What tools help with DEI in recruitment?

Building a diverse workforce starts with a fair hiring process — and increasingly, that means choosing the right tools. But not all recruiting software is built with equity in mind. From sourcing underrepresented talent to reducing unconscious bias in screening, DEI-minded recruiters need platforms that actively support inclusive hiring at every stage.

What to look for in a DEI recruiting tool 

Before diving into the tools themselves, here’s what to evaluate when comparing DEI-focused recruiting platforms: 

Bias mitigation 

• Does the tool anonymize candidate data during screening? 

• Are its models trained on diverse, bias-mitigated datasets? 

Inclusive sourcing 

• Can you proactively source from underrepresented groups? 

• Are filters and insights designed to support representation goals? 

Skills-based assessment 

• Does the platform prioritize skills and potential over pedigree? 

• Are candidates evaluated on what they can do — not where they’ve worked? 

Analytics and visibility 

• Can you track diversity metrics across the hiring funnel? 

• Does the tool flag potential equity gaps? 

ATS compatibility 

• Will it integrate with your existing applicant tracking system? 

1. CLARA

CLARA is an AI-powered screening and assessment tool built specifically to reduce hiring bias and help hiring teams focus on skills instead of keywords. Unlike general-purpose AI, CLARA’s models are trained on datasets curated for fairness and are designed to minimize proxy bias by hiding identifying data during evaluation. 

DEI features 

• Application de-identification (e.g., name, school, employer hidden from model) 

• Bias-aware models focused on skill-based assessments 

• Demographic data is never used in scoring 

• Re-identification occurs only after evaluation 

Pros 

• Built from the ground up for equity in hiring 

• Integrates with major ATS platforms like Greenhouse, Lever, and SmartRecruiters 

• Faster and more inclusive: 28% more qualified applicants identified, 80% faster screening 

Cons 

• Requires alignment on which skills and qualities matter most in a given role 

Considerations 

CLARA is ideal for teams serious about fair, skills-first hiring. It’s especially well-suited for DEI-minded organizations that want to eliminate bias before interviews even begin. 

2. SeekOut

SeekOut is an AI-powered sourcing tool that helps recruiters proactively discover diverse candidates across public data sources, internal systems, and more. It also offers robust resume screening capabilities via their fully managed SeekOut Spot service. There are also filters for identity-based groups and an optional blind hiring mode. 

DEI features 

• Talent search filters for underrepresented groups (e.g., women in tech, veterans) 

• Blind hiring mode hides demographic details 

• Diversity analytics dashboards for pipeline visibility 

Pros 

• Large database of diverse talent profiles 

• Useful for proactive outreach and early-stage sourcing 

• Popular with enterprises and government contractors 

Cons 

• Less focused on screening or candidate evaluation 

• Data depth may vary depending on region or profession

• Talent search filters used inferred identity data

Considerations 

If your biggest challenge is reaching underrepresented talent, SeekOut provides scale and targeting tools that traditional job boards don’t. However SeekOut has received criticism for making assumptions about the identity and demographics of candidates based on proxy signals which is less accurate and more prone to proxy bias.

3. Oleeo

Oleeo is a recruiting platform designed to embed diversity and inclusion into every stage of the hiring process — from job postings to interviews. It uses automation and AI to flag bias and support equitable workflows. 

DEI features 

• Inclusive language checker for job descriptions 

• Uses automation to flag potentially biased language

• Diversity metrics tracked through each stage of the funnel 

Pros 

• DEI built into core workflows 

• Analytics help teams identify and act on gaps in representation 

• Offers personalization at scale for large hiring teams 

Cons 

• Full platform can require process changes and time to implement 

• May be more than smaller teams need 

Considerations 

Oleeo is best suited for larger organizations looking to overhaul legacy processes and adopt a fully inclusive recruiting strategy across departments. 

4. Toggl Hire

Toggl Hire focuses on skills-first hiring with customizable assessments and blind screening capabilities. Like CLARA it’s built to help hiring managers identify top talent based on performance, not pedigree. 

DEI features 

• Skills-based tests tailored to role requirements 

• Candidate names and backgrounds hidden during evaluation 

• Templates designed to reduce subjectivity by focusing on measurable performance

Pros 

• Intuitive platform with free trial options 

• Emphasizes practical skills over resumes 

• Strong match for small to mid-size companies 

Cons 

• Limited diversity sourcing features 

• Less robust analytics than enterprise-grade tools 

Considerations 

Toggl Hire is a great entry point for teams making the shift from traditional resumes to merit-based hiring, particularly in technical or early-career roles.

Are you ready to recruit better? 

Inclusive hiring isn’t just about who gets in the pipeline; it’s about how candidates are treated once they’re there. From removing name bias to measuring the impact of your efforts, the right technology can turn your DEI goals into action. 

Want to see how CLARA helps teams reduce bias at the point of screening? Click here to use our interactive demo.