> This is the markdown version of https://www.classet.ai/blog/classet-vs-workday-hiredscore > Learn more at https://www.classet.ai ![Classet vs Workday HiredScore comparison for frontline and hourly hiring](/_next/image?url=%2Fimages%2Fblog%2Fclasset-vs-workday-hiredscore.png&w=3840&q=75) # Classet vs Workday HiredScore for Frontline Hiring HiredScore grades the applicants already sitting in your Workday database. Frontline candidates rarely apply with enough information to grade. How the two approaches differ, and what a scoring tool adds to your compliance workload. [![Paul Jones](/_next/image?url=https%3A%2F%2Fassets.basehub.com%2Fe0b5701f%2F6599306507912123f90f150a8bfaaf6c%2Fscreenshot-2026-01-28-at-10.53.16-am.png%3Fwidth%3D100%26height%3D100%26quality%3D100&w=96&q=75) Paul JonesHead of Growth at Classet ](/blog/authors/paul-jones) July 17, 2026 AI Recruiting Teams that evaluate us against Workday HiredScore usually show up with the same worry, and they're usually right about it. HiredScore is a strong product. It's also a ranking layer, which means it only helps when your applicants already came with enough information to rank. A Marketing Coordinator applicant does. The 400 people who tapped Quick Apply on your Indeed warehouse posting from a phone in a parking lot did not. **TLDR:** - HiredScore grades and prioritizes candidates already sitting in your Workday database. Classet phone-screens candidates who applied minutes ago and produces the information HiredScore would need before it could grade anyone. - Workday's own datasheet shows the tool sorting candidates by relevant experience, highest degree, and sponsorship status, against a Marketing Coordinator opening. Those are corporate hiring signals. - Reordering a list doesn't shorten it. Somebody still has to call all 400 people, and HiredScore never places a call. - Workday had to buy a second screening product in 2025 to cover frontline hiring, eighteen months after buying HiredScore. - Every AI hiring rule on the books keys on tools that produce a score, grade, or rank. The bias audit, the candidate notice, and the record-keeping land on you, not on Workday. - A grade means less when the application says less, so the risk is highest on exactly the roles you'd be buying it for. - Joy doesn't score or rank anyone. She interviews, then hands your recruiter a transcript and a summary so a person makes the call. ## What Workday HiredScore actually does Workday bought HiredScore in 2024 and sells it now as HiredScore AI for Recruiting, built around a Recruiting Agent that lives inside Workday Recruiting. Its job is triage. It reads an opening, evaluates every applicant and lead against it, assigns each person a grade, and pushes the strongest names to the top of a recruiter's queue with its reasoning attached. It also does talent rediscovery, pulling past applicants, CRM leads, and current employees back into the running for a new role. Workday publishes real numbers in its [HiredScore AI for Recruiting datasheet](https://www.workday.com/content/dam/web/en-us/documents/datasheets/hiredscore-ai-recruiting.pdf), and they deserve to be taken seriously. 54% Increase in recruiter capacity, per Workday's HiredScore datasheet 57% Decrease in recruiter screening time 70% Of openings covered by existing talent pools 20% Decrease in agency hires That last number tells you who Workday built this for. Cutting agency hires by 20% is a corporate search metric. Nobody pays a contingency agency to fill a $19-an-hour picker shift. The screenshot in that same datasheet makes the point again. The sample opening is a Marketing Coordinator role, candidates carry A, B, and C grades, and the columns recruiters sort on include relevant experience, highest degree, and whether someone will need visa sponsorship. For corporate hiring that's a well-built screen. Sort journeyman electricians by highest degree and you've added a column that tells you nothing about who can bend conduit. ## What Classet does instead Classet is an AI phone screener. Joy, our AI recruiter, calls candidates within seconds of their application, runs a structured interview against the criteria you set, and returns a transcript, a recording, and a summary with your knockout answers flagged. She works nights and weekends, which is when most frontline candidates apply. She screens roughly 150 applicants in 10 minutes. Customers see apply-to-interview conversion rise 3-8x, and one cut screening from a full day to about an hour, because their constraint was never the order of the list. Nobody had talked to anyone yet. Joy connects to 100+ ATS platforms through Joy Sync, Workday included. Plenty of multi-location operators run Workday for HR while hiring hourly staff through Indeed and a spreadsheet, and she works there too. ## Ranking needs a resume. Frontline applicants don't send one. Your recruiters will feel this one in week two. A grading model needs something to read. It takes work history, tenure, titles, credentials, education, and gaps, then infers fit from the pattern. A senior analyst applying to a corporate opening hands it two dense pages, so the grade rests on real evidence. A frontline applicant hands it a name, a phone number, one or two former employers, and sometimes a single line about the work. Nothing about certifications. No mention that their EPA 608 lapsed in March, that they can only take first shift because of a custody arrangement, or that the "driver" job on their profile was box truck rather than Class A. Grade that and you get a confident-looking letter resting on almost nothing. Grade 400 of them and you've sorted noise into a tidy order. Your A-graded candidate may just be the person who typed the most words, which tells you they own a laptop rather than that they'll show up at 5am in February. Joy works the other direction. She calls and asks. Do you hold a current Class A CDL, and which endorsements? Are you comfortable on a ladder above 20 feet? Can you start at 5am? Three minutes on the phone produces more than the entire application did, because we designed the screening step to create the information rather than re-sort a thin version of it. ## Reordering the queue doesn't shorten the queue Most teams discover this after they've signed, so we'd rather say it now. HiredScore makes recruiters faster at working a list by telling them who to call first and why. It doesn't place the call, and was never built to. Workday's datasheet describes the candidate-experience benefit as freeing recruiting teams up for meaningful conversations, which is an honest way to put it. Those conversations still belong to your team. On a corporate opening with 80 applicants and two recruiters, that's the right trade, because deciding who to read first is the actual bottleneck. At frontline volume the math flips. You have 400 applicants on one warehouse opening. Even in a perfect order, your recruiter dials all day, reaches maybe a third on the first attempt, and leaves voicemails for the rest. By the time they get to candidate 150, the good ones from Monday have taken other jobs. A 54% capacity gain against that workload still leaves somebody dialing. Joy runs all 400 conversations at once, in the first hour, at 9pm on a Saturday if that's when people applied. ## Talent rediscovery only pays off if the candidate is still available The 70% coverage number rests on an assumption that holds up in corporate hiring and falls apart in frontline hiring: that someone who applied nine months ago can still be hired today. For a finance manager role, often yes. Your silver medalists are employed, they're passive, and they'll take a call about the right opportunity a year later, which is why rediscovery works so well on professional roles. The warehouse applicant from nine months ago has been working somewhere else for eight of them. Frontline pipelines don't mature into a talent pool, they rot into a call list full of dead numbers, and the half-life is days rather than quarters. [Indeed's research on ghosting](https://www.indeed.com/lead/indeeds-ghosting-in-hiring-report) found 78% of job seekers admit they've ghosted an employer, with slow hiring as the main driver. Mining last year's database won't beat [reaching this morning's applicant](https://www.classet.ai/blog/ai-recruiting-platforms-stop-candidate-ghosting) before the shop down the road does. Classet Workday HiredScore Core function Runs the screening interview by phone and produces the information a hiring decision needs Grades, ranks, and prioritizes candidates already in your database Contacts the candidate Yes. Joy calls within seconds of application, plus SMS and email follow-up No. Your recruiters and hiring managers make every call Data it depends on The conversation it creates. Works when the application is three lines long Resume, work history, education, and profile data already on file Built around Hourly, frontline, and skilled trades hiring at volume Corporate and professional openings inside Workday Recruiting What you need first Nothing. Connects to 100+ ATS platforms, or runs on its own Designed to run inside Workday Recruiting Scoring behavior Doesn't score or rank. Returns transcript, recording, and structured summary Assigns candidate grades and priority ranking with its reasoning Time to deploy Days, no engineering Enterprise rollout alongside your Workday configuration Entry commitment From $249/month self-serve, month to month Enterprise agreement, usually an add-on to existing Workday spend ## Workday needed a second product to cover frontline We don't have to argue that HiredScore isn't a frontline product, because Workday settled that question itself. Workday owned HiredScore for eighteen months, watched how it performed on hourly openings, then went out and bought a [separate chat-based screening company](https://www.classet.ai/blog/classet-vs-paradox-ai-recruiting) to handle the frontline. It now positions that product, HiredScore, and Workday Recruiting as covering everything from the frontline to the back office. Had HiredScore handled hourly roles on its own, Workday wouldn't have spent the money. So evaluating HiredScore for frontline roles means evaluating the piece Workday decided wasn't enough by itself, and buying the fix means a second contract, a second rollout, and a roadmap you don't control. That fix still runs on text and chat, which asks a technician with dirty hands, a caregiver between rounds, or a driver mid-route to type detailed answers on a phone. When one home services customer swapped written assessments for phone interviews, completion went from 50% to over 70%. ## What your legal team will ask about None of this is legal advice and your counsel should have the final word. But you'll want to know which questions land on your desk before you're sitting in the second call. Start with [Mobley v. Workday](https://www.classet.ai/blog/workday-ai-hiring-lawsuit). A rejected applicant sued Workday itself, rather than the employers using it, arguing the software screened him out. In July 2024 Judge Rita Lin refused to throw the case out. She drew a line between software that applies an employer's criteria "in a rote way," like a spreadsheet filter, and software that participates in the decision by recommending some people and rejecting others. HiredScore's grading sits nearer the second description. In May 2025 the court let every applicant aged 40 or older who was rejected through Workday's AI since September 2020 join the case as a group, which turned one man's complaint into a nationwide action covering hundreds of employers. Using AI to screen people isn't what created that exposure. Letting a model grade them is. Almost every rule written since has drawn the same line, and the trigger is always the same thing: does the tool produce a score, grade, rank, or classification that carries weight in the decision? ## Who does the paperwork: you, not Workday Put the rules side by side and the pattern is hard to miss. Rule Status What sets it off What you have to do [NYC Local Law 144](https://www.deloitte.com/us/en/services/audit-assurance/articles/nyc-local-law-144-algorithmic-bias.html) Live since July 2023 A tool that outputs a score, classification, or recommendation that substantially assists or replaces a human decision Get an independent bias audit each year, post a summary of the results publicly, and tell candidates at least 10 business days before you use it [California FEHA rules](https://www.jacksonlewis.com/insights/californias-new-ai-regulations-take-effect-oct-1-heres-your-compliance-checklist) Live since October 1, 2025 Automated systems used to screen, score, or rank applicants Keep the tool's data, the model behind it, and the criteria it used for four years instead of two. Whether you tested the tool for bias becomes evidence if you're sued [Illinois HB 3773](https://www.shrm.org/advocacy/new-year-brings-new-ai-regulations-for-hr) Live since January 1, 2026 AI used in recruiting, hiring, promotion, discipline, or firing Tell applicants you're using AI, and don't let the tool use zip code as a stand-in for race or national origin Texas Responsible AI Governance Act Live since January 1, 2026 AI used in high-impact settings, hiring included Transparency, risk review, and governance obligations [Colorado SB 26-189](https://www.nortonrosefulbright.com/en/knowledge/publications/18733d31/colorado-enacts-revised-ai-law) Signed May 2026, live January 1, 2027 Automated technology that "materially influences" a major decision Disclosure and transparency. This law replaced Colorado's 2024 AI Act and dropped its mandatory bias audits Two things worth taking from that table, and the second matters more than the first. The rules aren't all moving in one direction. Colorado went backwards in May 2026, pulling the bias-audit requirement out of its own AI Act, and a December 2025 [New York State Comptroller audit](https://www.osc.ny.gov/state-agencies/audits/2025/12/02/enforcement-local-law-144-automated-employment-decision-tools) found NYC has enforced Local Law 144 inconsistently and without enough staff. Any vendor telling you regulators are about to descend is selling you something. The part that survives every change in the political weather is simpler: **these obligations belong to the employer.** Deploy a tool in New York City that grades candidates and you are the one who hires the auditor, posts the summary on your careers site, and sends the notices. Workday runs a real responsible-AI program and publishes on it, which is worth asking for, but it doesn't cover you and the penalty notice arrives with your name on it. Local Law 144 fines run $500 for a first violation and $500 to $1,500 for each one after that, and both every day of non-compliant use and every missing candidate notice count on their own. Underneath all of it sits something older than any AI statute. The federal discrimination laws, meaning Title VII for race and sex, the ADEA for age, and the ADA for disability, already prohibit any hiring practice whose results come out uneven across those groups without a good reason. Nobody has to prove you meant to discriminate. A plaintiff shows the numbers skewed, and then you have to prove the practice was necessary for the job. Proving that gets hard when your answer to "why did this candidate get a C?" is a vendor's model. ## The less an application says, the more a grade can hurt you This next part is specific to frontline hiring, and it runs against most people's intuition. A grading model has to return an answer from whatever you feed it. Give it a dense professional resume and it has plenty of job-related signal: titles, tenure, credentials, progression. Give it a three-line Indeed Quick Apply and most of that signal is gone, but you still get a grade back. The model leans on whatever's left. What's left tracks protected characteristics more closely than it tracks job performance. Zip code, which Illinois now bans by name. Employment gaps, which follow caregiving and disability. School names. How much text someone typed, which mostly tells you whether they applied from a laptop or a cracked phone screen during a break. So your exposure is lowest where applications are rich, which is corporate hiring, the job HiredScore was built for. It climbs as applications get thinner, which is frontline hiring, the job people are evaluating it for. You'd take on the scoring risk exactly where the evidence supporting each score is weakest, then hold those records for four years if you hire in California. Joy never runs into this, because she doesn't score or rank. She asks the questions you wrote, records what the candidate said, and hands your recruiter a transcript, a recording, and a structured summary. A person makes the advance-or-reject call and can point to the answer behind it. We designed her to sit outside the definitions in that table rather than to comply with them, though your counsel should make that call for your own rollout. Our bias audits with Warden AI are published in public, and we hold SOC 2 Type II certification through Prescient Assurance. Ask every vendor on your shortlist, us included, for four things: their most recent independent bias audit, a written answer on whether the tool outputs a score or rank, the candidate-notice language they expect you to publish, and what happens to the audit trail when someone files a charge two years later. [The full vendor question list](https://www.classet.ai/blog/ai-recruiting-vendor-questions) is worth bringing to the demo. ## When HiredScore is the right call Sometimes it is, and you should hear that from us rather than work it out later. Buy HiredScore if your hiring runs mostly salaried and professional, you're standardized on Workday Recruiting, your applicants arrive with real resumes, and what your recruiters complain about is not knowing who to read first. That's the problem Workday built it to solve, and it solves it. The 57% screening-time cut is believable in that setting. Buy Classet if you're filling hourly and skilled trades roles at volume, your applicants come through Indeed with barely any profile, your recruiters complain that they can't reach people fast enough, and the first company to have a conversation wins the hire. Plenty of customers run both, putting Joy on the frontline roles and leaving Workday to handle everything corporate. ## FAQ Can Classet work alongside Workday and HiredScore? Yes. Joy Sync connects to Workday the same way it connects to the other 100+ ATS platforms we support. A common setup leaves HiredScore handling corporate openings inside Workday while Joy screens the hourly and frontline roles, writing transcripts and summaries back so everything ends up in one system. Why does HiredScore struggle with frontline candidates? The tool isn't the problem, the input is. Grading models read work history, credentials, and education, and frontline applications carry almost none of it. Indeed Quick Apply often produces a name, a phone number, and one former employer. Any grade built on that is a guess with a letter attached. Classet runs a phone interview to produce the missing information rather than inferring it. Hasn't Workday added a frontline product since? It has, and buying one confirms the gap was there. That product screens through text and chat, so candidates working with their hands or driving a route still have to stop and type answers on a phone. Phone screening removes that step. You're also signing for two products and waiting on integration timelines you don't set. Does Classet require an ATS? No. Joy Sync connects to over 100 ATS platforms if you have one. If you don't, Classet runs on its own with a direct Indeed connection, applicant import, and a pipeline board, which covers a lot of multi-location operators tracking applicants in spreadsheets today. How long does each take to deploy? Classet goes live in days with no engineering work and no process changes, and you can run test interviews before switching anything on. HiredScore rolls out on enterprise timelines alongside your Workday Recruiting configuration, coordinated across IT, HR, and compliance. Does using HiredScore make us subject to NYC Local Law 144? Your counsel has to answer that, but the definition is short enough to read yourself. The law covers tools that output a score, classification, or recommendation used to substantially assist or replace a human hiring decision. A product built around grading candidates and pushing the best ones up the queue sits close to that. If the law applies, you need an independent bias audit from within the past year, a public summary of the results, and candidate notice at least 10 business days ahead. Those duties belong to you as the employer, not to the vendor. Doesn't Workday's bias auditing cover us? It covers Workday. Every rule on the books assigns the compliance duty to the employer running the tool. You hire the independent auditor, post the summary on your careers site, send the notices, and keep the records, which in California means four years of the selection criteria and the underlying model data. A vendor's responsible-AI program is useful evidence and worth requesting, but it won't stand in for your own file. Aren't AI hiring rules being rolled back anyway? Some are. Colorado repealed its 2024 AI Act in May 2026 and replaced it with a disclosure-focused law that drops mandatory bias audits, effective January 2027, and a state audit found NYC's enforcement has been patchy. The older exposure never depended on those laws though. Title VII, the ADEA, and the ADA already prohibit hiring practices whose results skew by race, sex, age, or disability without a job-related reason, nobody has to prove you intended it, and Mobley v. Workday shows how one vendor's model touching hundreds of employers becomes a single nationwide case. Does Classet score or rank candidates like HiredScore does? No, by design. Joy applies the knockout criteria you define and returns a transcript, recording, and structured summary. Your recruiter makes the advance-or-reject call. A person who can explain the decision stays in the loop, which matters given where the case law is going. ## Key points - HiredScore prioritizes candidates already in your database. Classet produces the information those candidates never gave you. - Workday's own datasheet grades candidates on relevant experience, highest degree, and sponsorship status against a Marketing Coordinator opening. None of those signals carry over to hourly and trades hiring. - Sorting solves a corporate bottleneck. At frontline volume the bottleneck is reaching people fast enough, and HiredScore doesn't place calls. - Talent rediscovery depends on candidates still being available, and frontline pipelines go stale in days. - Workday buying a second screening product in 2025 is direct evidence that HiredScore alone didn't cover frontline hiring. - AI hiring rules in New York City, California, Illinois, Texas, and Colorado all key on tools that produce a score or rank, and the audit, the notice, and the record-keeping are your obligation rather than the vendor's. - Federal discrimination law applies with or without an AI statute, and a grade you can't explain is hard to defend. - Joy doesn't grade anyone, so the rejection decision stays with a person who can say what drove it. ## See how it works The quickest way to settle this is to hear Joy screen for a role you're struggling to fill right now. Bring your knockout questions and we'll run a test interview against them before you change anything in your stack. [Book a demo](https://www.classet.ai/demo), or read how other teams handle [high-volume hourly hiring](https://www.classet.ai/blog/ai-recruitment-tools-that-actually-work-for-hourly-hiring) when the applications outnumber the recruiters. [![Paul Jones](/_next/image?url=https%3A%2F%2Fassets.basehub.com%2Fe0b5701f%2F6599306507912123f90f150a8bfaaf6c%2Fscreenshot-2026-01-28-at-10.53.16-am.png%3Fwidth%3D100%26height%3D100%26quality%3D100&w=128&q=75) Paul Jones Head of Growth at Classet Paul comes from an operator background running an Alpine-owned company, and brings firsthand experience with the hiring challenges Classet was built to solve. He's driven by a belief that the right technology can make meaningful work more accessible. ](/blog/authors/paul-jones) Follow Classet in Google Add classet.ai as a preferred source and our hiring research is more likely to show up in your Top Stories and AI Overviews. [Add as preferred source →](https://www.google.com/preferences/source?q=classet.ai) ## Explore More ### Use Cases - [RPO / BPO Recruiting](/use-cases/call-centers-bpo) - [Healthcare Recruiting](/use-cases/healthcare) - [Hospitality Recruiting](/use-cases/hospitality) ### Integrations - [Greenhouse](/integrations/greenhouse) - [Bullhorn](/integrations/bullhorn) - [Lever](/integrations/lever)