Short answer: yes, in almost every jurisdiction you need candidate consent before recording and AI-scoring an interview, and Hyring's own product page is explicit that this is the employer's responsibility, not something the platform handles for you automatically.
On the Hyring Meet page, under "Secure, compliant, and recorded with care," Hyring states: "Confirm recording-consent and data-retention requirements for your region with your legal or compliance team before launch." That sentence is doing real work — it's Hyring telling employers directly that turning on Hyring Meet does not itself satisfy consent or retention obligations. The platform provides the infrastructure (encrypted, access-controlled recordings, ISO 27001 certification, SOC 2 compliance, GDPR-aligned processing), but the legal question of whether you're allowed to record and evaluate a specific candidate in a specific region is left to you and your legal or compliance team to resolve before you launch interviews.
This matters because recording-consent rules vary widely. Many US states require one-party or two-party consent to record a conversation; the EU and UK, under GDPR, generally require a clear lawful basis and often explicit notice before processing biometric-adjacent signals like sentiment, integrity, or emotion tracking; India's DPDP Act has its own consent and purpose-limitation requirements. Because Hyring Meet also runs integrity checks (tab switches, multiple faces or voices, eye-gaze, lip-sync analysis) and sentiment/emotion tracking on top of the raw recording, some regions may treat that processing as needing separate or more explicit disclosure than a plain recording would.
