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Public sector

Hiring for government and public-sector teams

Government hiring requires data sovereignty, security clearance workflows and bias-mitigation reporting that's audit-ready. HRBlade ships all of it on day one — and can deploy fully on-prem.

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Public sector

Designed for the procurement bar

We work directly with public-sector procurement teams to satisfy contract requirements. Custom SLAs, dedicated solution engineering and federal cloud deployment options on request.

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Data sovereignty
Customer data stays in jurisdiction
Audit trail
Every decision discoverable on demand
Multi-stakeholder
Hiring panel coordination
Compliance reporting
EEOC, OPM, agency-specific

Built for the bar government hiring requires

On-prem or air-gapped deployment

Deploy in your data center with no outbound calls. AI inference runs entirely inside your perimeter.

Security clearance workflows

Track clearance status, sponsor agreements and reciprocity per candidate. Auditable end to end.

Bias-mitigation reporting

EEOC adverse-impact reports auto-generated quarterly. Demographic-blind screening on demand.

Public sector trust signals

Why government agencies pick HRBlade

  • ✓Deployment compatible with federal cloud requirements
  • ✓Air-gapped deployment for the most sensitive work
  • ✓Quarterly adverse-impact reports auto-generated
  • ✓Explainable AI decisions for every candidate
Recording video interviewsQuestion 3 of 5:Tell us about your teamwork experienceProgress: 3/5 questionsREC02:45Candidate answers12 newAlex M.3:24 min92%Maria K.2:58 min87%Daniel P.4:10 min78%Elena S.3:02 min95%Ivan R.2:45 min71%Showing 5 of 12View all

Features used

Video interviews

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AI screening

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Cognitive assessments

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AI sourcing

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Engagement chains

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Predictive hiring

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Related solutions

Enterprise

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Healthcare

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Banking

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Testimonials
What our customers say
  • “HRBlade rewired how we hire. Time-to-fill dropped from 45 days to 12. AI video interviews replaced an absurd number of recruiter screening calls — quality went up, my team doesn't burn out.”
    VP People
    “Engagement chains were the unlock for high-volume hiring. We process 2,000+ applications a month and recruiters only show up for finalists. Candidate experience scores went up too — we measure it.”
    Head of Talent
  • “AI evaluation surfaces real signal at the top of funnel. Quality of hire rose 40% on our 6-month performance benchmark, and first-year attrition got cut in half. The predictive correlation tooling actually works.”
    Director of People Operations
    “We onboarded HRBlade in a single afternoon. No consultant, no migration project. The UI is intuitive enough that engineering managers can run requisitions themselves. Best HR tool we've adopted in five years.”
    Founder & CEO
  • “Distributed evaluation across 6 cities used to be a calendar nightmare. Now everyone scores async, the AI rolls up consensus and flags variance. The amount of time saved on alignment meetings is enormous.”
    Senior Recruiter
    “Workday + Slack + SAP integrations went in cleanly via the open API. Coming from Greenhouse, the data-portability story alone made the switch worth it. Open API and clean export formats matter when you've outgrown a single tool.”
    People Ops Lead
  • “Hiring across English and Arabic candidate flows used to require two completely separate stacks. With HRBlade's auto language detection, we run one pipeline and the AI agent switches per candidate. Game-changer.”
    Talent Director
    “We piloted the voice agent for outbound recruiting calls. <500ms latency means it actually feels like a conversation. Candidates rate it 4.6/5 and our outbound conversion rate doubled.”
    Head of Recruiting
  • “The cognitive games turned out to be the strongest predictor of 6-month performance for our customer support hires — better than CV signal. We made it a required step for that role family.”
    Chief People Officer
    “Hiring senior engineers is brutal. The Digital Twin lets me rehearse the interview in 5 minutes before the real call. I show up sharper, candidates get a better experience, and our hire rate on senior offers went from 60% to 85%.”
    VP Engineering
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