About & methodology
HireLens is a transparency layer for hiring. We convert individual candidate experiences into structured, verifiable hiring-transparency data — without exposing candidates or becoming a complaint forum.
One final product rule: never let an individual complaint become a company fact. We always publish “X% of candidate reports submitted to HireLens indicated…” rather than “Company X ghosts candidates.”
How the score is built
The Hiring Transparency Score is a 0–100 composite of six sub-scores, each derived from structured answers — not free text.
1. Response Score
How frequently candidates report receiving responses.
2. Follow-up Score
How often companies communicate after interviews.
3. Feedback Score
Quality and frequency of feedback.
4. Process Clarity
How clearly candidates understand the hiring journey.
5. Hiring Speed
Reported time between stages.
6. Candidate Experience
Overall candidate rating.
- • Reports are weighted by recency, so an improving employer sees the score move.
- • Reports with verified evidence carry more weight than unverified ones.
- • Department, location and job-title breakdowns are published only where enough reports exist to prevent identifying a single candidate.
- • We deliberately do not publish a “ghosting score”. We publish a transparency score, with the ghosting report percentage shown underneath it.
AI moderation pipeline
Every submission runs through automated checks before a human moderator decides. A sentence like “The HR manager is a fraud who cheats candidates” is flagged as a personal accusation and held for manual review rather than published.
- Submission→
- PII detection→
- Toxicity detection→
- Spam detection→
- Duplicate detection→
- Defamation risk→
- Human review
Moderators also see duplicate probability, spam probability and defamation risk before approving, editing for PII, rejecting or escalating a report.
Privacy & data controls
Reports are anonymous by default. Identity data is stored separately from published content and is never joined into public aggregates.
What is never public
- • Your name, email address or phone number
- • Recruiter, interviewer or employee names
- • Employee IDs, requisition owners or internal contacts
- • Uploaded evidence files or their contents
- • Any information that could identify an individual candidate
Consent is unbundled: agreeing to the Terms and Privacy Policy is separate from allowing us to contact you. You can withdraw a report, export your data or delete your account at any time. Personal data handling follows the Digital Personal Data Protection Act, 2023 and the Digital Personal Data Protection Rules, 2025.
Community guidelines
- • Report only your own hiring experience.
- • Use facts and dates. Stories are capped at 2,000 characters.
- • Never name recruiters, interviewers or other candidates.
- • No speculation about motives, protected characteristics or private matters.
- • Positive experiences are equally welcome — and counted the same way.
Appeals & grievances
Companies can claim a profile, publish an official hiring process and response timeline, and post a clearly labelled Company Response. Where a report is factually disputed, an employer or candidate can file an appeal; a moderator re-reviews the evidence and the report is suspended from aggregates while the appeal is open.
Two-sided by design
Candidate reports and company responses are always displayed separately and never blended into one narrative.