What CalHire actually does
Eleven capabilities, each one a working part of the platform rather than a roadmap item. Every page states what it does not do as plainly as what it does.
CalHire replaces resume screening with a verified skills profile. Candidates prove their ability once through a supervised assessment, employers review that pipeline anonymously and rank it on a composite score, and a candidate’s real identity is released to one employer only after they consent. Each capability below is a distinct part of that flow.
Verified skills assessment
One supervised assessment produces a skills profile an employer can check, instead of a resume they have to take on trust.
Anonymous candidate screening
Employers evaluate candidates with no name, photo, age, school or employer attached, because that information is never sent rather than merely hidden.
Composite scoring and blind ranking
A composite score you set the weights for, defaulting to 40 percent test, 35 percent interview and 25 percent role fit. It orders a list. It never makes a decision.
AI text interview
A structured, text-only interview that asks every candidate the same core questions and scores against a fixed rubric. No video, and no personal data ever reaches the model.
Work-sample assessments
A realistic, bounded task for roles where a knowledge test is not enough. Scored against a rubric written before anyone attempts it.
Assessment integrity without surveillance
Four families of signal, each with a confidence level and PII-free evidence. No webcam, no verdicts, and environmental flags are excluded from scoring where accommodations apply.
Identity broker and staged reveal
CalHire holds the candidate’s identity. An employer requests it, the candidate consents or declines, and consent releases it to that one employer with an immutable record.
Zero ghosting and candidate report cards
Every candidate who does not get the job receives a report card explaining where they stood and what to work on. It is automatic, and it is not optional.
AI governance, bias auditing and the audit trail
Adverse-impact analysis on the four-fifths rule, a hash-chained audit trail, candidate appeals, and DSAR handling. The evidence exists before anyone asks for it.
Hiring analytics, benchmarks and talent rediscovery
Funnel analytics on your own hiring, anonymised cross-tenant benchmarks that only publish above a cohort floor, and rediscovery of candidates already in your pipeline.
ATS integration and the public API
Deep connectors for Workday, Greenhouse, Lever and SAP SuccessFactors, a generic webhook connector, and a REST API. Identity syncs only after a reveal.
Enterprise controls
SAML single sign-on, job-scoped permissions, departments and approvals, custom domains, white-labelling and data residency, with tenant isolation enforced in the database.
For recruitment agencies
Run a verified talent pool across multiple clients under your own brand, with client workspaces kept separate and placement commissions tracked in a ledger.
Try it on one role
Post a role free and review anonymous, skill-ranked candidates before you commit to anything.