Three job applicants have dropped their proposed class action against HireVue Inc. over alleged biometric data collection under Illinois’ Biometric Information Privacy Act (BIPA), according to Bloomberg Law. The parties filed a joint stipulation of dismissal in the U.S. District Court for the Northern District of Illinois. The dismissal ends the case without a merits ruling.
The plaintiffs alleged that HireVue collected facial and voice data during automated video interviews and used those biometrics for assessment. The suit claimed the company collected and disclosed biometric information without proper consent, in violation of BIPA. HireVue’s platform is widely used for automated interview screening, which made the case a high-profile example of biometrics in hiring.
The plaintiffs were job applicants who sought to bring the case as a class action. Their complaint centered on the collection of facial and voice biometrics during automated video interviews and the use of that data for assessment, according to Bloomberg Law.
Bloomberg Law reported that the stipulation of dismissal was filed Tuesday in the Northern District of Illinois. The filing followed a recent court decision that denied HireVue’s motion to dismiss a second amended complaint. The report did not provide additional detail on the terms of the dismissal or any settlement.
The dropped case removes one pending BIPA class action without a court ruling on the underlying claims. It also ends litigation that had focused on how facial and voice analysis were used in automated interview workflows. Bloomberg Law said the applicants claimed HireVue collected facial and voice data during automated video interviews and used it for assessment. The claims were not adjudicated.
Bloomberg Law noted that the dismissal could influence how vendors and employers assess litigation risk around biometric technologies in hiring. The outcome may be watched by companies that rely on automated video interviews for screening. It may also shape how companies evaluate consent processes and disclosures for biometric capture in recruitment workflows.
Sources: Bloomberg Law
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By Ji-seo Kim
