VIDCRUITER AI STATEMENT

Last updated: March 27^th, 2025

This statement explains how artificial intelligence (including Natural Language Processing, Generative Artificial Intelligence, and Machine Learning) (hereafter “AI”) is currently used by VidCruiter Inc (“VidCruiter” / “we” / “us”) in relation to our Service (as defined by the Terms of Use). As the legal and regulatory landscape for AI is still evolving, we reserve the right to update this statement from time to time to reflect current practices and we recommend that you review the latest version of this statement periodically for updates.

Principles for Ethical AI

The following principles guide the design, development and use of AI in our Service.

(1) Assist human decision-making

Ultimately, our clients still make the decisions - the Service does not use AI to provide automated decision-making functionality. We use AI to assist human decision-making through automation, data analysis, information retrieval, content generation, and semantic and sentiment analysis. This includes (i) discovering and making salient patterns in client and user behaviour, (ii) summarizing and structuring data from interview transcripts, (iii) generating and/or recommending content including attributes such as knowledge, skills or abilities to assist clients with job analysis, and writing content such as job descriptions and (iv) to assist with interview content production including items, interview structure, and rating guides. AI and Natural Language Processing may also be used to produce textual notifications (such as reminders and suggestions) and "chat" interfaces to assist applicants and clients as navigate the Service. We may also process and analyze audio and visual data from interviews to provide feedback for applicants ("practice interviews") and interviewers ("coaching").

AI features are enabled with client approval on a per-feature basis and clients are provided information about how these features work and how they are managed and assessed.

(2) Reduce and mitigate biased output

It is commonly understood that AI technologies may exhibit a range of biases in their design, development and implementation, which can be reflected in the output that is generated or how it is used. Biased output can be understood as an unjustified and adverse impact on the basis of protected characteristics under human rights law such as age, race or gender. We strive to monitor, detect and mitigate bias in our data sets and implementation of AI but it is the responsibility of the company or person using the Service to ensure that they not solely rely on AI output for decision-making purposes and that they comply at all times with the requirements of applicable law in evaluating and making hiring decisions (including but not limited to the obligation to disclose the use of AI in the hiring process and to avoid any actions which are discriminatory or otherwise unlawful). Because the Service is used in a wide range of geographic locations across an enormous range of use-cases and domains, we recommend clients test their use of AI features in their own contexts and use cases

(3) Provide transparency

We aim to provide an understanding of how AI is used in the Service for clients and applicants alike. This includes the description of the capabilities and limitations of AI used in various functions mentioned in this statement, and specific product and feature datasheets provided to clients in the sales and service process. Our "AI Statement" maintains a current record and descriptions of the AI features currently available.

(4) Maintain security and privacy

We are committed to respecting privacy and security of data collected in the course of providing the Service. A description of our security measures can be found here, and our applicable privacy policies for clients and applicants can be found here, In providing the Service, we act as a data processor, and our clients in their role as hiring managers or recruiters are the data controllers in respect of applicant and hiring team members’ personal information. Because we do not make any recruitment decisions, if an applicant has questions about the hiring process or manner and purposes for which their information was used, they should contact the relevant hiring team of our client. Where we use third party services to provide AI features, we ensure their stated policies are consistent with our own.

We do not process personal data for the purposes of the production and maintenance of the Service, including the training of AI systems, without consent of clients and applicants.

(5) Continual monitoring

AI systems are known to be subject to various forms of data drift, where the data it was trained on no longer represents what it once did in the world, and concept drifts, where our understanding of the things it’s supposed to track have changed. Reliability issues and biases can emerge if they are continuously training on new data. We are careful to design AI systems that minimize exposure to these problems. We engage in regular monitoring and testing of our AI features in addition to providing ways for users to flag outputs that may need review.

How is AI used in the Service?

As of Q1 2025, the following AI-related functionality is provided or will soon be provided by the Service:

Transcription of Video Interviews - textual representation of the spoken content in recorded live and structured interview videos

Summarization and Semantic Analysis of Transcribed Interview Content - various textual outputs that summarize and extract data from textual transcriptions ("AI Notes").

Translation: Translation of content, including of AI-generated content

Assistive Job Analysis - Interfaces that elicit and retrieve information about a job to assist the production of job descriptions including specific attributes relevant to the position.

AI Interviewer Coaching - Information provided to interviewers based on processing and analysis of video interview data designed with the aim of improving and standardizing interviewer behaviours.

The Service also provides clients with various optional integrations to third-party products and services. These include assessment and reference-checking services, integrations into various applicant tracking, human capital management, and enterprise resource planning software, as well as other Services. Clients are responsible for understanding and accepting the terms under which integrations collect and process data, including any processing that uses AI.

Consent

You acknowledge and agree that you have read this VidCruiter AI Statement and agree to the use of your personal information through the Service including the use of your personal information in conjunction with prospective employers’ use of the AI features of the Service as part of their hiring process, and as otherwise provided for under the applicable privacy policy for clients or applicants linked above.

Questions/Contact

If you have any questions or concerns regarding this VidCruiter AI Statement, please contact us at dpo@vidcruiter.com.