How It Works

Our Methodology

How we calculate trust scores, verify offices, and assess recruiter authenticity — transparently.

What HireLens Analyzes

HireLens uses AI to analyze publicly available information: company domain reputation, website quality, social media presence, public office data, hiring pattern signals, salary transparency, and recruiter email patterns.

We do not access private databases, court records, or non-public information. All analysis is based on publicly discoverable data.

The Trust Score (0–100)

The overall score is a weighted average of 10 individual signal scores:

Signal	Weight	What We Measure
Domain Trust	15%	Domain age, DNS records, HTTPS, registrar quality
Website Quality	12%	Content depth, professionalism, contact info
Hiring Transparency	13%	Clear JDs, honest salary ranges, structured process
Office Verification	11%	Independently verifiable office addresses
Recruiter Authenticity	14%	Corporate email usage, domain match, communication patterns
Salary Transparency	10%	Publicly disclosed compensation ranges
Social Presence	9%	LinkedIn, Glassdoor, Twitter/X, Crunchbase activity
Company Maturity	9%	Years in operation, employee count, stability signals
Review Consistency	7%	Pattern analysis of public employee reviews
Public Footprint	5%	News mentions, press coverage, public records

AI Technology Stack

Groq

Primary · Ultra-Fast

Real-time structured analysis. Sub-second latency for instant UI responses.

DeepSeek

Deep Scan · Extended

Long-context reasoning for thorough investigative reports and pattern analysis.

OpenRouter

Fallback · Flexible

Model routing and fallback when primary providers are unavailable.

Anthropic Claude serves as the always-available final fallback, ensuring no analysis request ever fails completely.

Important Limitations

Scores are AI-estimated from publicly available data and may not reflect current reality.
AI models have training data cutoffs — very recent changes may not be reflected.
A low score does not mean a company is fraudulent — limited online presence can also produce low scores.
A high score does not guarantee a positive employment experience.
Office information may be outdated. Always verify before visiting.
Salary data is estimated and will vary significantly based on role, experience, and negotiation.

Legal Notice: HireLens provides AI-generated analysis for informational purposes only. This does not constitute legal advice, employment verification, or factual certification. Always independently verify employers before making career decisions.