Wildfire Group helps organizations audit, govern, and de-risk AI-driven hiring systems, automated recruitment tools, and talent decision infrastructure.
Wildfire Group is a specialized hiring strategy and AI talent systems risk advisory.
We work with organizations to assess legal, ethical, and operational risk across automated hiring, algorithmic screening, and workforce decision systems.
Our focus is compliance, governance, and defensibility, not automation theater.
→ Start with a Risk Review
What We Do
Wildfire Group provides structured, non-legal assessments of hiring systems as organizations grow, automate, and prepare for heightened scrutiny.
Our frameworks surface risk early, clarify ownership, and support defensible decision-making at the leadership and board level.
We don’t sell tools.
We don’t replace legal counsel.
We don’t optimize recruiters.
We make invisible risk visible, while it’s still controllable.
Our Core Frameworks
Every engagement is anchored in one of four Hiring Systems Risk & Readiness Frameworks, designed for specific business moments.
AI Hiring Risk Review
When AI or automation is already in use
Core question
Where are we exposed right now?
This review surfaces where AI, automation, data practices, and vendor tools influence hiring decisions, intentionally or not. The focus is visibility, not certification.
What this surfaces
Hidden decision power inside workflows
Data and proxy risks
Vendor and tool exposure
Documentation and governance gaps
Inconsistent practices across teams
What leaders receive
Clear risk classification (Low / Moderate / High)
Evidence-based findings
Prioritized mitigation actions
Executive-safe language for leadership or boards
Hiring Systems Scalability Review
When growth is accelerating
Core question
If we double headcount, does this system hold?
This review stress-tests hiring systems under scale, identifying where processes will quietly break, control will erode, or unmanaged risk will accumulate as volume increases.
What this surfaces
Decision bottlenecks and escalation failures
Automation controls that won’t survive growth
Capacity and load stress points
Early signals of unmanaged risk
What leaders receive
Scalability readiness rating
Likely failure points under growth scenarios
System-level fixes prioritized by impact
Sequencing guidance aligned to expansion plans
Talent Acquisition Readiness Review (IPO / Late-Stage)
When exposure becomes real
Core question
Would this survive diligence, discovery, or public scrutiny?
This review evaluates whether talent acquisition systems are defensible under investor due diligence, litigation discovery, and public-company expectations.
What this surfaces
Accountability and decision ownership gaps
Weak audit trails
Governance blind spots
Leadership risk awareness issues
What leaders receive
IPO readiness assessment
Exposure zones likely to surface under scrutiny
Remediation roadmap
Board-safe summary language
Hiring Systems Oversight (Ongoing)
When systems keep changing
Core question
Are we staying in control as we evolve?
This is the ongoing oversight model designed to prevent risk regression as tools, teams, and regulations change.
What this surfaces
Risk drift as systems evolve
Impact of tooling, process, or regulatory changes
Early warning signals before exposure escalates
What leaders receive
Quarterly risk snapshots
Change-impact assessments
Executive briefs
Updated system risk posture over time
How Engagements Work
Engagements are structured, time-bound, and outcome-driven.
There are no open-ended retainers and no generalized advisory hours. Each engagement is scoped to a specific business moment and executed to provide leadership-level clarity.
Engagements are executed through a role-defined operating model to ensure rigor, scalability, and defensibility.
Private, executive-facing engagements only.
You’ll be directed to a private intake form hosted by the firm’s principal.
Companies We’ve Partnered With
