AI screening you can defend.
AI hiring is now regulated — the EU AI Act treats candidate screening as high-risk (obligations apply from 2 December 2027, moved from August 2026 by the Digital Omnibus adopted in June 2026), and pay-transparency laws are spreading fast. Gaugely is built so you can adopt AI screening without taking on legal risk: a human always decides, candidates consent, and everything is logged — already, not in 2027.
To be precise: Gaugely is decision-support, not automated decision-making. The AI interviews, scores and ranks; a named human on your team makes every hire/no-hire decision. There is no automated rejection — human oversight is enforced in the product, in line with EU AI Act Article 14.
No automated rejection
Gaugely interviews, transcribes, scores and ranks — but every hire/no-hire decision stays with a human on your team. Human review is enforced for EU/UK/NYC candidates, keeping you on the right side of the EU AI Act's high-risk hiring rules.
Disclosed and opted-in
Every candidate is told it's an AI interview before they start, sees exactly what's recorded, and consents. No dark patterns, no secret recording — and a full consent + audit trail for every interview.
Compliant job posts
Job descriptions generated by Gaugely include a closed pay range and benefits by default and never ask for salary history — satisfying New York, California, Colorado, Washington, Illinois and the EU Pay Transparency Directive at once.
The same rubric, every time
Every candidate is asked the same questions and scored against the same rubric, each score quoting their own words. Grammar and accent never lower a score — reducing the inconsistency and bias of manual phone screens.
Private and deletable
Recordings, transcripts and reports are stored securely and used only to produce your results — never sold or used to train public models. Data is kept up to 12 months and you can request deletion anytime.
A replayable record
Every interview keeps an append-only event log — consent, scoring, decisions — so you can show exactly how a hiring decision was reached if a candidate or regulator ever asks.
Signals, not guesses
Fake and AI-assisted candidates are 2026's #1 hiring threat. Gaugely logs integrity signals — tab switches, plagiarism, prompt-injection attempts, presence anomalies — as evidence on the scorecard. Every flag is review-only: a human decides what it means.
Know who you interviewed
For sensitive roles, require government-ID + liveness verification before the interview starts. It takes about a minute, is disclosed on the consent screen, and stops proxy interviews cold — honest candidates get a "Verified identity" badge.
This page is a plain-language summary, not legal advice. Requirements vary by jurisdiction — confirm your obligations for the regions you hire in.