No hiring system is unbiased. We're honest about ours.
S9 InnerView does not claim to have no bias — no hiring system does. Evaluation is based only on job-relevant skill evidence from what a candidate says and does in the interview, never from demographic signals or appearance, and every score is reviewed by a person before it affects a decision.
Why "known bias," not "no bias"?
A platform that claims "no bias" is really just telling you it hasn't looked closely enough. Bias in hiring can show up in the questions asked, the weight given to certain answers, or the blind spots of whoever's reviewing — human or automated. So the honest position was never zero bias. It's knowing where bias can enter a process, testing for it on purpose, and saying plainly what's been checked so far and what's still being worked on.
What does the system actually evaluate?
Every score comes from the S9 45 Performance-Based Skills™ framework: specific, job-relevant behavior demonstrated during the interview, weighted by Career, Role, and Culture. Nothing outside that framework factors into a candidate's score. For the full methodology, see Our Science .
What does the system explicitly not use?
What doesn't get measured matters just as much as what does. The following are excluded from evaluation by design — not filtered out afterward, but never inputs in the first place:
What does human review actually protect against?
Human review isn't a formality here — it's a specific check against bias. A person sees the score and the evidence behind it, including anything that looks inconsistent or out of place, before it affects a real decision. If something looks wrong, someone can catch it before it matters. S9 InnerView doesn't have the final word. A person always does.
What regulations is this designed around?
S9 InnerView is designed with relevant regulatory guidance in mind, including EEOC guidance, NYC Local Law 144, the ADA, and BIPA. That means these frameworks actively shape how the platform gets built. It does not mean S9 InnerView currently holds a specific independent audit or certification under any of them. If that status changes, this page will say so directly, not imply it.
Frequently asked questions
No. Scoring is based on what a candidate says and does that's relevant to the job — not their facial expression, tone of voice, or appearance. Those signals are not evaluation inputs in this framework.
Demographic attributes, accent, physical appearance, disability status, and facial or vocal expression are all excluded from scoring by design — never used as inputs in the first place.
The human's judgment carries forward. The system's score and reasoning are there to inform that judgment with consistent, documented evidence — not to overrule the person who was actually in the room.
See exactly how candidate data is handled, from consent through storage.
Still here? Respect.
You've read more than most interviewers read job descriptions.
Take five, here's something to listen to that isn't a cue card.