AI that carries the work. People who carry the decision.

Our agents handle coordination and evidence-gathering while hiring decisions stay with your recruiters. In the product that shows up as bounded agent permissions, explainable recommendations, complete audit logs, and human checkpoints you configure.

No. Agents screen, verify, and rank against criteria your team defines, and show the reasoning. Advancing or rejecting a candidate is a human action recorded against a named user.

Sensitive attributes are excluded from the features used for matching and ranking, recommendations are explainable so recruiters can see what drove them, and every override is logged so patterns can be reviewed over time.

Yes. Amy and the AI Voice Agent identify themselves as AI at the start of the interaction, and consent is captured before any recording.

Your candidate data serves your hiring workflows. It is not used to train models shared with other customers.

Yes. Each recommendation shows matched and unmatched criteria with source evidence, and the record is exportable for audit.

AI used in employment decisions carries elevated obligations under the EU AI Act, and both GDPR and DPDP give candidates rights over their data. RippleHire supports these with human oversight of decisions, explainable outputs, audit logs, consent management, and configurable retention and erasure. Compliance obligations sit with you as the employer; we provide the controls and the records.

No. It is how the platform is built. Amy, Interview Copilot, the AI Voice Agent, Document Validation, Shield, and anything you build in Agent Builder run under the same controls, and none of it is purchased separately.