Hiring decisions
need a record.
COMPAS© creates it automatically.
COMPAS HR turns candidate evaluation into structured, explainable, and defensible hiring documentation — before decisions become difficult to justify.
- Evaluate candidates against role-specific criteria
- Separate documented evidence from assumptions
- Align interviews around verified gaps
- Produce decision records that can be reviewed and explained
Hiring Team Review
Minimum qualification result documented
Interview verification priorities identified
Insufficient evidence areas separated
Verify role-specific experience, stakeholder exposure, and evidence quality before final decision documentation.
The risk is not the decision.
The risk is an undocumented decision.
Were candidates evaluated against the same role-specific standards?
Was the decision based on documented evidence, not interpretation?
Could someone understand how the decision was reached after the fact?
Hiring Risk Estimator
What could a disputed hiring decision cost you?
Based on published Canadian and U.S. employment-risk benchmarks plus internal model assumptions. Adjust the inputs below.
Some roles use scorecards. Documentation is inconsistent.
Your current process leaves identifiable gaps. Your report shows exactly where and how to fix them.
How COMPAS reduces this risk
- Structured, auditable decision records for every hire
- Consistent scoring across reviewers and roles
- Real-time flags when documentation is incomplete
- Exportable evidence trail if a decision is ever challenged
Get Your Full Risk Report
Get your full risk report with your exposure breakdown, documentation score, and the exact gaps to fix.
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Directional estimates only. Informed by published Canadian and U.S. employment-risk benchmarks plus internal model assumptions. Not legal advice. Does not predict liability or legal outcomes.
One evaluation run. Four HR outputs.
COMPAS HR turns the same structured evaluation record into the documents hiring teams need before, during, and after review.
Hiring Scorecard
A criterion-by-criterion evaluation showing scores, status, evidence, gaps, and HR notes.
Interview Intelligence
Panel-ready questions that verify documented gaps, with success signals and watch areas.
Decision Communication
Clear candidate-facing language that explains the decision without exposing internal scoring logic.
Onboarding Handoff
Manager-ready guidance for activating strengths, watching risks, and supporting the first 90 days.
A consistent hiring workflow from intake to decision record.
Capture Inputs
Resume, job criteria, role context, and employer requirements are captured in one structured record.
Map Criteria
Minimum qualifications, required criteria, preferred criteria, and review areas are separated clearly.
Validate Evidence
Candidate claims are checked against documented evidence and role requirements.
Align Review
Interview questions focus only on verified gaps, risks, and unresolved evidence areas.
Generate Records
Scorecards, interview guides, decision communication, and onboarding handoffs are produced from the same record.
Ontario Bill 149
Disclosure Readiness
Requires employers to disclose AI use in publicly advertised hiring workflows.
COMPAS Response Layer
NYC Local Law 144
Auditability
Automated employment decision tools may require bias-audit readiness and public-facing transparency.
COMPAS Response Layer
Colorado AI Act
Human Oversight
High-impact AI systems require risk-aware governance, documentation, and review controls.
COMPAS Response Layer
EU AI Act
Explainable Outcomes
Employment-related AI systems face heightened expectations for transparency, governance, and accountability.
COMPAS Response Layer
Illinois AI Video Interview Act
Interview Reviewability
AI-assisted interview workflows require clear disclosure, evaluation boundaries, and reviewable handling.
COMPAS Response Layer
DECISION RECORD LAYER
Every hiring decision becomes a structured record.
COMPAS creates reviewable decision environments where evidence, verification, reviewer observations, and governance controls remain connected throughout the hiring process.
Operational Review Surface
Hiring Team Review
Minimum qualification threshold satisfied. Decision posture remains Amber while evidence verification and reviewer alignment continue.
Minimum qualification result documented
Interview verification dependencies remain active
Hiring review surface open for observation and scoring
Insufficient-evidence signals isolated from assumptions
Describe a specific example where you turned data analysis into a recommendation for a decision-maker or stakeholder.
Verified analytical foundation is present, but stakeholder-facing application must still be confirmed against role context.
Reviewer confirms whether the example shows recommendation logic, business judgment, and measurable consequence.
If the decision had to be explained tomorrow,
would the record already exist?
COMPAS HR creates the structure before risk appears — so every evaluation can be reviewed, explained, and defended.
Human reviewers remain responsible for final decisions.