Trust that raises the standard
Hiring data is sensitive because people are. Maslow gives you control over consent, access, and retention, while keeping decisions human and evidence-led.
Your process, your data, your decision
Consent stays simple and visible
Built for sensitive conversations
Role-based access
Only authorised users can access interviews, reports, and admin settings, with permissions managed at organisation level so sensitive data stays tightly scoped.
Audit trails
Key actions and changes are logged with timestamps, so you can evidence what happened and when, without relying on memory or informal handovers.
Purpose limitation by design
Interview data is used to deliver structured interview evidence, reporting, and candidate follow-through, not for unrelated tracking or background monitoring.
Retention you can control
Set retention expectations and apply deletion workflows so interview data does not linger longer than it should, with clear visibility when records change state.
Fair and unbiased interviews
Bias often creeps in when interviews are unstructured. One candidate might talk about hobbies for 20 minutes, while another is grilled on technical skills.
Maslow prevents this by guiding interviewers through a consistent framework. This ensures that every candidate is evaluated against the same criteria.
Respect protects your brand
Transparency candidates can feel
Set expectations upfront with clear stages, clear criteria, and clear consent, so candidates always know what's happening, what you're assessing, and what comes next.
Feedback without awkward follow-up
Candidates receive clear, constructive feedback automatically, so you close the loop without pulling hiring managers into debate or committing to a manual feedback cycle you cannot sustain.
Trust that builds across rounds
Each round adds to the same evidence trail, so candidates and teams see what changed, what improved, and what still needs proof, rather than resetting every time.
Verified organisations
Maslow is not an open network. Organisations are verified before they can run interviews and invite candidates, reducing impersonation risk and protecting your employer brand from bad actors.