Data category
HR & Recruiting Data
Job descriptions linked to hiring outcomes, anonymized assessments, skills tests and retention results.
Why it matters for AI
Measured, judged, resolved.
Hiring records link what a role required to who was hired and whether the placement lasted. Candidate data is personal, so only anonymized or aggregated records are considered, with the organization's written authorization and any consent its privacy review requires — and every proposed use is checked for discriminatory bias.
Typical data
- Job descriptions
- Hiring outcomes
- Anonymized assessments & interview scores
- Skills tests & results
- Placement & retention
- Aggregated salary benchmarks
- Training completion
Representative workflow
Illustrative
- 01Role requirements
- 02Sourcing
- 03Screening & skills test
- 04Structured interview
- 05Hiring decision
- 06Placement
- 07Retention outcome
Who typically holds it
- Recruiting and staffing agencies
- Corporate HR and talent teams
- Assessment and testing providers
- Training providers
Potential AI applications
- Job-matching models
- Skills-assessment tools
- Bias and fairness evaluation sets
- Workforce planning
Trust & compliance
Data licensing without losing control.
Your data stays yours until you decide otherwise. We assess before anything is shared, and we treat rights and privacy as conditions of a transaction — not afterthoughts.
No raw data for an initial evaluation
Nothing moves without authorization
Ownership is not the same as licensing rights
Specialist review where it is needed
Own valuable data?
Check your data's licensing potential.
A confidential, no-raw-data assessment of your company's records — from lab results and production logs to cases, claims and transactions.
Or take the partner questionnaireBuilding AI?
You specify it. We source it.
Tell us the proprietary data your model needs — domain, structure, modalities and rights. We approach the organizations that produce it.