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Virtual job screening platform HireVue, Inc. has agreed to pay $3,750,000 to resolve a class action lawsuit (Deyerler, et al. v. HireVue, Inc., Case No. 2026LA00000141) alleging it violated the Illinois Biometric Information Privacy Act (BIPA).
If you completed an automated video job interview through HireVue in Illinois between 2017 and 2026, your facial geometry and voice data may have been collected without your explicit written consent. Virtual interview provider HireVue, Inc. has agreed to pay $3,750,000 to resolve a class action lawsuit alleging the platform violated state privacy laws. Affected job applicants have until October 13, 2026, to file a claim for cash.
When you record a video response for a job application, you expect your submission to be evaluated fairly for employment—not scanned for personal biological identifiers without your permission. Private physical details like facial scans and voiceprints are unique to you, and once harvested without safeguards, they cannot be changed like a password. At ClassActionU.org, we believe everyday people deserve total transparency and control over their private data, and we empower consumers to hold companies accountable when automated platforms bypass privacy rules.
The proposed class action agreement resolves a privacy lawsuit titled Deyerler, et al. v. HireVue, Inc. (Case No. 2026LA00000141), which was originally filed in January 2022. The legal action targeted HireVue, Inc., a leading vendor of artificial intelligence-powered job screening and video interviewing tools used by major corporate employers nationwide.
The court granted preliminary approval to the $3,750,000 settlement on June 25, 2026. According to court records, the settlement fund covers an estimated 91,305 job applicants who completed one or more HireVue digital video interviews while located in Illinois during the covered timeframe.
The lawsuit claimed that HireVue implemented artificial intelligence and computer vision algorithms to evaluate candidates’ facial expressions, eye movements, voice tones, and speech cadence. Plaintiffs argued that collecting these biological markers without providing advance written notices or securing signed liability releases directly infringed upon personal privacy rights established under Illinois state law.
HireVue denies all allegations of legal wrongdoing and maintains that its screening technology operated lawfully. However, to avoid the rising financial burden, time commitment, and unpredictable outcomes of continued court trials, the company agreed to establish the $3.75 million cash fund to compensate impacted job seekers.
At the heart of the litigation lies the platform’s handling of biometric identifiers. Biometrics refer to measurable physical traits unique to an individual, including geometry derived from facial structures, iris patterns, fingerprints, and vocal voiceprints.
The complaint alleged that HireVue’s automated video interview software extracted voiceprints and facial geometry maps from candidates as they answered prompt questions on camera. These digital traits were allegedly analyzed by proprietary computer vision algorithms to rate candidate characteristics, tone, and suitability for open job positions.
The lawsuit asserted that HireVue failed to inform candidates in writing before capturing their biometric traits. Additionally, the suit alleged the company operated without a publicly available written retention schedule or permanent destruction guidelines detailing how long candidates’ biological measurements would be stored on corporate servers.
For job applicants seeking employment, refusing to complete a mandatory digital interview was often not an option. The lawsuit argued that applicants were placed in an unfair position, forced to submit to automated facial and vocal scanning as a condition of pursuing a career opportunity.
Over the past decade, automated hiring tools have grown rapidly across corporate recruiting departments. Job seekers invited to complete a HireVue interview receive a link directing them to record video answers to preset questions using a web camera or smartphone.
During these video sessions, software modules analyze the candidate’s visual and auditory feeds. Facial analysis algorithms map thousands of individual points on the user’s face to measure micro-expressions, while acoustic analysis tools examine pitch, speed, and vocal resonance.
While employers utilize these insights to streamline hiring decisions, privacy advocates stress that collecting raw biological markers creates significant security risks. If biometric databases are breached or shared with third parties, candidates face permanent privacy exposures that cannot be remedied by simply changing an account login.
By bringing this class action lawsuit, job applicants sought to hold HireVue accountable for treating personal biological data as corporate property rather than protected personal information.
The legal framework supporting this lawsuit is the Illinois Biometric Information Privacy Act (BIPA), enacted in 2008. Recognized as one of the country’s most stringent privacy statutes, BIPA establishes strict operational guidelines for private entities that collect, capture, store, or handle biometric identifiers.
Under BIPA regulations, companies operating in Illinois are prohibited from collecting biometric data unless they fulfill three strict statutory requirements:
Prior Written Notice: The organization must inform the individual in writing that biometric identifiers or information are being collected or stored.
Specific Purpose & Duration: The company must state in writing the exact purpose and length of time the biometric data will be used.
Written Consent: The organization must receive a signed, written release from the individual authorizing the collection.
Furthermore, BIPA strictly forbids private companies from selling, leasing, trading, or profiting from individuals’ biometric profiles. BIPA grants private citizens a direct right to file civil lawsuits against non-compliant companies, establishing statutory damages of $1,000 per negligent violation or $5,000 per intentional violation.
You may be eligible to participate in the settlement and claim financial compensation if you completed a video interview powered by HireVue while located in Illinois during the covered claim period.
According to official settlement parameters, the eligible class includes all individuals whose biometric data was captured, collected, received, stored, or processed by HireVue, Inc. in Illinois between January 27, 2017, and June 25, 2026.
An estimated 91,305 individuals are included in the settlement class. If your contact details were found in HireVue’s system records, you may have already received a formal notice by mail or email containing a unique Login ID and PIN.
However, even if you did not receive a direct notice, you can still file a claim online by submitting documentation or proof showing that you completed an Illinois-based HireVue video interview during the eligible date range.
The $3.75 million settlement fund will cover administrative expenses, court-approved attorney fees, class representative service awards, and direct cash payouts to qualifying class members who submit valid claims.
Settlement administrators estimate that individual cash payouts will be approximately $150 per person. The final payout amount per claimant will be distributed on a pro rata basis, meaning actual payment amounts may increase or decrease based on the total number of approved claims submitted before the deadline.
Submitting a claim is simple and can be completed online or by mail:
Online Submission: Visit the court-approved settlement portal at VideoInterviewBIPASettlement.com. If you received a notice, enter your Login ID and PIN. If you did not receive a notice, you can fill out the online form and upload proof of your HireVue video interview.
Mail Submission: Download a paper claim form PDF from VideoInterviewBIPASettlement.com, print and complete your information, and mail it to the settlement administrator.
No claim form will be accepted after the official court deadline.
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