Putting AI to work alongside your people is regulated in Singapore — and getting more so. Every HIPI co-worker is designed from the ground up to keep you on the right side of it, with disclosure, consent, human oversight, and a complete audit trail.
These principles are baked into the shared engine — so the same guardrails apply to every co-worker you put to work, recruiting or otherwise.
When a co-worker talks to a person, it says it's an AI on first contact, every time.
The autonomy dial starts at "ask before every action" and only earns more trust over time.
An exportable trail of every action, message, consent, and decision — the "why" is always on record.
People can reach a real person at any moment; the escape hatch is in every conversation.
Consent before engagement; redaction on request; retention windows you configure.
Human oversight, explainability, and impact assessment are first-class — every action carries a reason.
However a co-worker is used, personal data is handled to the same standard.
Consent is captured before AI engagement and the purpose is disclosed up front.
Only what's needed for the task is collected, and it's redactable on request.
Configure retention windows; data is deleted or anonymised when it's no longer needed.
Our recruiting co-worker carries extra, hiring-specific guardrails and surfaces the relevant obligations at onboarding.
Selection is on merit. Protected attributes are never scored, and prompts are bias-aware by design.
Decisions stay with people. Angela proposes a shortlist; a human approves every advancement and rejection.
Built-in fairness summaries and exports so you can evidence merit-based selection.
Security and privacy are foundational, not optional add-ons.
Data is encrypted in transit, with role-based access to the recruiter console.
Append-only records of actions, consents, and approvals for accountability.
Only what's needed to screen is collected, and it's redactable on request.
HIPI is reference software, not legal advice. Confirm your obligations under the PDPA, TAFEP guidelines, the Workplace Fairness Act, and the IMDA-PDPC Model AI Governance Framework with qualified counsel before launch.
Onboard a role and see the audit trail build from message one.
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