Fama

We make hiring great people easy

Usage Based

Description

Fama offers a modern approach to candidate screening by leveraging AI to filter through an extensive network of over 10,000 online sources. This process helps talent teams gain deeper insights into candidates beyond traditional background checks. The platform is designed to identify potential behavioral risks, such as fraud, harassment, and violence, which could pose a threat to an organization. By surfacing this information, Fama assists companies in mitigating hiring risks and fostering a secure work environment.

In addition to risk identification, Fama also highlights positive professional attributes like creativity, innovation, and problem-solving skills, contributing to a more holistic view of a candidate's potential fit. The system is built to be compliant with regulations such as FCRA, EEOC, and SOC2, ensuring that screening processes are fair and lawful. Fama integrates with major HRIS, ATS, and background check solutions, streamlining the hiring workflow and enabling organizations to make more informed and efficient hiring decisions.

Key Features

Comprehensive Online Screening: Filters through 10,000+ online sources, including popular social media sites like TikTok, X (formerly Twitter), Facebook, Instagram, and Bluesky.
Misconduct Risk Identification: Surfaces costly misconduct signals related to violence, harassment, fraud, theft, and threats.
Professional Attribute Highlighting: Identifies and highlights positive professional attributes such as creativity, innovation, and problem-solving.
Regulatory Compliance: Adheres to FCRA, EEOC, SOC2, and GDPR requirements for compliant screening processes.
Seamless HR Tech Integrations: Connects with major HRIS, ATS, and background check solutions to streamline workflows.
Fast Report Turnaround: Delivers actionable screening reports quickly, often within 24 to 48 business hours after candidate consent.
Customizable Screening Filters: Allows tailoring of screening criteria to align with specific company policies for volume-based screening.

Use Cases

Improving overall candidate quality by identifying ideal individuals earlier in the hiring pipeline.
Creating safer workplaces by proactively screening for potential misconduct.
Placing the right leadership by thoroughly assessing candidate fit and potential risks.
Reducing time-to-hire by automating the review of candidates' online presence.
Mitigating hiring risks associated with fraud, harassment, intolerance, and violence.
Enhancing student safety and academic integrity within higher education institutions.
Upholding and protecting the culture, values, and reputation of organizations.