VIDCRUITER AI STATEMENT

Last Updated: October 9th, 2026

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. Our clients decide whether an applicant is admitted, hired, advanced or rejected, and remain responsible for reviewing AI outputs, including Assessment Output (as defined below), and for their decisions concerning applicants. AI outputs are provided to our clients’ personnel for their review and judgment and are intended to support, not replace, human decisions. 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, and (v) where a client has enabled them, generating evaluative outputs about applicants as described below. 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 they 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 Decision Support Features. Our AI Decision Support Features can be used to score, rank, rate, assess or otherwise generate comparative or evaluative outputs regarding applicants (“Assessment Output”). Assessment Output is generated by the Service applying client-configured or client-approved interview questions, job requirements and attributes, rating guides, and weighting factors through VidCruiter's assessment methodology to applicant responses. Clients are solely responsible for the content, legality, and job-relatedness of such materials. Assessment Output is intended to support, not replace, human decisions concerning applicants. A client may configure, or direct us to configure, its workflows on a per-job basis so that applicants are automatically advanced or rejected based on Assessment Output. Where a client does so, the client is responsible for that configuration and for complying with any requirements of applicable law relating to automated decision-making, including any notice, human review, explanation or right-to-contest requirements. Assessment Output is an AI-generated assessment based on the information and criteria available to the Service and may contain errors, inaccuracies or limitations. It is not a determination that an applicant is qualified, suitable or unsuitable for the applicable opportunity, and we recommend that it not be used as the sole basis for a decision concerning an applicant.

Applicant opt-out. Where enabled by a client, the Service may provide applicants with a mechanism to opt out of having Assessment Output generated in connection with their application. On request we provide reasonable support and information on how to enable it, but the client decides whether to enable it and is responsible for configuring, and for the content and legal sufficiency of, the AI use policy and consent language presented to applicants. Where an applicant opts out, the application is routed for human-only review, and our client agreements require clients to maintain sufficient qualified personnel and workflows to conduct that review without material delay and not to treat the election to opt out as, in itself, an adverse factor in any decision concerning that applicant.

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 determine how AI output is used in their decision-making, including whether to configure any automated decisions, and to comply at all times with the requirements of applicable law in evaluating and making decisions concerning applicants (including, as applicable, any obligation to disclose the use of AI in the admissions or hiring process, complete any bias audit or impact assessment required by applicable law, and avoid any actions which are discriminatory or otherwise unlawful). This allocation of responsibility does not affect any obligation that applicable law imposes directly on us as the developer or provider of the AI features. 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.

For the AI Decision Support Features, where a client is required by applicable law to conduct or commission a bias audit, impact assessment or similar evaluation in respect of the AI Decision Support Features, we provide reasonable cooperation and information, including facilitating access to the information reasonably necessary for that purpose. Cooperation that exceeds routine support is provided at the client’s reasonable expense, and we are not required to disclose trade secrets, proprietary algorithms or confidential information beyond what is reasonably necessary to enable the client’s compliance.

(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. As permitted by our client agreements and applicable law, we may use client and applicant data, including AI outputs, to provide, support and improve the Service, including for quality assurance, accuracy evaluation, bias testing and fine-tuning of models. We do not sell or publicly disclose identifiable client or applicant data. We may also create and use de-identified or aggregated data for analytics, development and training. 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.

Where the AI Decision Support Features are enabled, the generation of Assessment Output may constitute profiling under applicable privacy law. We generate Assessment Output on our client’s instructions in our role as data processor. Our clients, as data controllers, are responsible for establishing the lawful basis for that processing, for the notices given to applicants, for responding to applicant requests in respect of automated processing and profiling, including any right to obtain human intervention, to express a point of view or to contest an outcome and for determining whether their use triggers notice, consent, human-review, explanation, assessment, disclosure or other requirements under applicable law. Where an applicant makes a request to us about their personal information, we notify the client, direct the request to the client, and provide the client with reasonable cooperation and assistance.

(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 Q4 2026, the following AI-related functionality is 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.
• AI Decision Support Features (applicant scoring and assessment) - scoring, ranking, rating or assessment of applicants against criteria configured or approved by the client, generating Assessment Output for review by the client’s personnel and, where configured by the client on a per-job basis, automated advancement or rejection of applicants. Available where identified in the client’s order form.

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.

Acknowledgement

You acknowledge that you have read this VidCruiter AI Statement. Where you are an applicant, the organization or institution to which you are applying is responsible for its admissions or hiring process, as applicable, for its use of the AI features of the Service in that process, and for obtaining any consent required from you. Your personal information is handled as described in 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.