Bias audits are painful when the underlying interview process is loose. Teams wind up reconstructing what happened from recruiter notes, ATS comments, and spreadsheets that were never designed for auditability.
What we store
Greenroom’s bias audit log captures the question set used, the rubric applied, the per-candidate scores generated, and the recommendation outcome. That gives legal and people-ops teams a stable record for annual review instead of ad hoc screenshots.
Why it matters
The point is not just compliance theater. Once the same data is consistently available, companies can spot drift between roles, cohorts, and interview versions before those inconsistencies become policy risk.