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CoE | Vendor Intelligence

AI Vendor Directory

Search, filter and compare AI software and professional services offerings by function, workflow, kind of AI, control and evidence.

No scores, ranks or leaders: records are listed by name.

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  1. Screening and ranking, Interviewing, Internal mobility
    Established machine learning and rules, Agents and automated actionsSuggests and acts
    Vendor, Customer HR team
    Not stated
    None found in the sources read
    Summary, 3 AI features, conflicts

    Eightfold's Matching Model scores a candidate's skills and experience against a role from 0 to 5 stars, mainly in the initial phases of external applications and occasionally for internal moves such as promotions.

    Its AI Interviewer, as the audit summary describes it, uses large language models to generate interview questions and follow-ups and to score the transcript against an editable rubric, and hiring managers see only the overall score.

    Eightfold says the software recommends and does not reject or advance a candidate on its own.

    It publishes BABL AI bias-audit summaries for both tools, dated March 3, 2026 and June 29, 2026, and the AI Interviewer audit tested race and ethnicity on synthetic interviews.

    AI features

    • Matching Model (Match Score) Suggests
    • AI Interviewer Suggests and acts
    • Interview fraud detection and identity verification Suggests

    Unclear or conflicting

    How AI Interviewer's underlying model is described

    Statement A

    The BABL AI audit summary describes AI Interviewer as built to conduct automated screening interviews using a large language model, with an LLM generating questions and another LLM scoring the transcript.

    eightfold.ai/wp-content/uploads/eightfold-ai-interviewer-summary-of-bias-audit-results.pdf
    System Description (p. 5)

    Statement B

    The AI Interviewer product page says it runs on a Talent Intelligence engine trained on real-world career trajectories, not a generic LLM.

    eightfold.ai/products/ai-interviewer/
    FAQ, What makes AI Interviewer different

    Which models generate questions and score answers, and whether they are general-purpose LLMs, is a question for Eightfold. The product page does not say the product uses no LLM; it says the engine is not a generic one.

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

    Signature date of the AI Interviewer bias audit

    Statement A

    The AI Interviewer bias audit results page heads the audit Audited June 29, 2026 | Signed: July 28, 2026.

    eightfold.ai/trust/ai-interviewer-bias-audit-results/
    page header

    Statement B

    The same page's audit details, and the audit summary PDF, give the signature date as July 8, 2026.

    eightfold.ai/wp-content/uploads/eightfold-ai-interviewer-summary-of-bias-audit-results.pdf
    Letter from the Lead Auditor (p. 4)

    Recorded under D-143; not resolved.

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

    Whether AI Interviewer acts after a recruiter's first advance

    Statement A

    Responsible AI page: the AI provides recommendations and explainability to support hiring teams; it does not autonomously reject a candidate or advance one through a hiring stage on its own.

    eightfold.ai/trust/responsible-ai/
    FAQ

    Statement B

    AI Interviewer page FAQ: Recruiters advance the candidate once. Eightfold AI Interviewer takes it from there.

    eightfold.ai/products/ai-interviewer/
    FAQ

    Recorded under D-143 (finding R-22), not resolved. What AI Interviewer does after the first advance without a person's decision is a question for Eightfold.

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

  2. Greenhouse Software vendor

    Greenhouse Real Talent: Talent Matching

    Screening and ranking
    Built into the platformSuggests
    Customer HR team
    Quote only
    None found in the sources read
    Summary, 1 AI features, conflicts

    Greenhouse describes Talent Matching as a core component of Real Talent, a feature set that sorts applications into tiers against job criteria that recruiters choose and weight.

    Greenhouse says the feature does not advance or reject anyone: it compares each resume with the recruiter's criteria, shows the basis for each result and leaves the decision to the recruiter.

    Warden AI, engaged by Greenhouse, publishes a monthly bias audit; its October 14, 2026 report reported the same scoring rate and an impact ratio of 1.00 for every sex and race/ethnicity group tested, using the auditor's own test profiles because it had no access to historical data.

    AI features

    • Talent Matching Suggests

    Unclear or conflicting

    Whether Talent Matching produces a single score

    Statement A

    Greenhouse's AI principles: Greenhouse does not assign a single numerical score to rank candidates and instead surfaces discrete categories (Strong, Good, Partial, Limited) with explanations.

    greenhouse.com/ai-principles
    No composite people-scoring

    Statement B

    Warden AI's audit report, linked from Greenhouse's bias audit statement: Talent Matching assesses each candidate against customer-defined, weighted criteria and an overall match score is produced; output: match score.

    trust.warden-ai.com/greenhouse/talent-matching/nyc
    System overview

    Recorded under D-143, not resolved. Greenhouse's Real Talent page also refers to the data underlying match scores (C-30444).

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

  3. Interviewing, Screening and ranking
    Agents and automated actionsSuggests and acts
    Customer HR team
    Quote only
    None found in the sources read
    Summary, 3 AI features, conflicts

    Greenhouse Voice AI conducts a two-way voice interview on the candidate's schedule, asks follow-up questions against the questions and rubric the hiring team sets, and returns a score, transcript and per-question explanations.

    Greenhouse says scoring is rubric-based on audio transcripts and leaves out accent, tone, fluency, pace, personality and confidence.

    It states that Voice AI never advances or rejects a candidate and that recruiters can override every score.

    Greenhouse sells it as a standalone annual subscription priced on headcount, with or without its own applicant tracking system.

    AI features

    • Voice AI interview Acts
    • Interview scoring and explanations Suggests
    • Cheat and inconsistency detection Suggests

    Unclear or conflicting

    Whether Voice AI is inside Greenhouse's ISO/IEC 42001 audit scope

    Statement A

    Voice AI page, governance features: Voice AI sits inside Greenhouse's ISO/IEC 42001 audit scope.

    greenhouse.com/voice-ai-interviewing
    Built for compliance and governance, key features

    Statement B

    Same page, FAQ: Greenhouse is ISO 42001 certified, and Voice AI is in scope for its next audit cycle in Q4.

    greenhouse.com/voice-ai-interviewing
    FAQ: How do you make sure it stays secure, compliant and fair?

    Recorded under D-143, not resolved. The FAQ does not give the year of the Q4 cycle.

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

  4. Assessment and testing, Screening and ranking, Interviewing
    Established machine learning and rules, Built into the platformSuggests and acts
    Vendor, Customer HR team
    Not stated
    None found in the sources read
    Summary, 4 AI features, conflicts

    Harver's platform evaluates a candidate's personality, cognitive abilities and job-specific skills to produce a Matching Score and a Recommended outcome, with module weights and scoring thresholds that users can configure.

    Harver says it also uses AI for spoken language assessments, video interview analysis, explanations of the traits measured and automated steps such as stage progression and interview scheduling.

    Harver publishes a bias audit summary by BABL AI, dated November 4, 2025, on April to May 2025 data that quantified impact by gender and race/ethnicity only.

    Its reported impact ratios range from 0.750 to 1.000, with groups under 2% of applicants not reported.

    AI features

    • Matching Score (predictive assessments and matching) Suggests
    • AI assessments (spoken language, video interview analysis) Suggests
    • Explanations of results Suggests
    • Automation (stage progression, scheduling, fraud detection, chatbot) Acts

    Unclear or conflicting

    Whether candidates progress without a person's decision

    Statement A

    Responsible AI page: Harver's AI is decision-support, not decision-making, and human judgment remains central.

    harver.com/why-harver/responsible-ai-in-hiring/
    FAQ: What type of oversight is in place for AI decisions?

    Statement B

    Same page lists 'automated stage progression' and 'automatic interview scheduling' as AI uses, while its FAQ says scheduling and screening are rule-based automation, not AI (C-30468).

    harver.com/why-harver/responsible-ai-in-hiring/
    Harver's Use of AI: Automating; FAQ on automation and AI

    Recorded under D-143, not resolved. Whether a candidate can move or stop at a stage on a Matching Score threshold without a person's review is not stated; Harver separates rule-based automation from AI (C-30468).

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

  5. Interviewing, Assessment and testing, Screening and ranking
    Established machine learning and rules, Agents and automated actionsSuggests and acts
    Vendor, Customer HR team
    Quote only
    None found in the sources read
    Summary, 3 AI features

    HireVue's 2025 Explainability Statement says it uses AI to score video interviews and game-based assessments, which it describes as a structured way for recruiters to screen many candidates.

    Its interview scoring works from a transcript of what the candidate says and does not analyze video, facial expressions or tone of voice, while its games can measure competencies including personality characteristics.

    Its AI Interviewer drafts questions and rubrics from the job description for the customer to approve, holds the conversation with follow-up questions, and scores each answer for recruiters to review in the applicant tracking system.

    HireVue's 2025 Explainability Statement says the employer makes the final decision, and that candidates can opt out of AI evaluation of interviews and be rated by recruiters on the same scales instead.

    AI features

    • AI-scored video interview assessment Suggests
    • Game-based assessments Suggests
    • AI Interviewer Suggests and acts
  6. Recruiting and sourcing, Screening and ranking, Interviewing +1
    Built into the platform, Agents and automated actionsSuggests and acts
    Customer HR team
    Quote only
    None found in the sources read
    Summary, 4 AI features

    iCIMS describes iCIMS AI as agents and AI features that support sourcing, matching, engagement and coordination across hiring, with recruiters choosing how much autonomy to enable.

    Its Candidate Ranking feature matches candidate skills and experience to a job description and surfaces the highest-matching candidates, and AI Talent Explorer ranks applicants by role fit in each job.

    The AI Sourcing Agent, which iCIMS says runs on Anthropic's Claude, searches the customer's own iCIMS candidate database and can send invite-to-apply emails automatically. iCIMS says independent auditors reviewed Candidate Ranking for bias in November 2022 and November 2023, and that it provides a summary of findings to customers on request.

    AI features

    • Candidate Ranking (Role Fit) and AI Talent Explorer Suggests
    • AI Sourcing Agent Suggests and acts
    • Other iCIMS AI features (talent matching, GenAI search assistant, AI-generated interview questions, career site chatbot, email writing) Suggests
    • Frontline AI Not stated
  7. Microsoft Platform provider

    LinkedIn Recruiter with Hiring Assistant

    Recruiting and sourcing, Screening and ranking
    Agents and automated actions, Built into the platformSuggests and acts
    Customer HR team
    Quote only
    None found in the sources read
    Summary, 4 AI features, conflicts

    LinkedIn, part of Microsoft's Productivity and Business Processes segment, sells Hiring Assistant as an add-on to LinkedIn Recruiter.

    LinkedIn describes it as an agent that turns a recruiter's intake into searches, sources candidates across LinkedIn, drafts outreach and evaluates applicants from LinkedIn and the customer's applicant tracking system against the hiring criteria.

    Its white paper says it categorizes applicants against user-defined thresholds of requirements met but does not move them into the pipeline or screen them out, leaving those decisions to recruiters.

    AI features

    • Intake and sourcing Acts
    • Applicant evaluation Suggests
    • Outreach and pre-screening Suggests
    • Hiring Assistant 2 Not stated

    Unclear or conflicting

    How the models behind Hiring Assistant are described

    Statement A

    White paper: the generative AI models for intake and search were developed by OpenAI and are used through Microsoft's Azure AI services; messaging uses an in-house model for English and GPT for other languages; candidate summaries use an in-house LLM.

    business.linkedin.com/content/dam/lem/business/en/hire/ai-transparency/liha-white-paper.pdf
    p. 10; p. 16

    Statement B

    Data flow diagram: intake, sourcing, evaluation and outreach sub-agents each run inference on Microsoft Azure and a LinkedIn in-house model, footnoted as a fine-tuned open-source model with LinkedIn Economic Graph data.

    business.linkedin.com/content/dam/lem/business/en/hire/ai-transparency/liha-data-flow-diagram.pdf
    diagram boxes; footnote *

    Recorded under D-143, not resolved. Both documents are linked from LinkedIn's AI transparency page; the PDF files carry creation dates of March 18 and March 24, 2026.

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

  8. Recruiting and sourcing, Screening and ranking, Interviewing +1
    Built into the platform, Agents and automated actionsSuggests and acts
    Customer HR team
    Published list priceUSD 8
    None found in the sources read
    Summary, 5 AI features

    Oracle's documentation describes Job Application AI Rating, which uses generative AI to rate how well a candidate's education, experience, skills and profile match a requisition on a scale of 0 to 5.

    Since update 26C the AI Overview writes a summary of each new application that opens with an overall fit assessment and flags concerns such as employment gaps, and a candidate selection process can launch AI agents automatically at a chosen stage.

    Oracle announced Career Coach in October 2025 as a planned agentic capability that builds candidate talent profiles, recommends jobs and runs qualification screenings and mock interviews.

    Oracle's price list dated October 8, 2026 sets Fusion Recruiting at $8.00 and Recruiting Booster at $3.00 per hosted employee per month.

    AI features

    • Job Application AI Rating Suggests
    • Job Application AI Overview Suggests
    • Workflow agents launched from the candidate selection process Acts
    • Oracle Career Coach Suggests and acts
    • Generative job descriptions and AI candidate recommendations Suggests
  9. Recruiting and sourcing, Screening and ranking, Assessment and testing +1
    Built into the platform, Agents and automated actionsSuggests and acts
    Customer HR team
    Quote only
    None found in the sources read
    Summary, 4 AI features, conflicts

    Phenom describes Fit Score as AI that ranks candidates as they enter the pipeline against the skills, experience, title and location requirements a customer sets, and shows the factors behind each rating.

    Its X+ Screening evaluates applicants through knock-out and scored text questions, voice or video answers and timed case studies, and its Interview Intelligence transcribes interviews with consent and drafts summaries for the interviewer to review.

    Phenom says humans make every hiring decision and that it never trains its AI on demographic or biometric data.

    Its own pages date the Fit Score adverse-impact audit to both 2025 and 2026, and none names the auditor.

    AI features

    • Fit Score Suggests
    • X+ Screening Suggests and acts
    • AI assessments Suggests
    • Interview Intelligence Suggests

    Unclear or conflicting

    Year of the Fit Score audit

    Statement A

    AI ethics page: "Phenom Fit Score 2025 Audit Results" and "The 2025 Phenom Fit Score audit confirmed three things".

    phenom.com/ai-ethics
    Phenom Fit Score 2025 Audit Results; FAQ

    Statement B

    Fit Score page: "The 2026 Phenom Fit Score audit independently confirmed it is valid, reliable, and fair with no adverse impact detected"; the same page features a "Phenom Fit Score: 2025 Report", and the linked report page is titled "Phenom Fit Score: 2026 Report".

    phenom.com/fit-score
    FAQ on bias; Featured Resources

    Recorded under D-143; which audit is current, and its data dates, are questions for Phenom.

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

  10. Recruiting and sourcing, Screening and ranking, Interviewing
    Built into the platform, Agents and automated actions, Established machine learning and rulesSuggests and acts
    Customer HR team
    Quote only
    None found in the sources read
    Summary, 5 AI features

    SAP completed its acquisition of SmartRecruiters in September 2025 and is integrating its recruiting platform with the SAP SuccessFactors HCM suite.

    SAP's 2H 2026 release describes SmartRecruiters for SAP SuccessFactors features that screen and score applicants (Winston Screen and Winston Match), book interviews, run conversational screening interviews and post interview summaries to candidate profiles.

    Winston Match scores every candidate against the job from work history, skills, seniority and education, with an explanation and a label running from Strongly recommended to Poor match.

    SAP also describes SuccessFactors AI that extracts skills from applicant data and matches applicants to roles, and a Joule Recruiting Agent that matches candidates and schedules interviews.

    AI features

    • Winston Match (AI talent matching) Suggests
    • Winston Screen (AI candidate screening) Suggests and acts
    • Winston Companion, Winston Interview and Interview Summary Agent Acts
    • SuccessFactors AI applicant matching Suggests
    • Joule Recruiting Agent Suggests and acts
  11. Recruiting and sourcing, Screening and ranking, Interviewing +1
    Built into the platform, Agents and automated actionsActs
    Customer HR team
    Not stated
    None found in the sources read
    Summary, 4 AI features

    Paradox, whose acquisition Workday completed on October 1, 2025, sells the Workday Paradox Candidate Experience Agent, a conversational AI assistant called Olivia.

    Candidates reach it by text or chat to apply and be screened, schedule interviews against recruiters' calendars, get answers to questions, and receive offer letters and onboarding forms.

    Paradox says Olivia screens each candidate against job requirements, schedules qualified candidates automatically and can disposition those who are not a fit, without gender, race or ethnicity factoring in.

    AI features

    • Conversational screening Acts
    • Automated self-scheduling and rescheduling Acts
    • Text-to-Apply and candidate Q&A Acts
    • Offer management and automatic onboarding Acts
  12. Recruiting and sourcing, Screening and ranking
    Built into the platform, Established machine learning and rulesSuggests and acts
    Vendor, Customer HR team
    Usage-based
    None found in the sources read
    Summary, 4 AI features, conflicts

    Workday sells AI recruiting as its Recruiting Agent, built on HiredScore: it resurfaces past applicants and CRM leads, grades applicants against job requirements with a rationale for each grade, and keeps recruiters and hiring managers updated in their existing workflows.

    HiredScore grades candidates from A to D on how well a resume matches a job's qualifications, and an opt-in release of August 2026 moves that grading to a large language model that explains each qualification it judges met or not met.

    Workday's Flex Credits rate card meters grading at 6 credits per resume and talent rediscovery at 750 credits per requisition.

    AI features

    • Candidate Grading & Insights (Spotlight) Suggests
    • Talent Rediscovery (Fetch) Suggests
    • Candidate Fast Lane Acts
    • Recruiter and hiring manager guidance Suggests

    Unclear or conflicting

    Whether HiredScore automates employment decisions

    Statement A

    Responsible AI at HiredScore datasheet: HiredScore does not automate employment decisions.

    workday.com/content/dam/web/en-us/documents/datasheets/responsible-ai-at-hiredscore.pdf
    What HiredScore's solutions do versus do not do (p. 2)

    Statement B

    Feature descriptions: Candidate Fast Lane provides the ability to automatically advance top-rated applicants through the hiring process to the hiring manager review phase.

    doc.workday.com/admin-guide/en-us/workday-feature-descriptions/workday-hiredscore/hiredscore-ai-for-recruiting.html
    Automation Recipes: Candidate Fast Lane

    Whether an automatic advance by grade counts as an employment decision, and whether Fast Lane is available today, is not stated. Recorded under D-143; not resolved.

    Unresolved · Both statements are published as found; CoE draws no inference about which governs.

Not stated means the sources read do not say. Hover or focus “sources” to see them. Each record shows the date it was last verified.