Question 1

How does Chosen help with NYC Local Law 144 and the 2026 hiring-law wave?

Accepted Answer

Match Rating is claim-by-claim and overridable. Every score is a list of testable claims from the job description and your org criteria, each with a visible weight and the evidence from the resume. That structure is what NYC DCWP auditors, Illinois HB 3773 notice rules, Colorado CAIA impact assessments, and the EU AI Act high-risk hiring obligations all expect. A published independent bias-audit artifact and per-jurisdiction automation toggles are on the Growth-plus roadmap; in the interim, every score is fully explainable in the candidate profile to satisfy the why-this-score notice requirement.

Question 2

Will Chosen get acquired by Workday, SAP, or another HCM?

Accepted Answer

The thesis is the opposite. Workday swallowed Paradox in October 2025, SAP deepened SmartRecruiters integration in March 2026, and the entire mid-market ATS category is in a forced reconsideration cycle. Chosen exists to keep the hiring stack fast and independent of the HCM. The pricing page phrase is literal: Sign up today. Leave whenever.

Question 3

What does the agent actually do without human approval?

Accepted Answer

Nothing that reaches a candidate. The Scheduling Agent drafts outreach, reschedules, and handles coordination, but every email sits in a one-tap approval queue. Match Rating proposes scores, every claim and weight is visible and overridable. The Sourcing Agent returns dossiers to a review queue. The pattern is: the AI does the work, you make the calls.

Question 4

What is the price, really?

Accepted Answer

Starter is $0 for up to three open reqs. Growth is $99 per month as a founding-member, $399 after. Enterprise is custom for teams above 250. Every feature is on every plan, no per-seat math, no feature upsells. The Growth price is published on the pricing page, not gated behind a demo.

Question 5

How fast can we migrate off Greenhouse, Lever, or Workday Recruiting?

Accepted Answer

Self-serve for Starter and Growth. For teams on Greenhouse Essential or Lever, migration typically lands in a day or two, not a quarter. The migration page lists the compatibility matrix and the handful of fields we do not carry over. For Workday Recruiting on Enterprise, allow 2-4 weeks and a scoped implementation call.

Question 6

Can we turn off the AI per-jurisdiction or per-role?

Accepted Answer

Yes on the Enterprise plan today, and on Growth-plus as it rolls out. Per-jurisdiction toggles are the right answer for a TA team running into NYC, Illinois, Colorado, and EU obligations simultaneously. The Enterprise plan ships with per-role and per-jurisdiction switches from day one.

Question 7

What about deepfake candidates and AI-fabricated resumes?

Accepted Answer

Match Rating's claim-by-claim evidence trail is the fraud-resistant review flow. Every claim is sourced to a specific span in the resume; contradictions, missing evidence, and inconsistencies surface as red flags before a recruiter spends time on a phone screen. Ashby shipped Fraudulent Candidate Detection in April 2026 for the same class of problem; Chosen's approach uses the evidence spine that already lives in the scoring system.

Question 8

Do you train any AI on our candidate data?

Accepted Answer

No. The privacy policy is explicit: No AI Training on Customer Data. It is a contractual and architectural commitment, not a best-effort posture.

Questions, answered in plain English.