WISE Assistant for Paycor Recruiting is an AI-powered recruiting tool that works with Paycor Recruiting.

It helps recruiting teams find top candidates faster, communicate with candidates more quickly, and automate many of the manual tasks involved in hiring.

When WISE Assistant for Paycor Recruiting is turned on, you can:

• Find strong candidates more easily
• Speed up candidate communication
• Automate screening and outreach tasks
• Reduce repetitive administrative work
• Focus more time on building relationships with candidates

WISE Assistant for Paycor Recruiting makes the hiring process faster, more efficient, and easier for both recruiters and candidates.

WISE is Paycor’s AI recruiting assistant. It works behind the scenes to help you stay organized, surface relevant insights, highlight next steps, and reduce repetitive tasks. 

It does not operate independently, and it does not make hiring decisions. It supports the process while keeping you in control. 

Users with Paycor recruiting who have the role, Wise for Paycor Recruiting (2445).

Important: There is an overall account setting that must be enabled by Recruiting Support.

Yes. 

It will have the same access to Paycor Recruiting data as your current role gives you. 

No, not at this time.

Candidate data: 

• No: WISE Assistant for Paycor Recruiting analyzes only existing non-PII data in Paycor Recruiting, such as candidate screening questions and resumes.

Existing data:

• No: 
  • Paycor does not search or ingest data from third-party websites or external sources. 
  • Our AI relies only on data intentionally provided within the WISE Assistant for Paycor Recruiting platform and structured job-related inputs. 
  • This supports clearer data provenance, stronger privacy protections, and greater transparency into how insights are generated.

WISE Assistant for Paycor Recruiting analyzes only existing non-protected and non-PII data in Paycor Recruiting, such as candidate screening questions and resumes.

Technical note: Recruiting data remains inside Paycor and is also shared with Wizehire systems, a trusted partner and the engine behind WISE Assistant for Paycor Recruiting. 

No:

Protected characteristics and sensitive PII are not accessible to include in the WISE Assistant for Paycor Recruiting's assessment of a candidate's fit for a role. 

These recommendations are based only on the job description's key requirements, a candidate's responses to screening questions, and their resume. 

For general questions, including candidate sourcing and matching, candidate outreach workflow, and AI features, contact Paycor Recruiting Support.  

Yes: 

It is designed to support compliance with regulations governing automated employment decision tools, including NYC Local Law 144, the Colorado AI Act, and guidance from NIST and the EEOC. 

Paycor’s AI hiring tools have been independently evaluated by Holistic AI, an AI governance and risk management firm, specifically to assess fairness, transparency, and bias risk. 

To date, those evaluations have not surfaced evidence of bias in Paycor’s AI-driven recommendations. This work is ongoing as regulations and technology evolve. 

Refer to the Holistic AI bias audit report. This refers to Wizehire and Scout, the AI tools behind WISE Assistant for Recruiting.

NYC Local Law 144 requires employers and employment agencies using Automated Employment Decision Tools (AEDTs) to conduct independent bias audits and notify candidates when such tools are used to screen them, if those candidates are based in New York City. 

Paycor, through Wizehire, has undergone an independent bias audit by Holistic AI to support you in meeting this requirement. 

Refer to Paycor’s publicly available audit results.

Important: Whether you have additional obligations under NYC Local Law 144 depends on your specific circumstances. We recommend consulting your legal counsel for guidance.

When you use AI-supported tools like WISE Assistant for Paycor Recruiting, you retain full responsibility for your hiring decisions and compliance with applicable employment laws, including any obligations under state or local AI hiring regulations. 

Paycor provides tools, documentation, and audit resources to support you in meeting those obligations, but does not serve as a legal compliance advisor. 

We recommend you work with your own legal counsel to assess your obligations under any specific regulation.

Paycor/Wizehire’s Human-First AI website at Wizehire.com/human-first-ai  provides a full overview of Paycor’s approach to responsible AI, including fairness commitments, data practices, and human oversight design. 

The publicly available Holistic AI bias audit report is also linked from there. 

Both are appropriate to share with your legal team.

Paycor takes a proactive approach to fairness. This includes:

• Partnering with Holistic AI for independent, ongoing audits of AI models for statistical bias and unintended outcomes.
• Using structured, job-related criteria in Talent Match to evaluate candidates consistently reduces the influence of unconscious bias.
• Making AI recommendations traceable to specific evidence — like screening question responses — so you can always see why a candidate was surfaced.
• Not scraping or ingesting candidate data from third-party websites, which limits the risk of importing historical biases from external sources.

Any hiring process, with or without AI, can be influenced by bias. 

Paycor’s approach is designed to reduce that risk, not ignore it. By evaluating candidates against objective, job-related criteria rather than subjective impressions, tools like Talent Match can actually create a more equitable and consistent review process than unstructured human review alone. 

Because AI is not perfect, Paycor conducts ongoing independent audits to monitor for unintended patterns, and we encourage hiring teams to stay actively involved and review AI-generated recommendations rather than relying on them automatically.

WISE Assistant for Paycor Recruiting relies on powerful AI guardrails so no discriminatory recommendations or actions are taken. 

Paycor partners with Holistic AI, an independent AI governance and risk management firm, to regularly evaluate its AI models. 

To date, independent evaluations have not surfaced evidence of bias in WISE Assistant for Paycor Recruiting’s AI-driven recommendations. This work is ongoing and evolves alongside the technology. 

The full audit report is available at Holistic AI's website.

No, not at this time. 

The Candidate search in the WISE Assistant for Paycor Recruiting is more appropriate.

Yes: This is possible only when the data requested is available to the assistant. 

Yes.

Yes: The Candidate Fit summary explains how the fit score was compiled.

Yes: The Candidate Fit summary explains how the fit score was compiled.

Make sure to use the Thumbs-up/Thumbs-down option in the WISE Assistant for Paycor Recruiting and offer feedback if you want.

Paycor recommends that you communicate transparently with candidates about how their applications are evaluated. 

Where laws like NYC Local Law 144 require candidate notification, you are responsible for meeting those notice requirements. 

Paycor’s tools are designed to support explainability, and recommendations are tied to specific, visible criteria so you can communicate clearly about how the process works.

We recommend that you be straightforward. 

You can tell candidates you use hiring software to help you organize and prioritize applications based on job-related information, like screening question responses and experience, and that all final hiring decisions are made by you and your team. 

You do not need to go into technical detail. Transparency builds candidate trust, and that is increasingly what both regulations and job seekers expect.

Notification requirements vary by location. 

For example, NYC Local Law 144 requires employers to notify candidates if an AI-based tool is used to screen them.

You are responsible for meeting any applicable notification requirements in the jurisdictions where you hire. 

WISE Assistant for Paycor Recruiting’s audit documentation and human-first AI design are available to support your compliance efforts.