AI assists; people decide
Talence AI helps recruiting teams understand job-related information, organize evidence, communicate and coordinate work. Recruiters and employers remain responsible for employment decisions. Customers should not use Talence output as the sole basis for a consequential hiring decision.
Job-relevant use
- Define criteria connected to the role and its genuine requirements.
- Review direct, transferable and insufficient evidence in context.
- Do not use protected characteristics or unlawful proxies as hiring criteria.
- Validate material gaps with the candidate instead of treating absent resume text as proof of inability.
Explainability and reviewability
Where supported, evaluation views show criterion scores, evidence, gaps, interview checks and weighted contributions. These explanations support review; they are not a guarantee that an output is correct, complete or free from bias. Users should challenge, correct or disregard outputs that do not reflect the evidence.
Limitations
AI can misunderstand documents, miss context, reproduce patterns in source data, or produce inaccurate text. Resume formats and incomplete information can affect results. Talence is not an assurance of candidate performance, identity, qualifications or legal eligibility.
Responsible operating principles
- Human oversight for consequential decisions.
- Purpose limitation and data minimization.
- Role-based access and company-level boundaries.
- Traceable, reviewable recruiting context.
- Failure states that do not masquerade as successful intelligence.
- Ongoing evaluation of reliability, fairness and product risk.
Models and your data
Talence AI uses large language models provided through OpenAI’s API for evaluation, summaries and drafting. Customer and candidate content is sent only to produce the requested output and is not used by Talence or OpenAI to train models. Candidate WhatsApp answers come only from company Knowledge that the employer has marked Public and approved for candidates; when no approved answer exists, the question goes to a person.
Candidate transparency
Employers should provide appropriate notice when AI assists their recruiting workflow and explain how candidates can ask questions, correct information or request human review where applicable. Privacy and employment-law obligations vary by jurisdiction.
Candidates who believe an AI-assisted assessment about them is wrong can ask the employer, or write to contact@talenceai.com, for a person to review it. Candidate WhatsApp conversations can be handed to a recruiter at any time by asking to speak with HR.
Accountability and questions
Customers are responsible for lawful configuration and use. Concerns about an AI-assisted Talence result or this policy can be sent to contact@talenceai.com. This page communicates product principles and is not a certification of compliance with every employment or AI law.