AI Transparency Notice

From the resume received, it produces three items for the recruiter: a structured summary of background, education, and skills; a relevance score expressing how closely the profile matches the posting’s requirements; suggested interview questions, derived from the profile.

It can also translate a resume into the platform’s other language, at the recruiter’s request.

It makes no decision. It does not autonomously reject, definitively rank, or shortlist any application. The recruiter sees every application received.

It processes no photograph. Images present in a document are never sent to the analysis system.

It neither infers nor searches for age, gender, origin, health, family situation, beliefs, or any other protected characteristic.

It does not learn from your data. No client content is used to train or fine-tune a model. Processing is partitioned: one organization’s data is never used to answer another’s request.

No decision producing a legal effect or significantly affecting you is made solely on the basis of automated processing. Section 12.1 of the Act is therefore not triggered in the Service’s current state.

Should this change, we would inform you at the time of the decision or before, tell you the information used, the reasons, and the principal factors that led to the decision, and you would have the right to submit observations and request a review of the decision by an authorized person.

A relevance score is a statistical estimate, not a measure of professional worth. It may undervalue an atypical career path, a career change, experience acquired abroad, or a resume written in an unusual format.

We therefore explicitly ask recruiters to never use the score as a sole criterion or as an elimination threshold, and the interface does not allow an application to be automatically rejected on that basis.

The employer remains solely responsible for its hiring decisions and for compliance with the laws applicable to it in matters of employment, human rights, and non-discrimination.

Some jurisdictions impose specific obligations on automated employment decision tools — in particular an independent, periodic bias audit, publication of its results, and prior notice to the candidate. It is for the employer to verify the obligations applicable in its territory of operation and to comply with them. We make available to it, on request, the technical documentation needed to carry out such an audit.

You may ask the employer whether an automated analysis tool was used to process your application and how · request communication of the information held about you, including the summary produced by the system · have an inaccuracy corrected · request deletion of your application.

For any question about how the system itself works, write to contact@chasseurdetalents.com.