At InnoHire.ai, we believe artificial intelligence should enhance human decision-making — not replace it.
We are committed to building technology that is genuinely helpful to people — recruiters, hiring managers, and most importantly, the candidates whose careers depend on fair evaluation.
Fair
Evaluate candidates on job-related qualifications only — never protected characteristics.
Transparent
We explain how our AI works, what it does, and what it does not do.
Secure
Enterprise-grade encryption, role-based access, and secure cloud hosting.
Compliant
Designed to align with EEOC, GDPR, ADA, ADEA, CCPA guidelines.
Human-Centered
AI assists recruiters. Humans make every hiring decision.
Continuously Improving
We actively monitor for bias and improve our models.
InnoHire.ai uses artificial intelligence and machine learning models to:
🧑⚖️ Important Limitation
InnoHire.ai does not make hiring decisions. Our system surfaces information and suggestions to assist recruiters. All employment decisions remain solely with the employer.
We recognize that AI systems must be carefully designed to avoid unintended bias in hiring. To support fair hiring practices:
✅ Our system identifies patterns in job-related qualifications and skills — not personal identity.
InnoHire.ai supports Equal Employment Opportunity (EEO). Our platform is designed to assist employers in making objective, job-related hiring decisions. We do not support or enable discrimination based on:
We take data protection seriously. Our platform implements:
Encrypted Transmission
TLS/HTTPS on all data in transit
Role-Based Access
Least-privilege access controls
Secure Cloud Hosting
Enterprise-grade infrastructure
Limited Data Access
Strict internal data access policies
DPAs Available
Data Processing Agreements for enterprise
No Data Sales
We never sell personal data
InnoHire.ai is designed to support compliance with major employment and data protection frameworks:
U.S. EEOC Guidelines
Equal Employment Opportunity Commission
Title VII
Civil Rights Act of 1964
ADA
Americans with Disabilities Act
ADEA
Age Discrimination in Employment Act
GDPR (EU)
Including automated decision-making safeguards (Art. 22)
CCPA / CPRA
California Consumer Privacy Act
AI assists.
Humans decide.
Employers are ultimately responsible for:
InnoHire.ai is built on the principle that artificial intelligence should enhance human decision-making — never automate it away. Our algorithmic outputs are advisory tools, not decisions.
Job-Relevant Only
AI evaluates skills and experience alignment — not personal identity.
Bias Monitoring
We continuously review outputs for unintended bias signals.
Customer Control
Customers define criteria; our system surfaces insights.
NYC & EU Aligned
NYC Local Law 144 and EU AI Act transparency approach.
✅ What the system is intended to do
🚫 What the system is not intended to do
⚖️ Risk management & fairness practices
🏢 Customer responsibilities
Independent Bias Audit Notice
Where applicable, customers should perform an independent bias audit and provide required notices before using automated employment decision tools. Contact us for questions.
Download our security & compliance PDF — attach to state RFPs, vendor onboarding packets, security questionnaires, and government IT procurement.
For transparency, fairness, or data protection inquiries, reach our team:
Innochase, Inc.
innochase.usa@gmail.com
250 E Pearson Street, Chicago, IL 60611
Always here to help