People who completed a qualifying HireVue video interview in Illinois between January 27, 2017, and June 25, 2026 may be included in a proposed biometric-privacy settlement. Reporting on the case says claims are due online or by mail postmark on October 13, 2026. The proposed fund is $3.75 million, and a payment of about $150 has been reported as an estimate—not a promised amount. Because the official settlement notice and claim form were not supplied for review, readers should verify eligibility and instructions through the court-approved settlement materials before filing.
The reported class turns on an Illinois interview and a specific time window
The settlement concerns Deyerler, et al. v. HireVue, Inc., filed in the Circuit Court of Lake County, Illinois. The underlying lawsuit alleged that HireVue, a virtual interviewing platform used in employer screening, collected or used facial and voice biometric information without the written notice and consent required by Illinois’ Biometric Information Privacy Act, commonly called BIPA.
ClassAction.org and Settlement Insight each report that the proposed class includes people whose information was handled by HireVue in Illinois from January 27, 2017 through June 25, 2026. Settlement Insight describes the covered group more narrowly as people who completed a HireVue video-platform interview involving a model that may have collected voice and facial biometrics.
That distinction matters. A person should not decide they qualify simply because an employer used video interviewing, because they interviewed for an Illinois-based job, or because they recognize HireVue’s name. The reported test is tied to a HireVue interview in Illinois, within the stated dates, and to the settlement’s actual class definition. The official notice and claim form control if they differ from secondary reporting.
How to check whether you may have a claim
Start with any settlement notice sent to the email address or mailing address used in an application. The reporting says people who received direct notice can use the login ID and PIN in that notice to submit an online claim.
If no notice arrived, the available reports say a claim may still be possible. In that circumstance, the claimant reportedly needs proof of completing a HireVue interview during the class period. The supplied evidence does not identify every acceptable document, so do not assume that a résumé, a general job-application confirmation, or an interview invitation will satisfy the administrator. Check the official claim instructions for the required proof and submission method.
A practical distinction is useful here: receiving no notice does not, by itself, establish that a person is excluded, and receiving a recruitment email does not, by itself, establish eligibility. The settlement administrator’s records and the court-approved claim rules are the decision point.
The reported $150 figure is an estimate, not a fixed award
The proposed settlement fund is reported as $3,750,000. ClassAction.org reports that 91,305 people are in the settlement class and that timely valid claimants could receive an estimated $150 cash payment. It also reports that the payment can be reduced on a pro rata basis depending on the number of valid claims and other factors.
That structure explains why the headline number should be treated carefully. A settlement fund is not the same as a fixed payment to every person in the class. The final per-person amount can change with the number of approved claims and with terms not included in the supplied reporting. The evidence provided also does not include the settlement agreement, court rulings on attorneys’ fees and costs, or the final distribution calculation. Those omissions make it impossible to calculate a reliable individual payment from the available material.
For applicants, the immediate economic question is therefore not whether $150 is guaranteed. It is whether they fall within the verified class definition and can submit a valid claim by the reported deadline. For HireVue, the proposed fund is the stated financial consequence of resolving allegations; it is not a finding in the supplied evidence that the company violated BIPA.
Dates reported for claims, objections and final approval
The most consequential reported date for potential claimants is October 13, 2026, the deadline to submit an online claim or mail a claim form. Settlement Insight additionally reports a September 28, 2026 deadline to opt out or object. That date should be confirmed in the official notice before anyone makes an opt-out or objection decision, because the underlying administrator documents were not included in this evidence pack.
Both reports place preliminary approval on June 25, 2026. ClassAction.org reports a final-approval hearing scheduled for October 28, 2026. Even a valid claim would not mean immediate payment: the same report says distribution would begin only after final approval and resolution of any appeals.
This sequence is a key limit for readers searching for a payment date. The proposed settlement has a reported claim deadline, but the supplied evidence does not provide a distribution date or establish that final approval is assured.
Why this case matters beyond one interview platform
BIPA cases often center on process rather than a proven consumer loss in dollars. Illinois’ law addresses the collection and handling of biometric identifiers and information, including the notice-and-consent framework alleged in this case. In a video-interview setting, the practical issue is whether software processing of a candidate’s face or voice falls within those rules and whether the required disclosures and written consent were provided.
The reported settlement does not answer every question about AI hiring systems. It does not, based on the evidence supplied, establish what HireVue did in each applicant’s interview, prove that every interview generated a biometric identifier, or determine whether another employer’s screening tool follows the same practices. It resolves allegations in one proposed class action under terms still subject to final court approval.
Readers considering a claim should preserve their interview-related records, locate any notice, and use the administrator’s official materials to confirm the class definition, proof requirements, deadline, and submission route. Readers who cannot match their experience to those materials should not treat this report as confirmation that they are included.
The useful question is not whether a person ever completed a video interview, but whether that interview meets the settlement's specific Illinois, date-range and HireVue conditions. The proposed $3.75 million fund creates a potential claim route, yet it does not make a $150 payment certain for every applicant or establish that every HireVue session collected biometrics. The reported October 13, 2026 filing deadline is the immediate decision point. Since the official notice and claim materials were not included in the supplied evidence, applicants should use those materials to verify the exact class definition, required proof and filing instructions before relying on secondary reports.
Sources and methodology
- $3.75M HireVue Settlement Wraps Up ... - https://www.classaction.org/news/3.75m-hirevue-settlement-wraps-up-class-action-lawsuit-over-alleged-biometric-info-violations
- HireVue BIPA Settlement: ~$150, Claim by October 13, 2026 - https://settlementinsight.com/news/hirevue-video-interview-settlement-150-october-13
- HireVue Settles Biometric Data Lawsuit for $3.75M - https://www.linkedin.com/posts/bhavindavda_ai-dataprivacy-aiethics-activity-7493871590355574784-7ch6
- HireVue Illinois Biometric... | Claims & Lawsuits - https://claimsandlawsuits.com/settlement/hirevue-biometric-interview-privacy-settlement
