It is shown to you. Hyring Meet surfaces integrity signals on the report for your review - it does not automatically reject a candidate, fail an interview, or move anyone out of your pipeline on your behalf. Every hiring decision stays with your team.
The reason it works that way is that a signal is an indicator, not proof. A second face in frame can be a family member that was unintentionally walking through the room. A face out of view can be a laptop camera angled badly. Repeated tab changes can be a candidate you told to open their portfolio. If the platform acted on signals by itself, it would be making adverse decisions on evidence that a human can usually explain in ten seconds of watching the recording.
Where automatic outcomes do exist in Hyring, you configure them deliberately and you know you have. In the AI Phone Screener, for example, you can mark an expected answer as a Must-Have, and a candidate answering differently is flagged as not qualified for the role.
What we would recommend before you roll Meet out to a panel:
Decide what a flag triggers - a review, a follow-up question, a second round - and write it down.
Always check a flag against the recording and transcript before acting on it.
Give the candidate a chance to explain where the flag is material to your decision.
Brief your panel on what each signal actually means before their first Meet interview, so a red marker does not carry more weight in the room than it deserves.
Don't reject a candidate based on a flag alone, and keep your treatment of flags consistent between candidates. Every Meet interview is recorded and scored against the same structure, your process is auditable - which protects you when a decision is questioned, provided you apply it evenly.
