HireVueHigh Risk
Video Interview
AI-powered skill validation platform using video interviews, game-based assessments, and virtual job tryouts. Uses machine learning to analyze communication patterns, behavioral analytics, and role-specific competencies.
AI Features
- Interview Insights with AI analysis
- Virtual job tryouts and skill validation
- Game-based cognitive assessments
- Structured interview evaluation with NLP
- Behavioral analytics and competency scoring
- Automated candidate engagement
Applicable Laws
NYC Local Law 144Illinois AIVIColorado AI ActMaryland HB 1202Texas CUBI
GreenhouseLow Risk
ATS
Applicant tracking system with structured hiring tools and integration capabilities for AI add-ons.
AI Features
- Structured interview kits
- Scorecard automation
- Integration with AI tools
- Analytics and reporting
Applicable Laws
CCPAState data privacy laws
Compliance Requirements
| Requirement | HireVue | Greenhouse |
|---|---|---|
NYC Bias Audit Required Annual third-party audit under Local Law 144 | Likely Yes | Likely No |
Colorado Impact Assessment Annual assessment for high-risk AI systems | Required | May Not Apply |
Illinois Consent Required AIVI/BIPA consent for video/biometric analysis | Yes | Check Configuration |
Candidate Notifications Disclosure that AI is being used | Required | Required |
Data Collected Types of candidate data processed |
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Key Compliance Considerations
HireVue
- AEDT under NYC Local Law 144 - requires annual bias audit
- Illinois AIVI consent required for video analysis
- Colorado AI Act high-risk system notification required
- Facial expression analysis may trigger additional biometric consent laws
- Speech pattern analysis requires transparency disclosures
Greenhouse
- Core ATS functions generally not AEDT
- AI integrations may trigger compliance requirements
- Data retention policies need review
Our Recommendation
Both Tools Require Compliance Attention
Greenhouse has a lower compliance burden, but both tools require attention to AI hiring regulations depending on how you use them.
Key steps for either tool:
- Document how AI influences employment decisions
- Implement candidate notification workflows
- Schedule bias audits if using in NYC
- Complete impact assessments for Colorado compliance