Our Mission
Our mission is to make hiring more fair, more efficient, and more defensible — for the organisations that run it and the people who go through it. We believe that structured processes, honest data, and responsible AI can fundamentally improve how talent is identified, evaluated, and hired.
Fairness as an operational commitment
We do not treat fairness as a marketing message. It is an engineering and product constraint built into the platform. Anonymised early-stage screening, skills-based scoring criteria, consistent evaluation frameworks, and structured feedback requirements all exist to reduce the role that unconscious bias, recency effects, and individual interviewer variance play in hiring outcomes.
- Blind CV review in early pipeline stages
- Role-specific evaluation criteria applied consistently across all candidates
- Language analysis on job postings to identify and remove exclusionary phrasing
- Structured scoring that makes side-by-side candidate comparison reliable
Efficiency without shortcuts
Speed in hiring often comes at the cost of quality — candidates rushed through processes, interviewers giving unprepared feedback, and decisions made without sufficient evidence. Virkla improves efficiency by removing the coordination and documentation overhead from recruiting, not by reducing the quality of evaluation. AI handles repetitive summarisation and prioritisation; humans handle judgment calls and final decisions.
Less admin
AI summarises, prioritises, and surfaces what recruiters need
Faster alignment
shared scorecards mean less back-and-forth before decisions
Better evidence
structured notes give hiring managers real decision context
Defensibility for the organisations that hire
In regulated markets — especially across Europe — hiring decisions need to be explainable. An increasingly complex compliance environment around equal treatment, data protection, and algorithmic fairness means that gut-feel decisions carry real organisational risk. Virkla creates a traceable record: who evaluated whom, on what criteria, using what evidence. That protects both candidates and the organisations making decisions about them.
Accountability in AI
We are candid about what AI can and cannot do in hiring. It can prioritise, summarise, and surface patterns at scale. It cannot replace the human judgment required to assess culture fit, communication style, or leadership potential in context. Our platform is designed so that AI assistance is always visible, always overridable, and never the final decision-maker.
- All AI-generated scores and summaries are visible and explainable to users
- Human override is built into every AI-assisted workflow step
- Model behaviour is monitored for drift and disparate impact on demographic groups
- We publish a public Responsible AI Statement that holds us accountable to these principles