candidate Summary. AI Interview and Enhanced Onboarding are marked Add-On, and Featured Upgrades come through a Get Quote button. AI Interview is an add-on for Perform customers only. So a buyer who wants it must take Perform. Hireology also offers a waitlist link for AI Interview on its Engage and Evaluate page. Ask whether you can buy it today. Eligible plans include a dedicated Strategic Success Advisor.
Under Hireology’s terms, order form pricing may be based on the number of employees or expected usage. Hireology may raise the price if your employee count differs meaningfully for an extended period. It may also raise it if your use of background checks, drug screens, onboarding or payroll exceeds a reasonable level.
AI Interview has a monthly cap that grows with company size. The cap runs from 25 interviews a month for up to 50 employees to 3,000 above 5,001. A company of 1,001 to 1,500 employees gets 750. Extra interviews cost $3 each at the current rate. Say a company of 1,200 employees runs 900 interviews in a month. It is 150 over its cap of 750 and owes $450 on top of its fees.
Enhanced Onboarding has a monthly cap of its own. It is 20 for up to 50 employees and 40 for 51 to 100 employees. Extra use is charged at the then-current standard rates. Customers who buy Enhanced Onboarding before 31 December 2026 receive Enhanced Offer Letters bundled for the length of their term.
Background checks come in two forms. A subscription has flat-rate pricing that covers usage and expected statutory fees. An à la carte check has a base fee up front and a month-end invoice that adds the statutory fees. Unused checks in the subscription do not roll over or qualify for a refund. Onboarding and document collection pricing comes from your customer success manager or customer care.
Fees are billed in advance for the invoice period in your order form. They are due within 30 days of the invoice date unless the ordering document sets another date. Late fees accrue at 1.5% of the balance per month, or the legal maximum if lower. Hireology puts set-up at weeks and not months in its iCIMS comparison.
Some payroll links carry fees on the payroll side. ADP charges $10 a month per account for users to connect with Hireology through its Data Connector. Charges may also apply on the Paylocity side.
Leaving has its own terms. On termination your access ends immediately and user accounts are disabled. If you ask within 30 days, Hireology provides your data as a machine-readable file. It uses its standard format at no extra cost. After that it has no obligation to keep or provide the data and may delete it. A special format or transition services can be charged at time and materials rates. You can download reports as PDF or CSV. You can also schedule delivery by SFTP, a secure file transfer, or Google Drive.
You could also run hiring steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map
Nine questions to put to Hireology before you sign
- What does each plan cost for our headcount, and what would make you raise the price during the term? Good answer: A written price for each plan and a written list of what can raise it.
- Which settings can move a candidate forward or send an AI interview invitation without a person? Good answer: A named list of settings, with what each does and whether it starts switched on.
- How is the prescreen score worked out, and who on our side can change the target? Good answer: A plain method, and a named admin whose changes are logged.
- Will you take the clause on training your AI with our prompts out of our order form? Good answer: Yes, in writing, with a clear answer on which rule covers AI Interview.
- Which AI tools are early test versions today, and does the price change when they leave test? Good answer: A dated list, and a price that holds when each tool leaves test.
- Can we cut the quantities at renewal if we close a site or our hiring falls? Good answer: A written right to reduce at renewal, with the notice date in the contract.
- Can we see audit results for our own roles, not only for Warden’s test data? Good answer: A way to test our own use, or a named owner for that testing.
- Is the ADP link two-way, or does it only send new-hire data to ADP? Good answer: A clear answer for each field, and what ADP charges us.
- How long do we have to ask for our data after the contract ends, and in what file? Good answer: More than 30 days, in a named file format, at no extra cost.
Alternatives to Hireology
If Hireology comes off your shortlist, look at Fountain or Paradox. You could also look at JazzHR or Paycor.
Fountain and Paradox differ from Hireology on who moves a candidate on. Fountain presents its AI Cue as screening applicants, booking interviews and moving people to offer on its own. Paradox sells a high-volume applicant tracking system. It can automate more than 90% of the hiring process for frontline workers and hiring managers. Hireology leaves the decision to a person, apart from two settings that act on a prescreen score. Pick Hireology if you want that. Look at the other two if you want the software to run the process.
JazzHR calls itself small business recruiting software. If you hire at one site, ask whether you need Hireology’s multi-location features. Paycor sells recruiting inside its payroll and HR platform. It bills recruiting on a Paycor invoice for customers who use other Paycor products. If Paycor already runs your payroll, that is worth pricing. Hireology fits better when your payroll is elsewhere, because it sends new-hire data to many payroll systems.
Buying nothing is also an option. Count how many roles you fill in a year before you pay for a hiring system and an AI add-on. If the number is small, a person on the phone may do the job.
For the choices across the whole market, read our market guide.
https://www.hireology.com/ · Hireology website, home page · read 2 Nov 2026
https://www.hireology.com/about · Hireology website, about page · read 2 Nov 2026
https://www.hireology.com/ai · Hireology website, AI page · read 2 Nov 2026
https://www.hireology.com/ai-interview-fair-use · Hireology website, AI Interview fair use page · read 2 Nov 2026
https://www.hireology.com/customer-stories/brandt-hospitality · Hireology customer story, Brandt Hospitality · read 2 Nov 2026
https://www.hireology.com/customer-stories/driving-better-hiring-processes-at-auffenberg-dealer-group-with-hireology · Hireology customer story, Auffenberg Ford · read 2 Nov 2026
https://www.hireology.com/customer-stories/epoch-senior-living-transforming-recruitment-with-heart-and-technology · Hireology customer story, EPOCH Senior Living · read 2 Nov 2026
https://www.hireology.com/customer-stories/generations-homecare-scales-quality-care-through-operational-consistency · Hireology customer story, Generations Home Care · read 2 Nov 2026
https://www.hireology.com/customer-stories/how-buchanan-auto-stores-reduced-time-to-hire-by-6-days-with-hireolog · Hireology customer story, Buchanan Auto Stores · read 2 Nov 2026
https://www.hireology.com/customer-stories/how-home-instead-franchises-turned-hiring-into-a-growth-engine-with-hireology · Hireology customer story, Home Instead · read 2 Nov 2026
https://www.hireology.com/customer-stories/how-lou-fusz-automotive-cut-candidate-response-time-by-more-than-50 · Hireology customer story, Lou Fusz Automotive · read 2 Nov 2026
https://www.hireology.com/customer-stories/leppo-rents-streamlines-high-volume-hiring-with-ai-match-and-ai-candidate-summary · Hireology customer story, Leppo Rents · read 2 Nov 2026
https://www.hireology.com/customer-stories/webb-automotive-group-uncovers-overlooked-talent-and-speeds-first-round-screening-with-hireology-ai-interview · Hireology customer story, Webb Automotive Group · read 2 Nov 2026
https://www.hireology.com/engage-evaluate · Hireology website, Engage and Evaluate page · read 2 Nov 2026
https://www.hireology.com/enhanced-onboarding-fair-use · Hireology website, Enhanced Onboarding fair use page · read 2 Nov 2026
https://www.hireology.com/hireology-vs-icims · Hireology website, comparison with iCIMS · read 2 Nov 2026
https://www.hireology.com/lp/hireology-paycom · Hireology landing page for Paycom customers · read 2 Nov 2026
https://www.hireology.com/packages · Hireology website, packages page · read 2 Nov 2026
https://www.hireology.com/privacy-policy · Hireology website, privacy policy · read 2 Nov 2026
https://www.hireology.com/subscription-services-terms · Hireology website, subscription services terms · read 2 Nov 2026
https://www.hireology.com/trust-security · Hireology website, trust and security page · read 2 Nov 2026
https://www.hireology.com/warden-ai · Hireology website, Warden AI page · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/10914348378644-Setting-Up-Your-Hireology-and-UKG-Pro-Integration · Hireology help article, Setting Up Your Hireology and UKG Pro Integration · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/13986196062356-Use-Beaker-Hireology-s-AI-Assistant · Hireology help article, Use Beaker, Hireology’s AI Assistant · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/14323146677524-Collecting-EEOC-Information · Hireology help article, Collecting EEOC Information · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/14391763847956-Uploading-Applicants-from-a-Previous-Database-to-Hireology · Hireology help article, Uploading Applicants from a Previous Database to Hireology · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/17952305395860-Account-Security · Hireology help article, Account Security · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/18766728267796-Syncing-New-Hires-to-Netchex · Hireology help article, Syncing New Hires to Netchex · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/18839488415636-Setting-Up-the-Hireology-and-ADP-Integration · Hireology help article, Setting Up the Hireology and ADP Integration · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/22490059910164-Complete-Form-I-9-Section-2-in-Clickboarding · Hireology help article, Complete Form I-9 Section 2 in Clickboarding · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/23318075626132-Pay-Rate-Pay-Transparency-Laws · Hireology help article, Pay Rate and Pay Transparency Laws · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/30942612925460-Job-Approvals · Hireology help article, Job Approvals · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/33657754252948-Insights-and-Reporting · Hireology help article, Insights and Reporting · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360052440592-Setting-up-your-Hireology-and-BambooHR-Integration · Hireology help article, Setting up your Hireology and BambooHR Integration · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360052451612-Posting-an-Internal-Job · Hireology help article, Posting an Internal Job · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360052452772-Adding-Compensation-to-a-Job · Hireology help article, Adding Compensation to a Job · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360052470932-Editing-the-Prescreen-Survey · Hireology help article, Editing the Prescreen Survey · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360052896551-Setting-Up-Your-Hireology-and-Paylocity-Integration · Hireology help article, Setting Up Your Hireology and Paylocity Integration · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360052897011-Ordering-Background-Checks · Hireology help article, Ordering Background Checks · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360052903991-Collect-Pre-Hire-Qualification-Documents · Hireology help article, Collect Pre Hire Qualification Documents · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360052904391-Customizing-an-Application-Form · Hireology help article, Customizing an Application Form · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360057266692-Building-a-Hiring-Team · Hireology help article, Building a Hiring Team · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360057720911-Candidate-Communication-SMS-Text-Messaging · Hireology help article, Candidate Communication SMS Text Messaging · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/360057793631-Create-and-Manage-Offer-Letters · Hireology help article, Create and Manage Offer Letters · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/37635983488148-QR-Codes-Flyer-Generator · Hireology help article, QR Codes Flyer Generator · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/38365693236244-Background-Check-Subscription-FAQ · Hireology help article, Background Check Subscription FAQ · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/41753300642452-Automated-Interview-Scheduling · Hireology help article, Automated Interview Scheduling · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/42793649718676-Integration-Marketplace · Hireology help article, Integration Marketplace · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/4417077320852-Scheduling-Interviews · Hireology help article, Scheduling Interviews · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/47386249605396-Tour-Hireology-s-New-Candidate-Pipeline · Hireology help article, Tour Hireology’s New Candidate Pipeline · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/47812914785172-Standalone-Requisitions · Hireology help article, Standalone Requisitions · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/48405660779412-Setting-up-your-Hireology-and-Workday-Integration · Hireology help article, Setting up your Hireology and Workday Integration · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/49843731708948-AI-Match-Setup-Candidate-Screening-Guide · Hireology help article, AI Match Setup Candidate Screening Guide · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/51326225761172-AI-Candidate-Summary-Setup-Candidate-Screening-Guide · Hireology help article, AI Candidate Summary Setup Candidate Screening Guide · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/51821210894228-AI-Interview-Setup-Candidate-Screening-Guide · Hireology help article, AI Interview Setup Candidate Screening Guide · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/54141170192404-Hireology-2026-Product-Release-and-Updates · Hireology help article, Hireology 2026 Product Release and Updates · read 2 Nov 2026
https://support.hireology.com/hc/en-us/articles/7265400068884-Job-Board-Integrations · Hireology help article, Job Board Integrations · read 2 Nov 2026
https://trust.warden-ai.com/hireology/ai-interview · Warden AI results for Hireology, AI Interview · read 2 Nov 2026
https://trust.warden-ai.com/hireology/ai-interview/nyc · Warden AI results for Hireology, AI Interview report for New York City · read 2 Nov 2026
https://trust.warden-ai.com/hireology/ai-match · Warden AI results for Hireology, AI Match · read 2 Nov 2026
https://trust.warden-ai.com/hireology/ai-match/nyc · Warden AI results for Hireology, AI Match report for New York City · read 2 Nov 2026
https://legistar.council.nyc.gov/LegislationDetail.aspx?ID=4344524&GUID=B051915D-A9AC-451E-81F8-6596032FA3F9&Options=ID%7CText%7C&Search= · New York City Local Law 144 · read 2 Nov 2026
https://rules.cityofnewyork.us/wp-content/uploads/2023/04/DCWP-NOA-for-Use-of-Automated-Employment-Decisionmaking-Tools-2.pdf · New York City DCWP notice of adoption, bias audit rules · read 2 Nov 2026