Human oversight
Share of scored interviews with a recorded human decision, how often your people disagreed with the AI suggestion (and in which direction), decisions with a note, median time to decide, and anything left undecided for over 14 days.
CRITICAL HIVE Compliance & fairness
Evidence that people decide. Tools to test for bias. Data you can delete.
AI hiring tools are asked three questions: who decided, was everyone assessed the same way, and what do you keep. Critical Hive answers them with records from your own workspace, a bias test you run on your own data, and retention controls that preview before they delete.
- Human-oversight evidence
- Bias test on your own data
- Preview before delete
- Not legal advice
COMPLIANCE PACK · ILLUSTRATIVE
- Human decision recorded on every scored interview
- Recruiter disagreed with the AI on a share of decisions, stricter or more lenient
- 0 automated decisions
- Adverse-impact test on the group labels you supply
- Retention: preview what is due, then confirm
ILLUSTRATIVE
01 The compliance pack
An operational record you can print.
Choose a period from 30 days to two years, then save it as a PDF. Admins only.
Consistent assessment
For each role: the same questions and rubric for every candidate, the score spread, and a warning if a role was scored by more than one engine, because those scores are less comparable.
Notice and choice
Candidates see a plain-language notice and give consent before the interview, and can ask for a human interview instead. The pack counts both.
Integrity flags and outcomes
A sanity check that integrity flags are not dragging down skill scores, with the decline rates shown side by side so a person can judge.
AI use register
Each use of AI, the model, what goes in and out, and the human step. Plus a plain list of what Critical Hive never does: no emotion, face, accent or voice analysis, no inferring protected attributes, no stored video, no rejection without a person.
Your obligations, at a glance
Items the product evidences are marked In place. Items that are your job, such as privacy-policy wording, an impact assessment and reasonable adjustments, are marked Your action.
02 Adverse-impact test
Test for bias without us guessing anyone's identity.
Critical Hive never infers gender, age, ethnicity or any protected attribute. If your organisation holds that information lawfully, you bring it.
- Paste or upload email and group rows from your own records
- Compare Advance decisions, AI suggestions or a score threshold between groups
- Four-fifths rule plus a significance check, with small groups shown but not compared
- Group labels are matched for that one calculation and are not stored. Only counts reach the audit log
- Clear caveats: a screening heuristic, not a legal finding, and a clean result is not proof
NOT LEGAL ADVICE
A record, not a certificate.
Critical Hive does not certify compliance with any law or standard, and this page makes no such claim. It gives your team the evidence and tools to answer questions from candidates, clients and regulators honestly.
Read the AI interview disclaimer03 Data retention
Preview first. Delete only on confirmation.
Set how long candidate data is kept. Critical Hive shows what is past that period and waits for you.
Preview
See how many candidate records, invitations, bookings, notifications and log entries are due, the oldest few as initials, and what is exempt. Planning changes nothing and never shows names or emails.
Confirm
An admin types DELETE. The request carries a fingerprint of the exact preview, so if anything changed in between, it is refused and you review again.
Or automate, opt-in
Automatic deletion is a separate switch, off by default, with its own warning. It checks every six hours and deletes at most 200 candidates at a time, oldest first.
Audited
Every deletion is logged with counts only. Candidates can be placed on legal hold, and candidates marked hired are skipped.
WHAT HAPPENS TO EACH RECORD
Deleted: candidate records with their transcript, scores, report, selfie and passport link; their bookings; log and notification entries older than the period. Anonymised: invitations (name, email, CV and link removed; dates kept so statistics still work). Never touched: roles, team members, and anything held in Workday, your email provider or your calendar. Deletion is permanent and makes no backup copy.
04 FAQ
Compliance and fairness, answered.
Related: the fraud & integrity report and our privacy policy.
Does this make us compliant with AI hiring laws?
No. The compliance pack is an operational record and self-assessment aid, not legal advice or a certification. Rules differ by jurisdiction and are changing. It helps you evidence what you do, and shows which obligations are your action. Confirm requirements with a qualified adviser.
Does Critical Hive work out candidates' gender, age or ethnicity?
Never. It does not infer protected attributes from names, photos, voices or text. The adverse-impact test only works if you supply group labels your organisation holds lawfully, for example from your HRIS, and those labels are used for one calculation and not stored.
What does the bias test actually do?
It compares selection rates between the groups you supply using the four-fifths rule, adds a significance check, and declines to compare groups that are too small. It is a screening heuristic. A flag means investigate, a clean result does not prove there is no bias, and it is not a legal finding.
Can we prove a person made each decision?
The pack shows how many scored interviews have a recorded human decision, how often your people disagreed with the AI's suggestion, whether decisions carry notes, and how long they take. Every decision has a named person in the audit log. Automated decisions are zero because the product has no path that records one.
How does data retention work?
You choose a retention period. The retention card previews exactly what is past it, and nothing is deleted until an admin types DELETE and confirms the same preview. Automatic deletion is a separate switch that is off by default and limited to 200 candidates per check. Deletion is permanent.
What is deleted and what is kept?
Candidate records are deleted with their transcript, scores, report, selfie and shared passport link. Invitations are anonymised, with name, email and CV removed but dates kept so your statistics still work. Related bookings, notifications and log entries older than the period are deleted. Candidates on legal hold or marked hired are exempt, and roles and team members are never touched.
Does deletion reach Workday, our email provider or our calendar?
No. Those are separate systems with their own retention, and the page says so. Critical Hive also makes no backup copies when it deletes, so export what you need first.
Is the AI use register accurate?
It is generated from how the product actually works: where AI is used (drafting the interview, follow-up questions, scoring, and a live camera frame check), the model, the inputs and outputs, and the human step at each point. It also lists what Critical Hive never does.
GUIDES Read next
Practical guides for Australian hiring teams.
AI · 3 MIN
Are AI Interviews Fair? Test Bias with the Four-Fifths Rule
No AI tool is bias-free. Learn how to run a four-fifths adverse-impact check on your own shortlist data and what the result can and cannot tell you.
AI · 3 MINAI Interviews and the Privacy Act: A Guide for Australian Employers
What Australian employers should ask before using AI interviews: Privacy Act duties, consent, automated decisions, retention and vendor checks.
AI · 7 MINAI Interview Platforms in Australia: 2026 Buyer's Guide
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Show your work.
Keep only what you should.
The compliance pack and retention controls are in every workspace. Try them in a free pilot.