security & compliance
Security & compliance are non-negotiable when managing sensitive hiring data
Our enterprise-grade interview intelligence platform, trusted by some of the world’s largest companies, is designed to meet the highest standards of data privacy, security, and regulatory compliance, ensuring you can focus on hiring with confidence.
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Documentation of our compliance against global standards including certifications, attestations, and audit reports can be found in our Trust Center.
SOC 2 Type II
GDPR
CCPA
EU AI Act
Robust Enterprise-Level Data Security
-Rigorous adherence to OWASP and BCRA guidelines, threat modeling, and regular audits
-Data encryption at rest and in transit
-Designed with responsible AI principles to prevent bias and protect candidate information
-Full visibility into platform usage to maintain compliance & security
Access Control & Data Management
-Secure access with SSO (SAML) and just-in-time provisioning
-Role-Based Access Control enforces principles of least privilege
-Customers retain complete ownership of their data
-Flexible data retention policies
-Right to be forgotten
-PII redaction
For more details, review our info security FAQ here.
Smarter hiring starts with interview recordings
The discussion around recording interviews is a common topic in enterprises, and we frequently assist hiring teams in navigating these conversations alongside their legal teams. The common concerns legal teams raise include:
“We don’t want to record interviews because they will produce discoverable information.”
Legal teams often worry about interview recordings being discoverable during lawsuits or investigations. However, recordings provide a precise account of interviews, empowering legal teams to defend against claims, discourage false accusations, and demonstrate fair, consistent hiring practices supported by structured processes.
Are candidates able to opt out of recordings?
In some countries, candidates must legally opt-in to interview recordings, so Pillar provides two opportunities for confirmation. An email sent before the interview explains the purpose of recordings, emphasizing fairness and equity, while candidates confirm again upon joining, resulting in an opt-out rate of just 0.04% (meaning only 1 in 2,500 choose not to be recorded).
Are there any legal implications around collecting personal information via recordings over phone, video, or in person?
Managing interview recordings can involve legal complexities, making it crucial to choose a platform that addresses current and future regulations. This includes supporting candidate opt-in/out options, enabling data deletion to comply with laws like GDPR and CCPA, and adhering to local rules on data retention and AI usage in hiring.
How should companies respond to candidates who want their recordings?
Under GDPR, if a recording is requested, companies are required to provide it. If a candidate were to request a recording, organizations should have a plan as to whether they share it, refuse to share it, or send a redacted version depending on local requirements.
Are you ready to start recording your interviews?
As technology continues to advance and organizations recognize the importance of fairness and transparency in recruitment, the trend towards recording interviews is expected to grow.
Request a Demo“Pillar has allowed us to stop relying on judgment and move to a quantifiable interview process. It’s so helpful to go back to interviews and see exactly what was said. Pillar brings humanity back to what can feel like a robotic process."
