01 - Role-specific rubrics
Set role competencies and evaluation criteria before the AI first-round interview begins.
Responsible AI
AI runs the first round. People make the call.
GlowHR interviews candidates and scores each conversation against criteria your team defines. It never decides who advances, and every score comes with the evidence behind it, so a person can check it.
02 - Candidate disclosure
Tell candidates what the session records and how it will be evaluated. Recording, when enabled, is disclosed before the interview begins.
03 - Inspectable evidence
Keep transcripts, recordings when enabled and disclosed, follow-ups, scores, and review notes available for human inspection.
04 - Human accountability
People remain accountable for advancement decisions after reviewing the completed interview.
What stays human-led
AI can evaluate. It does not hire.
GlowHR is designed to give hiring teams more consistent evidence without turning hiring into an automated yes-or-no decision.
People remain accountable for hiring decisions.
Candidates are evaluated against defined role criteria - not an opaque recommendation.
Trust requires transparency about what is recorded, evaluated, stored, and reviewed.
Responsible deployment starts with transparency.
GlowHR's first-round AI interviews are designed around clear candidate expectations, role-specific criteria, and human review.