01Candidate A · Target Role · Amber alignment with minimum qualifications met.
Hiring Scorecard
A criterion-by-criterion evaluation showing scores, status, evidence, gaps, and HR notes.
COMPAS HR turns candidate evaluation into structured, explainable, and defensible hiring documentation — before decisions become difficult to justify.
Minimum qualification result documented
Interview verification priorities identified
Insufficient evidence areas separated
Verify role-specific experience, stakeholder exposure, and evidence quality before final decision documentation.
Were candidates evaluated against the same role-specific standards?
Was the decision based on documented evidence, not interpretation?
Could someone understand how the decision was reached after the fact?
Two inputs. Thirty seconds. A directional estimate your leadership team can discuss.
Hiring Risk Estimator
Based on published Canadian and U.S. employment-risk benchmarks plus internal model assumptions. Adjust the inputs below.
Some roles use scorecards. Documentation is inconsistent.
Your current process leaves identifiable gaps. Your report shows exactly where and how to fix them.
How COMPAS reduces this risk
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Get your full risk report with your exposure breakdown, documentation score, and the exact gaps to fix.
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Directional estimates only. Informed by published Canadian and U.S. employment-risk benchmarks plus internal model assumptions. Not legal advice. Does not predict liability or legal outcomes.
This estimator is directional only. It is based on published employment-risk benchmarks and internal model assumptions.
It is not legal advice and does not predict liability.
COMPAS HR turns the same structured evaluation record into the documents hiring teams need before, during, and after review.
A criterion-by-criterion evaluation showing scores, status, evidence, gaps, and HR notes.
Panel-ready questions that verify documented gaps, with success signals and watch areas.
Clear candidate-facing language that explains the decision without exposing internal scoring logic.
Manager-ready guidance for activating strengths, watching risks, and supporting the first 90 days.
Resume, job criteria, role context, and employer requirements are captured in one structured record.
Minimum qualifications, required criteria, preferred criteria, and review areas are separated clearly.
Candidate claims are checked against documented evidence and role requirements.
Interview questions focus only on verified gaps, risks, and unresolved evidence areas.
Scorecards, interview guides, decision communication, and onboarding handoffs are produced from the same record.
Disclosure Readiness
Requires employers to disclose AI use in publicly advertised hiring workflows.
COMPAS Response Layer
Auditability
Automated employment decision tools may require bias-audit readiness and public-facing transparency.
COMPAS Response Layer
Human Oversight
High-impact AI systems require risk-aware governance, documentation, and review controls.
COMPAS Response Layer
Explainable Outcomes
Employment-related AI systems face heightened expectations for transparency, governance, and accountability.
COMPAS Response Layer
Interview Reviewability
AI-assisted interview workflows require clear disclosure, evaluation boundaries, and reviewable handling.
COMPAS Response Layer
DECISION RECORD LAYER
COMPAS creates reviewable decision environments where evidence, verification, reviewer observations, and governance controls remain connected throughout the hiring process.
Operational Review Surface
Minimum qualification threshold satisfied. Decision posture remains Amber while evidence verification and reviewer alignment continue.
Minimum qualification result documented
Interview verification dependencies remain active
Hiring review surface open for observation and scoring
Insufficient-evidence signals isolated from assumptions
Describe a specific example where you turned data analysis into a recommendation for a decision-maker or stakeholder.
Verified analytical foundation is present, but stakeholder-facing application must still be confirmed against role context.
Reviewer confirms whether the example shows recommendation logic, business judgment, and measurable consequence.
COMPAS HR creates the structure before risk appears — so every evaluation can be reviewed, explained, and defended.
Human reviewers remain responsible for final decisions.