AI is draft evidence, not a decision
Scorecard suggestions and summaries remain editable and attributable before any hiring handoff.
Responsible AI for hiring
AI that supports interview evidence, not automated rejection.
Steeringway keeps recruiting AI explainable, reviewed by people, transparent to candidates, and controlled by employer policy.
Human oversight is the product boundary.AI drafts help reviewers work faster; they do not replace hiring judgment.
Guardrails
Designed for AI scrutiny in recruitment.
Evidence-linked review
Reviewers can connect scorecard notes to interview evidence instead of relying on opaque output.
No protected-trait inference
Steeringway avoids protected class, disability, personality, emotion, accent, biometric, and future-performance inference.
Audit before automation
Export, review, retention, candidate-impacting actions, and AI provenance are designed for traceability.
Global AI expectations
Hiring teams need more than a model feature.
AI in hiring is increasingly evaluated through fairness, transparency, explainability, human oversight, retention, and audit evidence. Steeringway presents those controls as part of the workflow.
EU AI Act: employment and worker-management AI can fall into high-risk categories, so transparency, human oversight, governance, and risk management matter.
NYC AEDT-style rules: covered automated employment decision tools can trigger notice and bias-audit expectations.
EEOC and global employment-law expectations: employers remain responsible for fair, job-related hiring decisions.
Customer policy controls: recruiting teams decide which AI assistance is appropriate for their hiring process.
Product boundary
Steeringway is an evidence-linked, human-reviewed interview workspace. It is not predictive performance scoring, automated ranking, automated rejection, personality analysis, biometric analysis, emotion recognition, or protected-class inference.