Hiring Science That Holds Up

Every assessment, every interview guide, every scoring rubric is built on published I-O methodology. Not vibes. Not keywords. Validated constructs.

4/5ths Federal adverse impact threshold (UGESP)
5 Standards bodies: SIOP, APA, EEOC, UGESP, NYC LL144
Day 1 Audit documentation ready from deployment
Criterion Validity

We measure what predicts performance

Most pre-hire assessments measure what's easy to measure. We start with a job analysis to identify the constructs that actually predict success in a given role, then build assessments around those constructs. Every instrument is criterion-validated against real performance outcomes before it ships.

Structured Interviews

Structure is not optional

Decades of I-O research are unambiguous: structured interviews have significantly higher predictive validity than unstructured ones. Our AI Interview Agent delivers consistent, behaviorally-anchored questions with standardized scoring rubrics, eliminating the variability that makes most interviews nearly useless as selection tools.

Psychometric Rigor

Methodology that holds up to scrutiny isn't a feature. It's a requirement. We build assessments that can survive a legal challenge because that's the only standard worth building to.

SIOP Validation principles
APA Testing standards
EEOC Selection guidelines
Adverse Impact Testing

Bias audits built in, not bolted on

Every assessment in the suite is tested for adverse impact against protected groups using the 4/5ths rule and statistical significance testing, per EEOC Uniform Guidelines on Employee Selection Procedures (UGESP). Documentation is generated automatically. If an instrument shows meaningful adverse impact, it doesn't go into production.

Standards Compliance

Built to survive a legal challenge

The Talent Intelligence Suite is designed to meet the requirements of every major standard that governs employment selection. Our documentation package is audit-ready from day one: structured to answer questions from legal, HR leadership, and regulators before they ask them.

  • SIOP principles for validation and use of personnel selection procedures
  • APA Standards for Educational and Psychological Testing
  • EEOC and OFCCP enforcement guidance
  • NYC Local Law 144 requirements for automated employment decision tools

Standards Compliance

Assessed against all applicable frameworks

UGESP Uniform Guidelines on Employee Selection Procedures
Federal
SIOP Principles Validation and use of personnel selection procedures
I-O Standard
APA Standards Educational and psychological testing standards
Psychometric
EEOC / OFCCP Equal employment opportunity enforcement guidance
Federal
NYC Local Law 144 Automated employment decision tools
NYC Law
Common Questions

Questions we get about the science

A defensible AI assessment is built on validated I-O psychology constructs, scores candidates against job-relevant criteria, and documents its validation evidence. It must demonstrate criterion validity, pass adverse impact testing under the EEOC Uniform Guidelines, and produce an audit trail that holds up to legal, HR, and regulatory review. Keyword matching and unvalidated models do not meet that bar.
Every assessment in the suite is tested for adverse impact against protected groups using the 4/5ths rule and statistical significance testing, following the EEOC Uniform Guidelines on Employee Selection Procedures (UGESP). Documentation is generated automatically. If an instrument shows meaningful adverse impact, it does not go into production.
Yes. The suite is designed to meet NYC Local Law 144 requirements for automated employment decision tools, including the bias audit and disclosure obligations. The audit documentation package is ready from the day a tool is deployed, not assembled after the fact.
Criterion validity measures how well an assessment score predicts actual job performance. An assessment has criterion validity when higher scores reliably correspond to better outcomes on the job. We build every interview guide and scoring rubric on published I-O methodology so the link between score and performance can be demonstrated, not assumed.
The methodology is built by I-O (industrial-organizational) psychologists, the discipline that studies workplace assessment and personnel selection. Domain experts such as engineers, doctors, and lawyers supply subject-matter knowledge, but the validation science, scoring framework, and compliance posture are owned by the I-O team.

See It Applied to Your Hiring Process

The methodology is only as good as its implementation. A demo shows exactly how it maps to your roles and your workflow.

Book a Demo