Tool inventory checklist
Start by naming every tool that touches hiring.
Most AI hiring reviews fail early because nobody has one inventory. The goal is to list the systems, owners, use cases, decision touchpoints, evidence status, and unknown features before legal or compliance review.
What to capture
A usable inventory is more than a list of vendor names.
| Field | Why it matters |
|---|---|
| Tool name and category | Separate ATS recordkeeping from screening, ranking, matching, assessment, video, chatbot, sourcing, and scheduling. |
| Workflow touchpoint | Identify whether the tool affects recruitment, hiring, promotion, training selection, discipline, discharge, or employment terms. |
| Owner | Assign HR, recruiting, legal, operations, procurement, or vendor-management responsibility. |
| Evidence label | Use confirmed, public signal, client-reported, unknown, or counsel review. |
| Next action | Request vendor evidence, prepare notice facts, assign review, or mark private-stack confirmation needed. |
ATS / career platformWorkday, Greenhouse, Lever, iCIMS, ADP, UKG, SmartRecruiters, JazzHR.
Assessment / screeningCognitive tests, skills tests, automated scoring, matching, ranking, or recommendation tools.
Interview / videoVideo interview platforms, transcription, summaries, scoring, scheduling, and interview intelligence.
Internal AI useRecruiter use of generative AI, resume summaries, candidate ranking spreadsheets, or workflow automation.
Low public signal does not mean no exposure. Private tool settings and vendor configurations often require employer or vendor confirmation. Final obligations stay with HR/legal/counsel.
Next step
Turn the inventory into a review file.
AegisReview uses the inventory as the base layer for evidence gaps, notice-readiness notes, assumptions, and counsel handoff questions.