From bias mitigation to privacy protection and enterprise-grade security, our work has earned the trust of people leaders at Bloomberg, Cisco, Johnson & Johnson, Samsung, and Spotify.
Lavalier makes every interview count with integrated AI capabilities.
Exactly what Lavalier does:
Aligns recruiters and hiring managers on role criteria and builds a structured interview plan before the first interview.
Provides interviewers with consistent, role-relevant questions and live prompts during the interview.
Captures and summarizes what candidates said, grounded only in the interview itself.
Compares candidates to the job description, so hiring teams can make fast and confident hiring decisions.
The stuff our AI won’t do:
It does not make any hiring decisions.
It does not score, rank, or recommend candidates.
It does not analyze or consider protected characteristics like age, race, gender, or family status, to name a few.
It does not use your data to train or improve AI models.
It does not scrape the internet or enrich candidate profiles with outside data.
Privacy starts with the candidate.
We never train our AI on your data.
Lavalier does not train or fine-tune AI models using customer data. Your data is used only to generate responses relevant to the interview and role.
We never enrich candidate profiles.
Lavalier uses only what candidates share directly in interviews—no web scraping, data brokers, or outside sources.
Candidates are notified prior to interviews.
Prior to the first interview, candidates receive an email notifying them that Lavalier is being used. This notice gives them the opportunity to opt out of recording.
AI in the process, you in control.
Bias mitigation built in.
Lavalier AI automatically scans for discriminatory language and flags content that could introduce bias into candidate evaluation—including any mention of a candidate's protected characteristics status. Feedback and quality scoring focus exclusively on job-relevant skills and qualifications.
Responses grounded in the interview itself.
Summaries and insights are generated from what was said in the conversation. Users can navigate directly to any point in the transcript to see the source of any AI-generated insight.
Your team makes every hiring decision.
Lavalier's AI is not an automated employment decision tool (AEDT) or automated decision-making tool (ADMT). It does not score, rank, or recommend specific candidates. Lavalier AI provides analysis and context, your team makes better and faster hiring decisions.
Security you can count on.
ISO 27001 and SOC 2 Type II certifications
GDPR and CCPA compliant
Data Processing Agreement (DPA) available here
Ongoing employee security training
Questions and answers
What notice does the candidate receive that Lavalier is being used in their interview?
Do you train your models on customer data?
Who own the input and output of the AI?
Is Lavalier an automated decision-making tool (AEDT/ADMT)?
Does Lavalier reduce bias in interviews?
Which LLM providers does Lavalier use?
Do you scrape public profiles or purchase candidate data?
How does Lavalier ensure our data is being transferred safely and securely?
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