Employment AI Policy

Use HireForge only to organize and summarize evidence in materials you are lawfully authorized to review. Criteria must be job-related, documented before review, and applied consistently. A trained person must compare output with the source, investigate uncertainty, consider reasonable accommodations, and make the decision.

You must not:

• Make a solely automated hiring, rejection, promotion, discipline, compensation, or termination decision.
• Infer or use race, color, ethnicity, national origin, citizenship, religion, sex, pregnancy, sexual orientation, gender identity, age, disability, medical or genetic information, veteran status, or another protected trait.
• Use location, school, name, employment gap, disability-related language, or another proxy to evade anti-discrimination duties.
• Treat “not evidenced” as proof that a candidate lacks a qualification or suppress contrary human evidence.
• Use the Service as a background check, consumer report, lie detector, medical assessment, emotion detector, or personality test.
• Record or submit an interview without all notices and consents required in the relevant location.

Identify applicable laws based on the person’s location, work location, and Customer’s operations. Determine whether the workflow is an automated employment decision tool or automated decision system and whether a bias audit, impact assessment, regulator filing, works-council process, or vendor disclosure is required.

• Validate that each criterion is necessary and job-related; remove protected traits and unjustified proxies.
• Provide timely, accessible notice describing the tool, purpose, data used, retention, rights, and how to request an accommodation or alternative process.
• Complete required independent bias audits or impact assessments before use and at required intervals; HireForge does not certify that an audit is complete.
• Establish a meaningful human-review and appeal process and train reviewers on limitations and consistent evidence standards.
• Set a lawful retention schedule and preserve criteria versions, notices, consents, reviews, overrides, and decision records for the period required by law.

A reviewer must examine the original resume or interview material, verify quotations and summaries, consider information the system missed, document any override, and give the person any notice or explanation required by law. Reviewers must not rely on a probability estimate or evidence status as the dispositive reason for an adverse decision.

Monitor selection outcomes and error patterns for disparate impact and accessibility barriers. Revalidate criteria and workflows when the job, population, model, or product materially changes. Suspend use when results suggest discrimination, material inaccuracy, missing notice, a security problem, or an invalid audit.

Laws differ and change. Customer is responsible for determining whether and how a workflow may be used, obtaining qualified employment and privacy advice, responding to individuals, and making all decisions. HireForge product safeguards and contract language do not themselves satisfy Customer’s notice, audit, assessment, recordkeeping, union, accommodation, or reporting obligations.

Report suspected bias, harmful output, or a compliance concern to support@ithubs.org. Stop using the affected workflow while a material concern is investigated.