Buying AI-Powered Hiring Tech? Here’s the Checklist Every HR & TA Leader Needs

AI is flooding the HR tech market. From sourcing to screening to interviewing, nearly every vendor now claims to have “AI-powered” solutions that promise faster, fairer, smarter hiring. But how do you evaluate AI hiring tools in a way that cuts through the hype and exposes the risks?

Not all AI is created equal—and when applied carelessly, it can reinforce bias, obscure decision-making, and trigger compliance nightmares. Just ask the legal teams now facing class action lawsuits for AI-driven discrimination.

That’s why choosing the right tool requires more than a feature list. You need a real evaluation framework. Below is your checklist—what to ask, what to look out for, and how to spot red flags—if your goal is ethical, skill-based, and future-ready hiring.

The AI Hiring Tech Evaluation Checklist

Use this checklist when considering any AI-powered solution—from screening and assessments to interviews and decision support when thinking about how to evaluate AI hiring tools into your HR tech stack:

1. Skill Validation and Job Relevance

Questions you should ask:

• Does the AI evaluate based on job-specific skills?
• Are the assessments/interviews tailored to the role?

Red Flags:

• Generic assessments
• AI trained on resume data or past hires
• Relevance to the role is unclear

2. Bias Prevention and Fairness

Questions you should ask:

• How does the tool mitigate bias?
• Is the AI audited for performance across demographics?

Red Flags:

• AI trained on internal workforce data
• No demographic analysis or bias testing
• No human override or transparency

3. AI Transparency and Explainability

Questions you should ask:

• Can the vendor explain how the AI reaches decisions?
• Is there an audit trail?

Red Flags:

• “Black box” scoring with no justification
• No documentation or candidate-level transparency

4. Fraud Prevention and Candidate Integrity

Questions you should ask:

• Is there AI proctoring or ID verification?
• How are fraudulent attempts flagged and handled?

Red Flags:

• No candidate identity verification
• Over-reliance on unsupervised video interviews
• No protection against AI-generated candidates or third-party cheating

5. Integration with Your ATS and Workflow

Questions you should ask:

• Does it integrate with your ATS (Workday, SuccessFactors, etc.)?
• Can skill data be accessed inside your hiring workflows?

Red Flags:

• Manual data transfer
• No in-system visibility into skill evaluations
• AI makes decisions in isolation from recruiter oversight

6. Compliance and Regulatory Readiness

Questions you should ask:

• Is it compliant with EEOC, GDPR, CPRA, NYC Local Law 144?
• Does it offer reporting and audit documentation?

Red Flags:

• No mention of legal frameworks
• No documentation available for compliance audits

7. Candidate Experience and Transparency

Questions you should ask:

• Are candidates informed when AI is used?
• Do they receive feedback or score summaries?

Red Flags:

• No transparency about AI use
• No post-assessment feedback
• Poor candidate experience or confusing UX

8. Data Privacy and Security

Questions you should ask:

• What data is collected, and how is it stored?
• Are there anonymization and consent protocols?

Red Flags:

• Vague or hidden data practices
• Use of sensitive attributes for training
• No user control over data retention or sharing

 9. Strategic Fit

Questions you should ask:

• Will this platform support your shift to skills-based hiring?
• Can it scale fairly across roles and regions?

Designed for Fairness. Tuned for Skill

We built our platform to do one thing exceptionally well: validate skill—not screen people out based on bias-prone proxies. For HR and TA leaders asking how to evaluate AI hiring tools, the answer starts with transparency, fairness, and real-world skill validation. Glider AI:

• Evaluates real-world skills via task-based assessments and Agentic AI Interviews
• Incorporates AI proctoring and fraud detection to protect hiring integrity
• Offers full transparency, audit trails, and human-in-the-loop oversight
• Integrates directly with your ATS to enhance—not replace—recruiter judgment
• Never makes decisions based on who currently works at your company or biased historical data

We help hiring teams make smarter, faster, and fairer decisions—backed by AI you can trust.