EEOC Notice

Bias auditing

Every AI interview is scored deterministically against an employer-defined rubric, and each shortlist is bias-audited before delivery. Scoring prompts run at zero temperature so the same transcript always yields the same score — a fairness-invariance property required for bias audits.

Four-fifths analysis

The platform computes adverse-impact metrics (including four-fifths / 80% rule analysis) from stage-transition history, so employers can monitor selection rates across groups over time and detect potential disparate impact.

Human oversight

AI recommendations are decision-support only. The platform never takes automated adverse action against a candidate; a human recruiter reviews every candidate before any rejection or offer decision.

Reasonable accommodation

Candidates who need an accommodation for the AI voice interview — for example, an alternative format — can request a human interview directly from the application status page. Employers are responsible for providing reasonable accommodations under the ADA.

Questions

For questions about our approach to EEOC compliance, reach us via the contact form.