Legal

AI Screening & Responsible-Use Disclosure

Effective date: July 16, 2026 · Last updated: July 16, 2026

This Disclosure explains how AIHire365's AI-assisted screening works, its limitations, and the responsibilities you accept when you use it. It supplements the Master Services Agreement (D2). Because AI in hiring is regulated, this document also records your attestations as the employer/decision-maker.

1. What the screening does

  • 1.1 AIHire365 helps you evaluate candidates using a combination of automated analysis and expert-led interviews. Automated components may transcribe and analyze interview responses, extract skills evidence, and produce structured scores, summaries, and rankings to support your review.
  • 1.2 Inputs typically include the candidate's responses, the role's requirements, and the assessment criteria you configure. Outputs are decision-support artifacts (scores, scorecards, recommendations) presented to your team and, where applicable, to human experts who conduct or review interviews.
  • 1.3 Human experts contribute professional judgment to interviews and scorecards under the Fair Assessment & Code of Conduct (D9).

2. Known limitations

  • 2.1 AI assessments are decision-support, not decisions. They can contain errors, reflect limitations of the underlying data, or fail to capture context.
  • 2.2 No screening method, automated or human, is free from the risk of bias. Scores are estimates, not guarantees of a candidate's ability or fit.
  • 2.3 Outputs must be reviewed by a qualified human before any employment decision. You should not rely on a score in isolation.

3. Regulatory context (informational)

This section summarizes obligations that may apply to you as the employer or staffing provider. It is informational and not legal advice.

  • US — EEOC / anti-discrimination. You must not use outputs to discriminate against candidates on the basis of protected characteristics, and you remain responsible for the validity and job-relatedness of your selection criteria.
  • NYC Local Law 144. If you use an automated employment decision tool for positions in New York City, you are responsible for obtaining the required annual bias audit, publishing its summary, and providing candidates the required notices.
  • EU AI Act. AI systems used for recruitment and candidate evaluation are treated as high-risk. You have obligations regarding human oversight, transparency to candidates, logging, and record-keeping when you deploy such systems.
  • GDPR Art. 22. Candidates have rights regarding decisions based solely on automated processing that produce legal or similarly significant effects; meaningful human involvement is required.

4. Customer attestations (explicit, separate consent)

By accepting this Disclosure, you attest, on behalf of your organization, that you will:

  1. keep a qualified human decision-maker in the loop and make no employment decision based solely on automated processing where that would produce legal or similarly significant effects on a candidate;
  2. meet your own bias-audit, notice, and transparency obligations applicable to your jurisdictions (including, where relevant, NYC Local Law 144 and the EU AI Act);
  3. not use AIHire365 outputs in any unlawful, discriminatory, or deceptive manner; and
  4. provide candidates the notices and disclosures required in the jurisdictions where you operate.

5. Our commitments

  • 5.1 We design our screening with bias-mitigation practices and validation in mind, and we continue to evaluate and improve our models.
  • 5.2 We will provide documentation and information reasonably necessary to support your compliance efforts (for example, information to assist with audits or candidate transparency), as described in the Documentation or your Order.
  • 5.3 We will give notice of material changes to this Disclosure and re-collect your attestation through the in-app re-consent gate.