Hiring tools that run in your browser
No account, no email, no upload. Both tools compute entirely on your machine, which is the only honest way to handle a job advert you have not published or selection rates by demographic group.
Two free tools for hiring teams. The adverse impact calculator applies the four-fifths rule to your selection data and reports impact ratios with small-cohort warnings. The job description checker flags wording that narrows an applicant pool before you publish. Both run entirely in the browser: nothing is uploaded, stored or transmitted.
Adverse impact calculator
Enter applicants and selections per group and get selection rates, impact ratios and a four-fifths verdict, with the small-cohort caveats that make the number mean something.
Job description checker
Paste a job advert and see the wording that narrows your applicant pool: age proxies, gendered language, native-speaker requirements and the rest.
Which one you need
They sit at opposite ends of the same problem. The job description checker works before anyone applies: it reads the advert and flags the phrasing that quietly shrinks the pool — age proxies, gendered wording, native-speaker requirements, degree demands standing in for skills. Nothing has gone wrong yet, which is the only point at which this is cheap to fix.
The adverse impact calculator works after: it takes the applicants and selections you actually recorded and computes selection rates and impact ratios, so you can see whether a stage of your process produced an unequal outcome. Run it per stage rather than across the whole funnel — a whole-funnel figure averages away the one stage doing the damage.
Neither is a compliance sign-off. A ratio below 0.8 is evidence requiring investigation, not a finding; a clean advert is not a defence for the process that follows it. Both are instruments for finding where to look.
Why they run in your browser
Consider what the inputs are. Selection rates broken down by demographic group are among the most sensitive figures a hiring team holds — they are the numbers a regulator would ask for. An unpublished job advert is commercially sensitive in a smaller way but sensitive all the same.
So there is no network request in either tool and no endpoint that could receive one. The computation happens on your machine, and closing the tab is the whole of the deletion policy. That is a design constraint rather than a promise: there is nothing to retain because nothing is ever sent.
The vocabulary these tools use
Plain definitions of every term the results page assumes you already know.
Four-fifths rule
A screening test for adverse impact: a selection rate below four-fifths of the highest group’s rate is evidence of adverse impact requiring investigation.
Full definitionAdverse impact
A substantially different rate of selection for a protected group resulting from a neutral-seeming employment practice, whether or not anyone intended it.
Full definitionSelection rate
The proportion of candidates from a given group who pass a particular stage of a hiring process.
Full definitionBias audit
An assessment of whether a hiring tool produces different selection rates across protected groups, performed by a party independent of the tool’s vendor.
Full definitionResume screening
Reviewing submitted resumes to decide who continues in a process, usually against criteria such as keywords, years of experience or education.
Full definitionRead further
Where disparities come from, and how to write an advert that does not create one.
The 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.
ReadHow to write a skills-based job description
Most job descriptions are a wish-list of proxies. How to write one around measurable skills, plus the wording that shrinks your applicant pool.
ReadDropping the degree requirement: what has to replace it
Removing a degree requirement without replacing the signal makes hiring more subjective, not less. What the degree was doing, and what to measure instead.
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