Frequently asked questions about Fios AI
Last updated 11 October 2026
Short answers to the questions employers and recruiters ask about Fios AI, how it works, and the EU AI Act. Each links to the page with more detail.
About Fios AI
What is Fios AI?
Fios AI is recruitment software built in Ireland for roles that draw many applicants. Three AI team members, Seamus, Cara and Aoibheann, do the first steps of hiring, and a recruiter reads each interview report and chooses whether to proceed, hold or decline. The About page says more about who we are.
Who is Fios AI for?
Fios AI is built for employers and recruiters who hire many people for similar roles, where the first steps take a lot of time. Examples are warehouse, care, retail or hospitality roles. Our guide to AI screening and interview software in Ireland explains what these tools do and how to judge them.
What kinds of roles and which languages does Fios AI work for?
Fios AI is built for roles that draw many applicants, such as warehouse, care, retail or hospitality roles. Where a role has its own interview, Fios AI drafts the questions from the job text, the recruiter can change them, and the platform will not send an invitation to that interview until the recruiter has approved the questions. Aoibheann runs interviews in English today. Other languages are not available yet.
Where is Fios AI based?
Fios AI is based in Ireland. Fios AI was founded in 2025 by Michael J. Loftus, a recruiter. Fios AI is not connected with FIOS AI LTD, a separate United Kingdom company. The About page explains the name and who we are.
Is Fios AI available now, and how do I get access?
Fios AI is not available yet. Fios AI is in private build, and access opens through the waitlist. Join the waitlist on this site at fiosai.io to be told when access opens. If you have a question before you join, email hello@fiosai.io.
How it works
What do Seamus, Cara and Aoibheann each do?
Fios AI has three AI team members. Seamus finds, Cara tests and Aoibheann interviews. Seamus searches for people who match the role you describe. Cara delivers the test your team chooses, so you can see how each candidate did on it. Aoibheann runs a first interview by video and writes it up for you.
How long does the Aoibheann interview take, and what does a candidate need?
The Aoibheann interview in Fios AI is designed to take about 15 minutes, and the recruiting organisation can set a different target length for the role. The candidate needs a working camera and microphone and a quiet, well-lit space, and may be asked to show photo ID. They do the interview from the link in their invitation email, at a time that suits them.
What does a candidate go through?
In Fios AI, a candidate gets an invitation by email for a specific role. They are told they are talking to an AI, not a person, and are asked for consent before the interview is recorded. They may also be asked to show photo ID and to scan the room with their camera. They take the test and the video interview at a time that suits them, before the deadline in the invitation.
How is Fios AI different from a one-way video interview tool?
In a one-way video interview tool, candidates record answers to a set list of questions with nobody on the other end. With Fios AI, a candidate speaks with Aoibheann, an AI interviewer, by video, and Aoibheann asks the questions the recruiter approved for that role. Aoibheann writes the interview up for the recruiter, who reads the report and sees the answers written out.
Who makes the hiring decision?
With Fios AI, a recruiter makes the choice to proceed, hold or decline for each candidate who completes the interview. The recruiter reads the report and sees the answers written out before choosing. A failed photo ID check can end a candidate's progress before that point. Our privacy notice sets out how a candidate can ask for a person to review a decision.
Candidates and data
Are candidates told they are dealing with AI?
Fios AI tells candidates at the start that they are talking to an AI, not a person. Article 50(1) of the EU AI Act says systems meant to interact directly with people must be designed so that the people concerned are informed they are interacting with an AI system, unless that is obvious to a reasonably well-informed person.
Is the interview recorded, and how long is a recording kept?
Fios AI records the video and audio of the AI interview only if the candidate consents. How long a recording is kept is set out in our privacy notice, and a recruiting organisation may set a different period within the limits of the law.
Can a candidate ask for a person to review the outcome?
Yes, a candidate can ask for a person to review a decision. Fios AI's privacy notice says a candidate may ask a human to review or reconsider a decision, and they can write to privacy@fiosai.io to do so. The consent screen in the Fios AI interview also tells a candidate they can ask for a human review at any time. A candidate can also decline to take part. Declining is recorded and the recruiter is sent a notice.
The EU AI Act
Is recruitment software high-risk under the EU AI Act?
A tool that ranks CVs, scores a test or interviews a candidate for a job is likely to fall inside Annex III, point 4, of the EU AI Act, which lists AI systems used for the recruitment or selection of people. An AI system listed in Annex III is treated as high-risk. Because it ranks and interviews candidates, we treat Fios AI as a high-risk system under Annex III.
When do the EU AI Act high-risk rules apply to hiring tools?
The high-risk rules for the hiring tools listed in Annex III apply from 2 December 2027, a date set by Regulation (EU) 2026/1744, which amended the AI Act in July 2026. Because the dates were amended in July 2026, read the Commission timeline on the day you rely on it.
Does the EU AI Act allow AI to infer emotions in hiring?
No. The EU AI Act bans AI systems that infer the emotions of a person in the areas of workplace and education institutions, except for medical or safety reasons. The ban has applied since 2 February 2025. The European Commission's guidelines say the notion of workplace should also be understood to apply to candidates during the selection and hiring process. The guidelines are not binding.
This page is general information, not legal advice. Questions? Email hello@fiosai.io.