Hireintercept
A dual-sided screening evidence service that gives an applicant and employer the same criteria, source facts, individual score components, uncertainties, and correction path without exposing comparative rank or other candidates.
Hiring AI often gives employers a score while applicants receive little visibility into criteria, source data, errors, or review. No live bilateral scorer was identified, and current notice laws increase demand for transparency. The source's promise of the same rank is unsafe because rank depends on the candidate pool and can reveal other people or proprietary selection logic. Hireintercept should provide the same job-specific individual evidence and explanation to both sides, let applicants correct facts, keep human hiring owners accountable, and make any portable receipt scoped, expiring, and candidate-controlled.
The talent acquisition, employment legal, HR compliance, or people systems leader at a mid-market employer using automated screening.
The 2026 Illinois mandate and broader jurisdiction signals create urgency.
Talent and employment compliance teams own screening transparency.
The input has limited graph links and moderate grounded convergence.
A clear employer buyer, active notice law, an unserved bilateral evidence design, and available fairness and integrity primitives support the concept.
Pool rank cannot be safely mirrored, scoring validity and bias are high stakes, portable badges can become permanent labels, applicant adoption is uncertain, and no strong incumbent barrier is shown.
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