I'm curious how you're addressing any legal aspects about this:

> No black-box AI. Every candidate gets a detailed match receipt explaining exactly why they scored an 85%, complete with contextual evidence from their CV.

HR teams like to play dead when they actually have a file with detailed feedback on a candidate. Yet, they choose to keep that to themselves out of baseless legal fear. I wonder how that works out when somebody proves a company's filter consistently proves a specific bias gets rejected systematically.

and

> Automated assignment validation

which is particularly troubling for devs: companies scaling assignments as first screen. How do you get around "AI evaluating AI" loops especially about assignments ?