BlindScreen builds the tools that make compliant, bias-free talent acquisition possible at scale — from AI-powered resume screening to full hiring governance and legal intelligence.
Four integrated products covering the full spectrum of hiring compliance, from candidate evaluation to regulatory intelligence.
Bias-free resume evaluation, powered by AI.
The BlindScreen Engine strips personally identifiable information from every resume before any AI or human evaluator sees it. Names, contact details, and demographic signals are removed by deterministic rules — then a second LLM pass eliminates residual contextual identifiers. What remains is a skills-and-experience profile evaluated purely on merit.
The talent acquisition platform built for compliance.
A full-featured candidate relationship management system with BlindScreen's bias-reduction engine built in at every stage. Manage talent pools, run campaigns, schedule interviews via Microsoft 365, track pipeline health, and generate compliance reports — all within a governance framework designed for regulated industries.
End-to-end hiring governance for the modern enterprise.
Higher Audit gives HR and legal teams a complete picture of hiring compliance across the organization. Automated disparity analysis, OFCCP-ready documentation, data subject request management, and retention enforcement — all in one platform designed to withstand regulatory scrutiny.
Stay ahead of hiring law before it becomes a liability.
Legal Scan monitors federal, state, and local legislation relevant to AI-assisted hiring and employment law. Automated threat scoring, jurisdiction-aware filtering, and plain-language summaries keep your legal and HR teams informed — without requiring them to track every regulatory development manually.
Most hiring tools add compliance as a checkbox. BlindScreen builds it into every layer — from how data is stored to how AI is prompted to how decisions are documented.
Every resume passes through a two-stage anonymization pipeline before any AI evaluation occurs. Deterministic rules strip names, contact details, and demographic signals. A second LLM pass removes residual contextual identifiers — institution names, employer names, geographic signals. The model evaluates skills and experience. Nothing else.
Original candidate data and anonymized evaluation data live in separate database partitions, linked only by an internal UUID. Your team sees evaluation results. The connection back to a specific person requires an explicit, logged re-identification step — creating a clear audit trail for every decision.
Every evaluation is tied to the exact prompt version that produced it. Tier rankings come with rationale text. Disparity analysis runs automatically. When a regulator, auditor, or candidate asks why a decision was made, you have a complete, timestamped record — not a black box.
BlindScreen is not a bolt-on compliance layer. It is a complete talent acquisition platform built with compliance as the foundation — not an afterthought. Recruiters get a CRM they actually want to use. Directors get the governance visibility they need. Legal gets the documentation they can defend.
Aerospace, defense, energy, semiconductor, advanced manufacturing — industries where every hire matters and every process is scrutinized. BlindScreen was built for environments where compliance is not optional and where the cost of a bad hire or a regulatory finding is measured in millions.
BlindScreen is not just software. We work directly with TA leaders, HR directors, and legal teams to implement compliant hiring programs — not just deploy tools. Our consulting practice covers process design, governance framework development, and regulatory readiness assessment.
AI-assisted hiring is the fastest-growing area of employment law. BlindScreen is designed to meet the requirements of every major framework — today and as they evolve.
Data subject rights (access, erasure, portability, restriction), lawful basis documentation, and retention enforcement are built into every candidate record.
Consumer rights request workflow, opt-out management, and data sale prohibition documentation for California-based candidates.
Automated employment decision tool (AEDT) bias audit requirements, candidate notification, and annual audit documentation.
High-risk AI system classification, transparency obligations, human oversight documentation, and system card generation for AI-assisted hiring.
Affirmative action program support, adverse impact analysis, applicant flow log documentation, and audit-ready record retention.
Artificial intelligence video interview and employment decision tool disclosure and bias testing requirements.
BlindScreen's governance framework is not a one-time audit. It is a continuous process — automated retention enforcement, real-time audit logging, legislative monitoring, and quarterly bias reporting built into every workflow.
Talk to a compliance specialistBlindScreen was founded on a simple premise: the technology to eliminate bias from hiring has existed for years. What has been missing is the implementation — the governance frameworks, the process design, the organizational change management, and the ongoing compliance monitoring that makes bias-free hiring a reality rather than a marketing claim.
We are a product company and a consulting practice. Our software is purpose-built for the problem. Our consulting team works directly with talent acquisition leaders to implement it — designing compliant hiring programs, training recruiting teams, and building the governance infrastructure that regulators and boards are increasingly demanding.
Our clients are companies that take hiring seriously — aerospace and defense contractors, semiconductor manufacturers, energy companies, and advanced manufacturers who understand that the quality of their talent acquisition process is a strategic asset, not an administrative function.
A structured review of your current hiring process against applicable law — OFCCP, state AI laws, GDPR, CCPA — with a prioritized remediation roadmap.
End-to-end design of your hiring governance program: data retention policies, DSR workflows, bias audit cadence, and documentation standards.
Deployment of BlindScreen tools within your existing ATS and HRIS stack, with recruiter training and change management support.
Pre-audit preparation for OFCCP compliance reviews, state AI law enforcement inquiries, and EEOC investigations.
Whether you are evaluating our products, exploring a consulting engagement, or just starting to think about hiring compliance — we would like to talk.