AI Transparency

AI systems handle the following tasks within the Hiring Accelerator:

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  Candidate Sourcing: Automated search across LinkedIn, GitHub, job boards, and other talent databases using Boolean logic and keyword matching.
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  Contact Enrichment: Automated email/phone number lookup and verification using third-party data providers.
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  Outreach Sequencing: Automated email/SMS/LinkedIn message delivery on defined schedules. Messages are human-written templates, not AI-generated content.
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  Reply Classification: AI categorizes candidate replies as "interested," "not interested," or "question" to route appropriate follow-ups.
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  Knockout Screening: AI extracts answers to knockout questions (work authorization, compensation expectations, notice period) from candidate responses.
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  Initial Rubric Scoring: AI applies scoring rubrics to candidate profiles based on predefined competency criteria (skills, experience, education).

Every hiring decision and candidate slate receives human quality assurance:

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  Slate Finalization: Human recruiters review every slate before delivery to hiring managers, validating AI scoring and ensuring quality.
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  Candidate Screens: Phone or video screens are conducted by human recruiters. AI provides structured summaries but does not make hiring recommendations.
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  Offer Decisions: All hiring decisions are made by human hiring managers. AI does not make autonomous hiring or rejection decisions.
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  Bias Audits: Human QA teams conduct periodic bias audits on sourcing pools, scoring distributions, and stage conversion rates by protected class proxies.

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  AI scoring models are trained on historical hiring data and may reflect biases present in that data. We conduct quarterly bias audits and adjust rubrics accordingly.
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  AI cannot assess "cultural fit" or subjective interpersonal qualities. These assessments are reserved for human interviewers.
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  AI-generated candidate summaries are not verbatim transcripts. They are synthesized extracts and may omit context. Full interview recordings are retained for audit.

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  Right to Human Review: You may request human review of any AI-generated screening decision. Contact the hiring team directly or email compliance@aliviosearchpartners.com.
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  Right to Explanation: You may request an explanation of why you were screened out, including which rubric criteria were not met.
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  Right to Opt-Out: You may opt out of AI-based outreach at any time by replying "STOP" or clicking unsubscribe links. You will be suppressed from future campaigns.
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  Right to Data Access & Deletion: You may request a copy of your candidate data or request deletion under GDPR/CCPA. Email privacy@aliviosearchpartners.com.

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  Candidate data is retained for 2 years after last contact unless deletion is requested.
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  All data is encrypted at rest (AES-256) and in transit (TLS 1.3).
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  Access is restricted via least-privilege controls. All access is logged and auditable.
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  We do not sell candidate data to third parties. Data is used solely for recruiting purposes on behalf of our clients.

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  All AI decisions (scoring, knockout, reply classification) are logged with timestamps and version tracking in Airtable.
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  Rubric criteria and scoring thresholds are documented and versioned. Changes are tracked with justification.
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  Bias audits are conducted quarterly. Results are shared with clients and corrective actions documented.
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  We maintain compliance with EEOC, GDPR, CCPA, and NYC Local Law 144 (automated employment decision tools).

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  Sourcing pools are audited for demographic balance. If imbalance is detected, sourcing strategies are adjusted.
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  Rubric criteria are reviewed to eliminate proxy discrimination (e.g., "culture fit" is not a valid criterion without specific behavioral definitions).
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  Interview panels are trained on structured interviewing to reduce subjective bias.
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  Stage conversion rates are monitored by protected class proxies (inferred from name/location data). Disparities trigger investigation.