What Mira Can & Can't Do

Mira does a lot of the heavy lifting in sourcing, but it works best when you know exactly where its judgment ends and yours begins. Mira is a decision aid, not the decision-maker. Here's what you can rely on it for, and what it deliberately 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 doesn't show whether someone meets a requirement, Mira marks it uncertain instead of assuming.

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, one candidate at a time.

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, that reflects the real available data for those criteria, not a hidden limit, so it's worth loosening a requirement or reviewing the whole pool rather than just the top result.

You're in control

You steer the process from both ends. Before any search, you confirm the Ideal Candidate Profile Mira works from, so it's evaluating against criteria you approved. After the search, you review the evidence, make the call, and decide who to contact. Mira surfaces and reasons; the decision or judgment is always yours.

Your compliance obligations

Mira is a sourcing aid: it finds and evaluates candidates, and the hiring decision stays with you. 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 Mira and where you hire, so assess them for your own workflow.

What's next

• How Mira 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.