This interview is an element of Workology’s HR highlight series, where we highlight influential HR leaders who’re shaping the longer term of labor through daring ideas and real-world impact. For this post, we’re talking to Mike Hudy, Chief Science Officer for Hirevue.
Mike Hudy, Chief Science Officer for Hirevue, is an industry expert in predictive modeling using human capital data with greater than 20 years of experience in technology-enabled science solution design and talent analytics. Mike is expert in deciphering the complexities and ambiguities of talent acquisition to create the sensible, effective, and satisfying solutions clients and candidates deserve.
Mike’s prior experience includes serving as Chief Science Officer at Modern Hire, Executive Vice President of Science at Shaker International, of which he was also a founder. He also was Senior Consultant at SHL and Training Evaluation Analyst at Nationwide Insurance.
5 Questions With Mike Hudy
What’s the “Precision-Trust Equation” in hiring?
The Precision-Trust Equation challenges the concept corporations must choose from hiring efficiency and candidate experience. It shows that organizations can achieve each AI-driven precision in identifying top talent and a human-centered, transparent candidate experience that builds trust.
Why is candidate trust becoming a competitive advantage in talent acquisition?
AI use is not any longer experimental but embedded within the hiring process for each candidates and TA teams. And yet, candidates still need to know they’re being seen and evaluated with fairness, keeping a human connection at hiring’s core. In keeping with the Hirevue 2026 Global Guide to AI in Hiring Report, 65% of candidates still prefer interacting with a human over a chatbot through the hiring process.
Subsequently, employers have the chance to create authenticity and trust from that very first hiring interaction. This implies they now expect tech that’s designed to be transparent, feel fair, and respectful.
As AI becomes more common in hiring, candidates are more sensitive to when and the way it’s being applied. Corporations which are transparent about AI and explain the way it’s used inside their processes see higher engagement, completion rates, employer brand, and ultimately retention.
How does AI transparency improve hiring outcomes?
Transparency helps candidates understand where AI plays a task of their hiring journey, where it surfaces insight, and the way they’re being evaluated—in tandem with where human interpretation balances AI for informed and defensible decisions. When candidates perceive AI as fairer and explainable, they’re less more likely to drop out and more more likely to complete applications, improving overall conversion rates through the funnel to optimize key talent acquisition metrics.
What’s the “sea of sameness” problem in modern hiring?
AI-assisted applications have flooded hiring pipelines with polished resumes that appear and feel the identical, making it incredibly difficult to distinguish candidates. Consequently, employers are each struggling to work through volumes with efficiency while revealing which applicants have the actual capability to do the job. With assessments, we lean into the facility of science to tackle this growing challenge and take a data-validated approach to directly measure the talents and capabilities that drive success in any given role.
Why should candidate experience be treated as a business metric?
TA leaders are being asked to search out candidates they never would have found before, while at the identical time, candidates are disengaging faster when the method feels tedious and impersonal. Hirevue is driving AI-powered precision through the hiring journey, ensuring our technology is trusted, transparent, and human-centered at every touchpoint. This ultimately delivers a candidate experience that feels human fairly than robotic and impersonal. We design our technology to treat the candidate as if they’re a consumer within the hiring process.
Candidate experience directly impacts measurable outcomes across Talent Acquisition and the broader business, including application completion rates, time-to-hire, and offer acceptance through to performance and retention outcomes. Organizations that put money into a more human and fascinating experience see higher hiring results and stronger long-term value.