Yes, our solution supports integration with a wide range of ATS providers for smooth implementation into your existing HR processes.

Once the candidate's video response has been played once by the interviewer, a transcript will appear and highlight areas relevant to the quesiton asked. If there is no relevance, the question's outline will turn red.

Questions can be sent by audio, text, or video to the candidate with a time limit to answer in. The candidate will then receive the questions through a link sent to their email address and responses get sent straight back to the interviewer.

Regulators worldwide, notably the EU, California, Colorado, and New York City, have homed in on a key ethical weakness in AI talent screening tools currently on the market: lack of transparency. AI screening tools overwhelmingly operate as a "black box". The AI's reasoning behind ranking and selection of candidates is a mystery, not made available to hiring managers and recruiters, let alone candidates. These "black boxes" have been shown in ongoing litigation to mask biased and discriminatory decision-making processes within the AI algorithm, causing widescale compliance failures, PR catastrophes, and even class-action lawsuits. To ensure compliance with equal opportunities laws and evolving AI legislation mandating transparent selection processes, choosing the right AI screening tool is crucial. Unlike other AI screening tools where compliance can be an afterthought, MeVitae's Ethical Talent Screening is purpose-built with ethics in mind. As part of this, key transparency is offered at the scoring and ranking stage. Since, the hiring team controls the questions that the AI asks itself based on the résumé/application to determine a candidate's fit (e.g., "Have they worked in an S&P 500 company?" or "Do they have experience with Python?") and chooses the weight of such questions according to their importance, MeVitae's Ethical Talent Screening scoring AI is able to provide precise reasons behind a lower score for a candidate by answering "yes" or "no" to those questions (answers can be manually edited by the hiring team). This reasoning is automatically available to the hiring team and can be tailored to be sent to unsuccessful candidates to the level of detail desired or required by law.