What this is
Otarski helps organizations review fairness and risk when recruiting workflows use automated screening, ranking, or scoring. The goal is practical clarity: what the data can support, what it cannot, and what to do next in conversation with your own HR and legal advisors.
How engagements are organized
Work is grouped into three entry points so teams can match depth to the question they are trying to answer:
- Diagnosis — a structured review of hiring outcomes to surface where disparities may appear.
- Monitoring — recurring visibility into fairness-related signals as hiring continues.
- Audit — a formal independent review with documented methods and human oversight when that level of rigor is required.
What each engagement includes, timelines, and commercial terms are agreed after scoping — nothing here is an offer or a binding description of deliverables.
Who it is for
Organizations that use AI-assisted tools in hiring and want an outside view that is separate from the vendor selling the tool. If your question is outside recruiting or outside fairness and oversight, we may point you elsewhere.
Independence and limits
We structure work so reviews are credible to third parties: we do not sell the underlying hiring models we assess, and formal reviews are not only machine-generated. Otarski does not provide legal advice; your counsel interprets regulatory obligations in context.
Contact us when you are ready to talk through fit and next steps.