Recruitment AI you can defend to your lawyer and your boss.

Ree, the assistant in heyree, reads CVs, suggests scores, drafts rejections or invitations and flags candidates waiting for a reply. But it never sends or moves anything itself. Every action that affects a candidate is confirmed by the recruiter with one click.

In practice: no candidate is rejected automatically, no email goes out without a human and every decision is logged with a person's name, not a model's.

• Stage changes, rejections and invitations are confirmed by a human.
• AI suggestions are always labelled as suggestions in the interface.
• Audit log shows who confirmed each action and when.

The AI score compares experience and skills from the CV against the requirements of a specific role. Name, age, gender, photo, nationality and address never enter the calculation. Every score has an explanation the recruiter sees next to the number: what matches, what's missing and why.

The score is a prioritisation aid, not a decision. A recruiter can move a candidate against the recommendation and that choice is just as valid as any other.

• Explainable 0–100 score with specific reasons.
• Data source for each assessment is traceable in the log.
• Candidate has the right to human review; recruiter does it as standard.

All data is stored exclusively in the EU, on AWS in Ireland. CVs and other sensitive content are encrypted so even we can't access them. Heyree acts as processor, your company as controller; the data processing agreement is part of the terms.

When the recruitment process ends, the retention period runs according to your rules. Heyree automatically sends a consent request to any candidate you want to keep in your talent pool. When the period expires, it anonymises the data. Newsletter unsubscribes are logged in the GDPR record automatically.

• Hosting exclusively in the EU (AWS, Ireland), encryption of sensitive content.
• Retention periods, talent pool consent and anonymisation run automatically.
• You handle candidate rights (access, erasure, objection) from the candidate detail.

Information about AI use in assessment is part of the data processing policy that the candidate is referred to when submitting their application. AI-drafted emails are always reviewed by a human before sending and go out in the name of a specific recruiter.

As controller, you'll get from us the materials for your transparency obligations: a description of what the AI does, what data it uses and how the candidate can request human review.