BlindStairs
BlindStairs
AUDIT-READY AI FOR TALENT TEAMS

Hiring decisions you can defend.
Speed you can trust.

Upgrade your existing ATS with an intelligence engine that cuts manual screening by 50% while generating audit-ready evidence for every hire.

Start a Pilot
See how it works

Seamless deployment. Zero data migration required.

BlindStairs AI Talent Platform
SELECTED BY
WHY NOW

The era of opaque hiring is over.

Regulatory pressure is compounding. From the EU AI Act to Pay Transparency and GDPR, the world is demanding to know how you made your hiring decisions. BlindStairs standardizes your logic to ensure you are compliant with every new rule—today and tomorrow.

  • Rising Regulatory Pressure ; Don’t just solve for one law. Future-proof your stack against AI, Pay, and Equality regulations simultaneously.
  • Reputation & Legal Exposure ; Inconsistent or biased decisions create liability. Replace "black box" guesswork with defensible data.
  • Operational Drift at Scale ; As volume grows, human scoring varies. Lock in your standards to ensure every candidate is treated equally.
See compliance & governance →
HOW IT FITS

The safety engine that sits inside your ATS.

Don’t rip and replace your current systems. BlindStairs integrates directly with your hiring stack to standardize evaluation and auto-generate audit trails—giving you compliant automation without changing your workflow.

See how it works Explore the API

Native integrations

Universal API for Greenhouse, Workday, Lever, SAP, and more.

Merit-based surfacing

Analyzes skills, not names. Highlights the top candidates instantly.

Instant defense

Every decision is logged and explainable. No black boxes. No liability.

DECISION INFRASTRUCTURE

One talent lifecycle. One decision standard.

Fragmented tools lead to fragmented decisions. BlindStairs unifies your hiring logic across every stage—from the first job ad to the final offer—ensuring consistency at scale.

1. Attract

Define your standard before the first click.

BlindStairs ensures every role starts with clear, comparable, and compliant criteria. Stop fixing biased job descriptions; prevent them from being created in the first place.

  • Inclusive language aligned with role requirements.
  • Pay transparency and regional constraints applied automatically.
  • Roles framed consistently across all teams and geographies.

2. Screen

Filter by signal, not by noise.

Remove demographic noise and enforce consistent interpretation. Screen thousands of candidates instantly without letting unconscious bias drift into the process.

  • Merit-based screening applied by default.
  • Matching logic standardized across every candidate.
  • Signal gaps and skill mismatches identified early.

3. Evaluate

Turn subjective opinions into structured data.

Transform vague interview notes into comparable data points. BlindStairs forces assessments to be based on skills and behaviors, not "culture fit" gut feelings.

  • Skills, experience, and behaviors scored on a unified framework.
  • Interview feedback captured in a comparable format.
  • Clear rationale recorded behind every single score.

4. Decide

Choose with confidence. Explain with evidence.

Document not just the outcome (who you hired), but the reasoning (why you hired them). Ensure every offer can withstand internal review or external scrutiny.

  • Transparent thresholds applied consistently.
  • Side-by-side candidate comparisons based on data.
  • Decision rationale captured automatically for the record.

5. Defense

Stop scrambling. Your audit trail is already done.

Forget retrofitting documentation when a challenge arises. BlindStairs maintains a live, audit-ready history of the entire lifecycle, instantly retrievable when you need it.

  • Full traceability across the entire candidate lifecycle.
  • Fairness and equality reporting built-in.
  • Documentation ready immediately when decisions are challenged.

Ideal candidate is a native English speaker

COMPLIANCE RISK

Violates non-discrimination laws in multiple regions.

...

Unlock better outcomes

30%

Increase in shortlist diversity

Objective data surfaces top talent that manual screening misses.

50%

Reduction in time-to-hire

Automate the bottleneck. Move from application to interview in minutes, not days.

95%

Candidate trust score

Candidates prefer transparency. Give them clarity on why they were selected (or not).

WHO IT'S FOR

Designed to scale across teams, providers, and enterprises.

Enterprise HR

Scale your hiring speed without breaking standards.

Enforce a single standard of fairness across all regions, roles, and recruiters. Protect your brand from reputational risk and bias lawsuits.

Know more

Partners & ATS

Embed safety into your service.

Differentiate your offering by delivering "Compliance as a Service." Offer your clients audit-ready hiring without building the tech yourself.

Know more

Public Sector

Decisions that stand up to scrutiny.

Built for high-scrutiny environments where every selection must be explainable, reviewable, and contestable by law.

Know more

Build fast, defensible talent decisions without compliance debt.

Start a pilot Request API docs