AI hiring that shows its work. Every stage held to one standard.

Where AI hiring fails.

AI hiring fails in three familiar ways: it rejects people on a missing keyword, it produces a score nobody can explain, and it replaces judgement instead of informing it.

All three start in the same place. Nobody wrote down what good looks like for the role, so the software guesses, and a guess can't be checked. Pyro starts the other way round: you agree the criteria before the first CV arrives, every search result shows the passage that matched, and every score shows its reasoning.

• Keyword filters miss the engineer who ran a 40-node fleet but never wrote “platform”.
• Unexplained scores leave a recruiter unable to defend a decision to a client or a candidate.
• Automatic rejection takes the decision away from the person accountable for it.

What AI should do in hiring, and what it should not.

In Pyro that line is drawn in the product, not in a policy document. The AI reads, searches, compares and interviews. People decide, and the record shows which was which.

• Pyro's AI reads every CV in your folder, compares each application with the criteria, and runs ARIA's first round.
• It drafts the notes, the follow-ups and the scorecard. A recruiter confirms or changes each rating.
• It never rejects a candidate or moves anyone between stages. Every stage move carries the name of the person who made it.
• It does not score anyone on facial expressions or emotion.

Five kinds of AI hiring software, and where Pyro sits.

Most AI hiring tools do one job and plug into an applicant tracking system. Knowing which job each does makes a shortlist easier to read.

• Sourcing tools find people outside your database, on the open web and professional networks.
• Screening tools score and rank the applications you receive against a role.
• AI interviewers run a first-round interview with each candidate and summarise it.
• Interview intelligence tools help in, or after, interviews run by people.
• All-in-one platforms do several of these in one system. Pyro is one: it writes the posting, searches the CVs you own, screens, interviews and helps in the human round, against one standard.

Designed for the rules hiring runs under.

Here is what that looks like in Pyro. Before ARIA asks a single question, the candidate sees that they are about to speak with an AI and is asked for consent; they can decline. A posting that states an age limit or targets a protected group will not publish, whoever presses the button.

Those are design choices, not a compliance certificate. Hiring is a high-risk use of AI under the EU AI Act, anti-discrimination law applies to decisions made with software, and New York City, Illinois and Colorado have their own rules on automated hiring tools. Your obligations remain yours.

• Every decision names the person who made it.
• Diversity data is kept apart: never shown to decision-makers and never sent to the AI.
• Every AI step is logged.

How to tell whether AI hiring is working.

A hiring tool earns its place in numbers you already track. Pick a handful before you start, so the comparison is honest.

• Time from posting to shortlist, and from shortlist to offer.
• Recruiter hours spent reading CVs and running first rounds.
• How many shortlisted candidates the client or hiring manager accepts for interview.
• How many hires came from CVs you already owned, rather than paid job boards.
• Whether every decision can be explained when someone asks why.

A four-week pilot on one real role.

The fastest way to judge AI hiring software is to run one live role through it, start to finish, beside the way you work today.

• Week one: agree the criteria for the role and let Pyro grade the posting before it goes live.
• Week two: connect the folder where your CVs live, search it, and screen the first applicants.
• Week three: invite the strongest matches to an ARIA first round, and review the transcripts and scorecards.
• Week four: run the human round with the copilot, make the decisions, and compare the numbers with your last similar hire.

Agencies and startups.

Agencies are judged on the shortlist they send. Pyro reads the CVs already sitting in your shared drive before you pay a job board again, and keeps the evidence behind every name you put forward.

Startups hire without a recruiting team. Pyro drafts the posting, screens every applicant against the same criteria and runs the first round, so founders spend their time on the final interviews.