What MiraDay Can & Can't Do

Mira handles much of the sourcing work, but the hiring judgment stays with you. Here's what you can rely on Mira for, and what it leaves to you.

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What you can rely on Mira for

• Reasoning over your criteria. Mira reads what you're looking for and evaluates each candidate against it with evidence, not keyword matches.
• Working across broad public data. It draws on multiple public talent data sources and its own index, so a fit can surface from evidence spread across them.
• Being honest about uncertainty. When a profile is silent on something profiles often leave out, Mira marks it uncertain instead of assuming it's met.

What Mira won't do

• It won't invent candidates or facts. If the right person isn't in the data, Mira tells you that rather than making one up, and it never fabricates an employer, skill, or project a profile doesn't show.
• It won't decide who to hire. Every result is a suggestion for your review. Judging, deciding, and reaching out stay with you.
• It won't filter or rank on protected characteristics. Mira is designed not to screen, sort, or score people on things like age, gender, race, religion, nationality, or disability.
• It won't infer sensitive traits. No emotion or sentiment analysis, and no scoring on characteristics unrelated to the role.
• It won't grab contact details on its own. Emails and phone numbers are fetched only when you ask for them.

Accuracy depends on the data

Mira's matches are only as good as the public information available. A profile that spells out someone's work, skills, and history can be assessed precisely; a sparse one can't, and Mira will be less certain about it. If a search returns fewer people than you asked for, loosen a requirement or review the whole pool rather than just the top result.

You're in control

You steer the process from both ends. Before a search, Mira proposes an Ideal Candidate Profile and you confirm it, so it's evaluating against criteria you approved. It stays at the top of the results, where you can edit it and search again. After the search, you review the evidence, make the call, and decide who to contact. Mira surfaces candidates and explains its reasoning; the decision is yours.

Your compliance obligations

Some jurisdictions place additional obligations on employers who use automated tools in hiring. For example, New York City's Local Law 144 requires an independent bias audit and candidate notice when an automated employment decision tool is used to screen candidates. Whether rules like these apply depends on how you use MiraDay and where you hire, so assess them for your own workflow.

What's next

• How MiraDay Matches Candidates: how the per-criterion, evidence-based assessment works.
• Where Candidates Come From: the public data behind the matches.
• Privacy & Compliance: how Mira handles candidate and user data.