Hiring controls your risk team will recognize.
Banks, fintechs and insurers need structured interviews, tight access and a record of every decision. Hireall pairs modern recruiting with the controls your risk team expects.
Speed with oversight.
What regulated hiring teams look for.
Append-only audit trail
Stage changes, exports, sign-ins and permission changes are logged, kept for three years and exported behind a one-time code.
Roles & moderator teams
Six roles and per-job moderator teams keep sensitive reqs visible only to the people on them — see Security.
Scorecards for regulated roles
Hire recommendations and written rationale document why each candidate moved on.
AI you can switch off
Admins can turn AI features off, and no rule rejects a candidate or makes an offer on an AI score: those steps always wait for one click from a person, with the reasons recorded.
EU data hosting
Hosted in the EU, encrypted in transit and at rest — data-residency needs can be discussed with sales.
Approval chains
Ordered approvers for job posts and offers, amount thresholds on offers and every offer version kept.
Show how every decision was made.
Each interviewer scores the same criteria with written rationale, and blind mode keeps scores independent until they are submitted. Stage moves, exports and permission changes are written to an append-only audit log your compliance team can filter and export.
Sensitive jobs stay with the people on them.
Add only the right members or departments to a job, use blind hiring where names should not bias the first read, and route jobs and offers through ordered approval chains with amount thresholds.
Desks we support
From fintech to established institutions.
Risk & compliance
Documented interview processes.
- Recommendation scale documents the final call
- Filterable, exportable audit history
- Document verification with a stated legal basis
Technology
Competitive eng hiring with structure.
- Separate jobs and hiring teams for tech roles
- Assessment tests from the pipeline
- Blind hiring hides name, photo and gender
Operations
Ops and support hiring at scale.
- Approval chain before a job is published
- Six roles scope access to sensitive reqs
- Offer versions kept for every revision
Questions from financial services teams
Practical answers before you switch.
Yes, through OpenID Connect — your provider authenticates, and only e-mail addresses that are already users on your account are let in. Roles are never read from directory groups. Six roles and per-job moderator teams scope access, and the audit log records every stage change and export. Details are on the security overview.
Yes. Admins can switch off each AI feature — CV parsing, AI Fit Score, job drafting, pool search and bulk matching. Rules that use an AI score run on their own by default, and you can switch the account or a single job to suggest every step or to require a super admin to approve each rule first. In every mode, rejecting a candidate and making an offer wait for a person, and every automatic step is in the audit log.
No — we don't hold ISO or SOC certifications today, so we don't display badges. We follow security best practices: encryption in transit and at rest, multi-tenant isolation, role-based access, and audit logging.
Video answers and verification data are purged on schedule, talent-pool consent expires after the period you set, and candidate deletion requests are handled inside the product. The security overview has the full retention overview.
The enterprise use-case page covers company stage; this page focuses on financial-services pains.
Ready when your hiring team is
Bring your compliance checklist to a 30-minute demo, or start a 14-day trial and review the audit log yourself.
Talk to our team
Tell us about your roles and team size — we'll map Hireall to your hiring process and the plan that fits.
Contact sales Priced per company, not per seat