Eightfold AI

AI features

As the vendor or firm describes them. Notes in small print record what the sources leave open.

1. Matching Model (Match Score)

   Evaluates a candidate's skills and experience against a specific role and outputs a Match Score of 0 to 5 stars, with plain-language reasoning; candidates on a personalized career site can see how they match before applying.

   Kind

   Established machine learning and rules

   Suggests or acts

   Suggests

   Who controls it

   Vendor

   Availability

   Generally available

   Control: Eightfold trains the model and tests each update; the customer's job requirements calibration can affect output.

   2 sourcesSourcesSummary of Bias Audit Results: Audit of Eightfold AI Inc.'s Eightfold Matching Model for New York City's Local Law 144, V1.0 03/03/2026, prepared by BABL AI Inc.Responsible AI at Eightfold: evidence, not promises

2. AI Interviewer

   Conducts screening interviews: generates questions from the job description, feedback form and resume, asks follow-ups, scores the transcript against a human-editable rubric and gives hiring managers an overall score; it does not analyze facial expressions, tone of voice or accent.

   Kind

   Agents and automated actions

   Suggests or acts

   Suggests and acts

   Who controls it

   Customer HR team

   Availability

   Generally available

   Control: The customer can edit the rubric and set job descriptions, questionnaires and scoring criteria; recruiters advance a candidate into the interview and decide afterwards.

   2 sourcesSourcesSummary of Bias Audit Results: Audit of Eightfold AI's AI Interviewer for New York City's Local Law 144, V1.0 06/29/2026, prepared by BABL AI Inc.AI Interviewer

3. Interview fraud detection and identity verification

   Tracks cheating signals such as tab switching, camera manipulation and duplicate voices and flags suspicious activity for human review; identity verification through ID.me and CLEAR.

   Kind

   Built into the platform

   Suggests or acts

   Suggests

   Who controls it

   Not stated

   Availability

   Generally available

   Control: Not stated.

   1 sourceSourceAI Interviewer

Unclear or conflicting statements

Where the sources are unclear or disagree, both statements are shown with their links.

Questions to ask

For this offering

• At which stage of which requisitions will we use the Match Score or the AI Interviewer score, and what will recruiters see beside each score?
• Will you rerun the impact-ratio analysis on our own applicant flow by job and stage, including age and disability where we hold the data, and let us export the inputs?
• The AI Interviewer audit tested race and ethnicity on synthetic interviews: what does your monitoring of real interviews show, and when will an audit on real data be available?
• Which models and providers generate AI Interviewer questions and score transcripts, and how will we be told when a model or provider changes?
• Who on our side can change job requirements calibration, interview questions and scoring rubrics, are those changes logged, and does a change call for a new audit?
• How does a candidate request an accommodation or a human interview instead of AI Interviewer, and who decides?

From the diligence question set

1. DQ-37 Has an independent auditor tested this tool for adverse impact, on data like ours? Can we see the full results: the groups tested and excluded, the data and its dates, the thresholds used, and the auditor's relationship to you?
2. DQ-38 Can we monitor adverse impact on our own applicant flow, by job and by stage, and export the data to do it?
3. DQ-39 What evidence shows that the tool measures something related to the job, and was it validated for the way we will use it: as a pass-or-fail screen, or to rank people?
4. DQ-40 Which settings change who passes: weights, thresholds, knockout questions, cut scores? Who can change them, are changes logged, and does a change trigger a new audit?
5. DQ-41 What notices, explanations and alternative processes does the tool support, and can a person with authority review and change an adverse decision?
6. DQ-44 What will you commit to in the contract to support our obligations: audit cooperation, documentation of intended use and limits, notice support, records, and cooperation if a decision is challenged?

Build questions for this vendor