Blind review
Reduce visible personal information during early candidate review.
Use blind review to hide some personally identifiable information, or PII, during early screening so reviewers can focus more closely on job-related evidence.
PII includes information such as a person's name, email address, phone number, and photo.
This optional feature may not be enabled for every organization. Blind review can reduce some bias cues, but it cannot remove all identifying information and does not make a hiring process unbiased by itself.
Before you begin
- Confirm that your organization has the DEI & Compliance package.
- Decide which hiring stages and roles should use masked information.
- Review the policy with recruiting leaders, privacy staff, and employment counsel.
- Check interview and assessment prompts so they do not unnecessarily ask candidates to reveal personal information.
- Train reviewers on what blind review does and does not hide.
Enable blind review
- Open the compliance settings in InsightHire.
- Find Blind review.
- Turn on the option that masks PII for recruiters in review queues and applicant lists.
- Save the setting.
- Ask a recruiter subject to blind review to refresh InsightHire.
- Open a test candidate and confirm the expected fields are masked.
Where masking applies
When enabled, blind review can mask identifying details in the recruiter review queue and position applicant lists. Candidates may appear under an internal identifier or neutral label so reviewers can still advance, reject, or message the record.
Org Admins and roles allowed to bypass blind review may still see full records.
Redacted resumes
Recruiters subject to blind review may receive a redacted PDF instead of the original resume. InsightHire attempts to cover common contact areas containing names, email addresses, phone numbers, headers, and footers.
Resume redaction is best-effort. It depends on the PDF's readable text and layout and may miss identifying details. Test representative resumes and ask counsel whether the result meets your program requirements.
What blind review does not hide
- Information a candidate says or shows in a video or interview.
- Personal details included in free-text assessment answers.
- Job-related scores and rubric breakdowns.
- Structured interview scorecards available later in the process.
- Full records available to authorized administrators and export tools.
Blind review is a display mode, not encryption or deletion.
Recommended workflow
- Use masked views during the early evidence review stage.
- Base decisions on documented, job-related criteria.
- Advance selected candidates under your normal approval process.
- Reveal information only at the stage allowed by your policy.
- Audit a sample of masked resumes and views regularly.
Disable blind review
- Open the compliance settings.
- Turn off Blind review.
- Save the change.
- Ask recruiters to refresh open pages.
The change affects what users see; it does not remove historical candidate information.