For enterprise
Hiring AI you can defend.
Verified, anonymous-first hiring with the security, residency, and immutable audit trail your legal, security, and compliance teams require — from the EU AI Act to UAE Emiratization.
- SAML single sign-on
- In-region data residency (configured with you)
- Decisions logged by design
Jurisdiction coverage
Live audit trail
- Data pinned to regionResidency: EU
- Bias-audit export generatedNYC LL 144
- Hiring decision recordedHuman-in-the-loop
- Identity revealed with consentLogged · per company
Security & access
Built for your security review
The controls your IT, security, and data-protection teams expect — standard on every enterprise deployment.
SAML SSO & IP allow-listing
Single sign-on with your IdP, just-in-time account provisioning, and IP allow-listing so the right people get in — and only them.
Scoped roles (RBAC + ABAC)
Admins manage billing, SSO, branding, and the team. Recruiters operate only within their assigned jobs and pipelines — enforced server-side.
Encryption & session control
Encryption in transit and at rest, rotating signed sessions, and removing a member revokes their sessions immediately.
In-region data residency
Pin talent data to the EU, India, or the UAE to satisfy GDPR, DPDP, and PDPL. Residency is configuration, not a custom build.
Immutable audit trail
Every reveal, decision, and access event is logged immutably and exportable — the evidence your auditors ask for, already gathered.
No PII to any model
Identity is stripped at a hard architectural boundary before any AI sees a talent profile. Anonymity is enforced, not best-effort.
Compliance-native
Built for the rules in every jurisdiction you hire
CalHire is the AI provider, so we build the high-risk controls in — and hand you the evidence.
- EU
EU AI Act
Designed to meet high-risk requirements ahead of Dec 2027: risk management, data governance, human oversight, logging, and post-market monitoring.
- US
NYC Local Law 144
Bias-audit-friendly records, talent notice, and opt-out for automated employment decision tools.
- US
Colorado & Illinois AI
Coverage for the Colorado AI Act and Illinois HB3773 / AI Video Interview Act — text-only AI, no video analysis.
- US
EEOC · Title VII
Blind evaluation plus a reveal-consent ledger form documented 4/5ths bias-mitigation controls.
- EU · IN
GDPR & India DPDP
Lawful basis, consent, export, and erasure with a retention policy applied across the platform.
- UAE
UAE PDPL residency
In-region data residency for the UAE, with PII stripped before any AI processing.
Reach 10% Emirati hires, with records to show it
Record document-verified Emirati status, assess on blind skills, and generate the quota and compliance reporting mainland firms need — without the fines for fake Emiratization.
- Emirati talent pool (document-verified status)
- Blind, skills-only vetted assessment
- Quota + audit reporting
Control & scale
Everything a large org needs to run hiring
From your brand on the front to your auditors at the back — configured to your organization.
White-label & custom domain
Your brand, your domain. Talent and clients see you, not us.
ATS integration
Sync hired, revealed talent to your ATS. Identity flows only after a consented reveal.
Built for volume
Seats, active jobs and talent volume sized to your organisation, agreed with our team.
Compliance console
A live view of audit trails, bias-audit exports, and reveal-consent records.
Dedicated CSM and response SLA (add-on)
A named customer success manager and a contractual response-time SLA, available as an add-on.
One talent, seen across departments
When a talent has applied to more than one team in your organisation, their scorecard shows the other roles and departments they applied to, so hiring teams can coordinate instead of competing. The talent stays anonymous, the view opens only from a pipeline the recruiter already has access to, and nothing is shared outside your organisation.
Rollout
Onboarding that respects your governance
Only your admin onboards; everyone else operates in scope. Provisioning, branding, and residency are set once.
Admin onboards
Your org admin sets up the workspace, SSO, branding, and data residency region.
Invite your team in scope
Team members sign in with their own email and operate only within their assigned roles and jobs.
Configure roles & scoring
Define job-score weights, reveal stages, and approval flows for each hiring team.
Go live with your CSM
Launch with a dedicated success manager, an SLA, and a compliance console from day one.
Talk to sales
See CalHire on your hiring
Tell us a little about your team and we’ll put together a demo and a plan that fits. No pressure, no obligation.
- A 30-minute walkthrough tailored to your hiring volume and regions
- A security & compliance overview for your review team
- A custom plan and pricing for your organization
Enterprise questions, answered
What security, legal, and procurement teams ask before they buy.
How does CalHire support EU AI Act compliance?
Where is our talent data stored?
Do you support SAML SSO?
Can we white-label CalHire and use our own domain?
How does Emiratization compliance work?
What does enterprise pricing look like?
Compliance and fairness reading
What the regulations require of a hiring process, and how to evidence it.
The EU AI Act and hiring: what recruitment teams are responsible for
AI used to recruit or evaluate candidates is high-risk under the EU AI Act. What that means for employers, what providers owe you, and what to ask vendors.
ReadNYC Local Law 144: a practical compliance checklist
Local Law 144 requires an annual independent bias audit, a published summary, and advance notice to candidates. What each obligation means operationally.
ReadThe four-fifths rule: how to test your hiring for adverse impact
The four-fifths rule is a rule of thumb, not a legal safe harbour. How to calculate it, where it misleads, and how to find the stage causing the disparity.
ReadA practical guide to Emiratization-compliant hiring
UAE mainland firms must reach 10% Emirati hires in skilled roles. How to hit the target with verified talent, blind assessment and documented records.
ReadGDPR and candidate data: what recruiting teams get wrong
Consent is usually the wrong lawful basis for recruitment. What to rely on instead, how long to keep applications, and the rules on automated decisions.
ReadUAE PDPL and candidate data: what recruiters in the Emirates need to know
The UAE has a federal data protection law plus separate free-zone regimes. Which applies to your hiring, and what changes about handling candidate data.
ReadThe biases that actually change hiring outcomes
Awareness training does not fix bias. A guide to the biases that measurably move hiring decisions, and the process change that neutralises each one.
Read