Version 1.0 · Effective September 10, 2026
About This Notice
How artificial intelligence is used in your interview. Version 1.0 · Effective September 10, 2026.
You are applying for a role through an employer that uses Hello Recruiter, an AI-powered recruiting platform. This notice explains, in plain language, how artificial intelligence is used in your application and interview, what information is collected, how decisions are made, and the choices you have.
Our role. Hello Recruiter provides the technology; the employer runs the hiring process and decides who to hire. We process your information on the employer's behalf. Questions about a specific hiring decision should go to the employer; questions about how the technology works can come to us using the contact at the end of this notice.
When AI Is Used
With the employer's setup, AI may be used to review your resume, conduct one or more interview rounds with you, ask you to complete a take-home assignment (such as a coding exercise or written task), and produce an assessment for the employer's hiring team. During an AI-led interview, an AI interviewer asks questions, and your responses are recorded and evaluated. Take-home assignments that you complete on your own time are also evaluated against job-related criteria. You will always be told when you are interacting with AI before the interaction begins.
What the AI Evaluates
The AI assesses how your responses relate to the requirements of the role — for example, your skills, experience, technical ability, and how you communicate and solve problems in response to job-related questions and assignments.
What it does not evaluate. The AI is designed to assess job-related criteria only. It is not designed to evaluate protected characteristics such as race, color, national origin, sex, gender identity, sexual orientation, religion, age, disability, or any other characteristic protected by law.
What We Collect and Record
• Your responses to interview questions and take-home assignments, including any code or work samples you submit
• An audio and, for video interviews, video recording of the interview
• Your resume and the professional information you provide
• Integrity and fraud-detection signals, such as device and network information and interaction patterns, used to keep the process fair and secure
Recordings and Biometric Data
Recordings. Your interview is recorded so the AI can assess your responses and so the process stays fair and secure. Recordings are kept for 90 days by default and then deleted, unless the employer sets a different period or the law requires otherwise.
Same-person verification. To keep the process fair and detect fraud, the Platform checks that the same person takes part across your interviews for this application by analyzing interview audio and video in real time and comparing them against your own earlier interview for this application. We do not keep a voiceprint or facial-geometry template after the check, match you against outside databases or other applicants, or sell this data. Because this may involve biometric data, we ask for your consent before the interview begins.
How Your Information Improves Our Products
Your identifiable information is never used to train AI models. We never use your name, contact details, recordings, biometric data, or any information that identifies you to train artificial intelligence models, and we never share your information with third-party AI providers for use in training their models.
We may use de-identified information — with your name, contact details, and other identifying details removed so it can no longer reasonably be linked to you — to improve our products and services, including making assessments fairer and more accurate for future candidates and strengthening protections against interview fraud. Audio and video recordings are never part of this.
Messages and Calls
If you provide a phone number during your application, you may receive application-related text messages, WhatsApp messages and calls, and phone calls — including calls and video interviews conducted by an AI interviewer that identifies itself at the start. The channels used depend on your region; in many countries, WhatsApp is the primary channel. Reply STOP to any text (or block/report in WhatsApp) to opt out, or reply HELP for assistance. Opting out will not, by itself, count against your application. Full details, including message frequency and fees, are in our Messaging & Communications Terms at hellorecruiter.ai/legal/messaging-terms.
How Decisions Are Made
The employer decides — the AI evaluates against the employer's criteria. The AI scores your responses against evaluation criteria the employer defined for the role and compiles the evidence for the employer's hiring team. Moving from one interview round to the next only gathers more information; it is not itself a hiring decision. There are three ways an outcome can be reached:
• Requirement questions. Some application questions — answered by choosing an option or entering a number, such as willingness to relocate or work authorization — may be marked as requirements. You will be told at the question when it is one. If your own answer does not meet a stated requirement, your application may be closed automatically. No AI judgment is involved: the rule acts only on the answer you gave.
• Human review (the default). A qualified person on the employer's team reviews the AI's evidence and assessments before any adverse decision about your application.
• Employer-enabled automatic decisions. In some locations, and where the law allows, the employer may choose to have applications decided automatically based on the specific, job-related criteria the employer set. When this applies, the criteria and your scores are recorded, and you can always request human review. For candidates located in the European Union, decisions are not made this way — a person reviews before any adverse decision.
Human review on request. Whatever the configuration, you may contest an automated outcome and ask for a person to review it — use the link in the message you receive, contact the employer, or reach us and we will help direct your request.
Fairness and Testing
We build the Platform to assess job-related criteria and test our systems to identify and reduce the risk of unfair outcomes. Where the law requires an independent bias audit before an automated employment assessment tool is used, the employer is responsible for arranging and publishing that audit and for giving you any required advance notice.
Your Rights and Choices
Depending on where you live and the employer's process, you may be able to:
• Request an accommodation or an alternative process — for example, for a disability or a religious reason
• Ask for human review of an AI assessment of your interview
• Contest an automated outcome, such as a requirement-question closure or an automated decision, and have a person review it
• Access, correct, or delete the personal information held about you
• Withdraw your consent where the process relied on it
• Ask that your interview data be deleted within 30 days, where the law provides that right
Choosing an alternative process or asking for human review will not, by itself, count against your application.
Your Acknowledgment and Consent
By continuing with an AI-led interview after receiving this notice, you acknowledge that you have been informed that AI will be used to assess your responses, and that de-identified information may be used to improve our products, as described above.
Consent to same-person verification. Before your interview begins, we ask you to confirm separately that you understand and agree to the real-time same-person verification described above, which may involve your biometric data. This confirmation is collected as a distinct step at the start of your interview — not by continuing alone. You may decline; if you do, contact the employer about alternative ways to verify your interviews. Declining will not, by itself, count against your application.
Questions
For questions about a specific hiring process or decision, contact the employer that invited you. For questions about how Hello Recruiter's technology works, or to raise a concern, contact us at legal@hellorecruiter.ai.
Version 1.0 · Effective September 10, 2026
