Solutions
What CalHire actually does
Each capability below is 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. Talent proves ability once through a vetted assessment with the integrity layer on, companies review that pipeline anonymously and rank it on a composite score, and a talent’s real identity is released to one company only after they consent. Each capability below is a distinct part of that flow.
Vetted assessment
One vetted assessment produces a skills profile a company can check, instead of a resume they have to take on trust.
Anonymous talent screening
Companies evaluate talent with no name, photo, age, school or past company attached, because that information is never sent rather than merely hidden.
Composite scoring and blind ranking
A job score you set the weights for, defaulting to 35 percent vetted score, 40 percent the job’s own interview and 25 percent match. It orders a list. It never makes a decision.
AI text interview
A short, text-only interview that adapts each question to the last answer and scores every transcript on the same criteria. 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
Page, paste, timing and identity signals, each with PII-free evidence. No video recording, no verdicts, and environmental flags are excluded from scoring where accommodations apply.
Identity broker and staged reveal
CalHire holds the talent’s identity. A company requests it, the talent consents or declines, and consent releases it to that one company with an immutable record.
Zero ghosting and talent report cards
Every talent 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, talent 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 talent already in your pipeline.
ATS integration, with API access coming soon
Two-way connectors for Greenhouse, Lever, SAP SuccessFactors, Zoho Recruit and Workable; Workday receives hires. API access is coming soon. 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 talent before you commit to anything.