Frequently asked questions
Everything about what hire.center measures, how it stays fair and compliant, and how pricing works. Can't find it? Email [email protected].
The basics
What is hire.center?
A behavioral simulation assessment platform. Candidates complete one live, AI-driven workplace-crisis conversation, and we score how they communicate, decide and stay composed under pressure — with a verbatim quote from their own words behind every score. It's decision-support for a human hiring decision.
Is this an 'AI interviewer'?
No. An AI interviewer asks questions and often scores or screens automatically. hire.center runs a dynamic simulation and produces advisory evidence for a person to weigh. The AI never makes the hiring decision. See how the approaches differ.
Who is it for?
Teams hiring for roles where behavior under pressure matters — customer support and success, sales, and frontline or operations management are natural fits. See use cases.
The assessment
What exactly does it measure?
Two axes: 2–8 role-relevant transferable skills chosen from 14 O*NET/ESCO-mapped skills, plus a fixed five-trait Composure Profile (Stress Tolerance, Self-Control, Adaptability, Cooperation, Empathy). Each is scored 1–5 with quote-backed evidence. The science.
How long does it take a candidate?
About 15 minutes for one live scenario. There's nothing to install — the candidate opens a link and starts.
Can candidates game it with AI?
It's much harder than gaming a quiz or a one-way video. The scenario is dynamic and pushes back, follow-ups probe for real reasoning, and scoring requires evidence in the candidate's own words. Rehearsed or AI-generated answers tend to unravel under pressure.
What if a skill never came up in the conversation?
The model returns "insufficient evidence" for that skill rather than inventing a score. We'd rather show an honest gap than false precision.
What languages are supported?
The simulation can run in the candidate's language (English and others, including e.g. Finnish), while scoring rationale is standardized. Occupation search accepts many languages and resolves to the standard taxonomy.
Trust, fairness & compliance
Does the AI make the hiring decision?
Never. Output is advisory only; a human always decides. This human-in-the-loop design is central to how we align with the EU AI Act.
How do you handle bias?
The judge doesn't see names, résumés, photos or demographics; every candidate faces the same structured scenario; scoring is construct-focused and separates tone from substance; and every score is inspectable via its quote. No tool is bias-free — we design to minimize it and give you the evidence to audit outcomes. Fairness & validity.
Is it compliant with hiring-AI laws?
We build to align with the EU AI Act, NYC Local Law 144 bias-audit expectations, and GDPR. Compliance is shared between us (provider) and you (deployer); we provide the design and records to support yours. Compliance overview. This isn't legal advice.
Where is candidate data stored?
On EU-hosted infrastructure, with data minimization, defined retention, and no third-party model training on your data. Security & privacy.
Pricing & getting started
How does pricing work?
Prepaid credits — 1 credit per skill evaluated per candidate; a typical assessment is 4–5 credits; the Composure Profile is free. 12 free credits on signup; credits never expire. See pricing.
How do I start?
Create an account, define a role, and run the simulation yourself to read a real scorecard. It takes about 15 minutes and uses your free credits.
Still curious? Run one yourself.
12 free credits, ~15 minutes, a real scorecard.