Candidate data
Know what enters the system.
Every recording, transcript, and score has a stated purpose, a retention period, and a deletion path.
Enterprise security
AI interviews your security team can sign off on.
Security, legal, and recruiting each get what they need to approve AI first-round interviews: what candidate data is collected, where it lives, who can see it, and how long it's kept.
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Data retention
Keep data only as long as you need it.
Set a retention window for your workspace. Data is deleted when it expires, or sooner on request.
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Access
The right evidence. To the right people.
Role-based access and single sign-on keep each candidate's evidence visible only to the hiring team for that role.
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AI boundaries
Know how candidate data is used.
How interview data is handled, including retention and deletion, is described in the Privacy Policy.
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Audit trail
Every decision leaves a record.
Structured interviews, rubric scores, transcripts, overrides, and hiring decisions create a record your team can inspect.
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Compliance
Built for your review, not around it.
Built to support security, legal, and recruiting review - not a replacement for your compliance program.
Security review
Security before scale.
Review how GlowHR handles candidate data, access, retention, and AI processing before bringing AI first-round screening into your hiring workflow.