AI Interviews Policy

TheHireHub.AI

Issued by Ishai Technologies Private Limited (CIN: U62099DL2025PTC460753), a company incorporated under the Companies Act, 2013, with its registered office at Delhi, India (“TheHireHub.AI”, “Company”, “we”, “us”, or “our”).

Effective Date: 24 July 2026 · Version 1.0

This AI Interviews Policy (the “Policy”) governs the AI-assisted interviewing functionality made available through the TheHireHub.AI platform (the “AI Interview”). It should be read together with our Platform Terms & Conditions, Privacy, Data Protection & Platform Policy, Candidate Terms & Conditions, and Candidate Privacy Policy. In the event of a conflict on matters specific to the AI Interview, this Policy controls; on all other matters, the Platform Terms & Conditions prevail.

1. Purpose and Scope

This Policy explains how the AI Interview works, the responsibilities of employers and other clients who use it (each an “Employer”), the rights and protections available to candidates (each a “Candidate”), and the safeguards the Company applies in relation to fairness, non-discrimination, transparency, and human oversight. It applies to the Company, to every Employer that enables or uses the AI Interview, and to every Candidate who participates in an AI Interview.

2. How the AI Interview Works (Plain-Language Explanation)

The AI Interview presents a Candidate with a set of job-related questions configured by, or on behalf of, the Employer, and captures the Candidate’s responses (for example, text or recorded answers). Using machine-learning models and automated heuristics, it then evaluates the content of those responses against job-related criteria selected by the Employer and produces outputs such as transcripts, summaries, competency signals, scores, rankings, or shortlisting recommendations (collectively, “Output”).

Scope and limits of the technology. The AI Interview is a decision-support tool. It assesses the substance of a Candidate’s responses in relation to job-related criteria. It does not make hiring decisions, and it does not rely on facial-expression analysis, emotion or affect recognition, or biometric profiling to score or rank Candidates. Output is assistive and advisory only; it is not a determination of a Candidate’s suitability, character, or ability, and it may be incomplete, inaccurate, or out of date.

3. Human Oversight — No Solely-Automated Decisions

The Company is committed to meaningful human involvement in the use of the AI Interview. Accordingly:

Output is advisory and is intended to assist, not replace, human judgement.
No decision that produces legal effects concerning a Candidate, or that similarly significantly affects a Candidate (including rejection from a role), is made solely by automated means. A qualified human reviews the relevant Output before any adverse decision is taken.
Final decisions regarding sourcing, interviewing, advancement, offers, rejections, and any other hiring action rest solely with the Employer.

4. Fairness, Non-Discrimination, and Bias Mitigation

The Company designs the AI Interview to focus on job-related criteria and takes commercially reasonable steps to test and monitor the functionality for fairness and to mitigate reasonably foreseeable bias. The AI Interview must not be used to discriminate, whether directly or indirectly, against any Candidate on the basis of race, colour, caste, religion, sex, gender, gender identity or expression, sexual orientation, pregnancy or maternity, marital status, age, disability, genetic information, nationality, ethnic or national origin, or any other characteristic protected by applicable law.

No warranty of bias-free Output. While the Company takes reasonable measures to promote fairness, it does not and cannot warrant that Output is free from bias or error, or that use of the AI Interview will satisfy the specific testing, audit, or notice obligations that particular laws impose on employers. Those obligations, where they apply, rest with the Employer as set out in Section 5.

5. Employer Responsibilities and Allocation of Compliance

The Employer determines the roles for which the AI Interview is used, configures the job-related criteria, and makes all hiring decisions. As the party deploying the tool and making decisions, the Employer is the controller of Candidate personal data for these purposes and is solely responsible for the lawful use of the AI Interview. Without limiting the Platform Terms & Conditions, the Employer represents, warrants, and agrees that it will:

use the AI Interview only for legitimate, job-related recruitment purposes, and configure only lawful, job-related criteria;
comply with all employment, anti-discrimination, equal-opportunity, labour, accessibility, and data-protection laws applicable to its use, including any laws governing automated or AI-assisted employment decisions;
provide all notices to, and obtain all consents from, Candidates that applicable law requires before an AI Interview is conducted;
where applicable law requires bias audits, impact assessments, or the publication of audit results or notices for automated employment decision tools, obtain, commission, or perform them and satisfy those requirements;
provide reasonable accommodations and, where required, a meaningful alternative process for Candidates who cannot or choose not to complete an AI Interview, including for reasons of disability;
ensure meaningful human review of Output before any adverse decision, and not use Output as the sole basis for any decision affecting a Candidate; and
not use the AI Interview, or any Output, in a manner that is discriminatory, deceptive, or otherwise unlawful.

The Employer’s indemnification obligations under the Platform Terms & Conditions extend to claims arising out of the Employer’s use of the AI Interview and Output, including its hiring decisions and its compliance (or non-compliance) with employment, anti-discrimination, accessibility, and data-protection laws.

6. Candidate Transparency, Consent, and Rights

The Company believes Candidates should understand when AI is used in an interview process. Where the Company presents an AI Interview to a Candidate, the Candidate will be informed that AI-assisted evaluation is used. Subject to applicable law and to the Employer’s own obligations:

Transparency: Candidates are told that the AI Interview evaluates the content of their responses against job-related criteria and produces Output used to support (not replace) human decision-making.
Human review: A human reviews relevant Output before any adverse decision, and no such decision is made solely by automated means.
Explanation on request: A Candidate may request a high-level explanation of the categories of job-related factors the AI Interview assessed. Explanations are provided at a general level and do not require disclosure of confidential model details, trade secrets, or security-sensitive information.
Raising concerns and requesting human review: A Candidate may raise concerns about an AI Interview, or request human review of an outcome, through the contact channel in Section 12; such requests are routed to the relevant Employer where the Employer is the decision-maker.
Accommodations: A Candidate who requires an accommodation to participate may request one; such requests are facilitated to the relevant Employer, who is responsible for providing accommodations as required by law.
Data rights: Candidates may exercise the rights described in our Candidate Privacy Policy, including, where applicable, the rights to access, correct, or delete personal data, to withdraw consent, and to object to or restrict certain processing.

7. Data, Privacy, and Security

Personal data processed through the AI Interview is handled in accordance with our Privacy, Data Protection & Platform Policy, our Candidate Privacy Policy, and any applicable data processing agreement. For AI Interviews conducted for an Employer, the Employer acts as the controller and the Company acts as a processor/service provider, processing data on the Employer’s documented instructions and for legitimate service delivery. The Company applies reasonable technical and organisational safeguards, including encryption in transit and at rest, access controls, and monitoring, and retains data only as long as necessary for the purposes described in those policies or as required by law.

8. Jurisdiction-Specific Compliance (Global)

Legal requirements for AI-assisted and automated employment decisions vary significantly by jurisdiction and continue to evolve. They may include, without limitation, automated-decision and transparency rules under the EU and UK General Data Protection Regulation; the EU Artificial Intelligence Act (which treats certain employment-related AI systems as high-risk); India’s Digital Personal Data Protection Act, 2023; and, in the United States, federal equal-employment laws (including Title VII, the ADA, and related EEOC guidance) together with state and local measures such as New York City Local Law 144 (bias audits and notices for automated employment decision tools), the Illinois Artificial Intelligence Video Interview Act, and the Colorado AI Act.

Where such laws apply to a given use of the AI Interview, the Employer is responsible for compliance as the deployer and decision-maker, including any required audits, disclosures, notices, consents, and accommodations. The Company will provide commercially reasonable support and documentation to assist an Employer’s compliance but does not thereby assume the Employer’s legal obligations.

9. Prohibited Uses

The AI Interview must not be used to: (a) discriminate against, or produce or reinforce unlawful bias against, any Candidate or protected group; (b) make an adverse decision about a Candidate solely by automated means; (c) evaluate Candidates on criteria that are not job-related or that are otherwise unlawful; (d) circumvent any notice, consent, audit, or accommodation requirement imposed by applicable law; or (e) attempt to reverse-engineer, manipulate, or deceive the AI Interview or its Output.

10. Disclaimers and Limitation of Liability

The AI Interview and all Output are provided “as is” and “as available” and constitute decision-support only. To the maximum extent permitted by law, the Company disclaims all warranties, express or implied, including as to accuracy of Output, fitness for a particular purpose, non-infringement, and the absence of bias or error, notwithstanding the reasonable measures described in this Policy. The Company does not warrant any particular hiring outcome. The Company is not liable for decisions made by an Employer, for an Employer’s configuration or use of the AI Interview, or for an Employer’s compliance with applicable law.

The Company’s liability arising out of or relating to the AI Interview is subject to, and limited by, the Limitation of Liability provisions of the Platform Terms & Conditions. Nothing in this Policy excludes or limits any liability that cannot be excluded or limited under applicable law, including liability for fraud or fraudulent misrepresentation, gross negligence, wilful misconduct, or any liability under applicable data-protection law.

11. Changes to this Policy

The Company may update this Policy from time to time. The updated Policy will be posted at the applicable URL or notified by email or in-product notice, and continued use of the AI Interview after the effective date of any change constitutes acceptance of the revised Policy.

12. Governing Law and Contact

This Policy is governed by the laws of India, and the courts at Delhi, India have exclusive jurisdiction over any dispute arising out of or relating to it, without prejudice to either party’s right to seek interim or injunctive relief in any court of competent jurisdiction.

Questions, requests for explanation, human-review requests, accommodation requests, and other communications relating to this Policy may be directed to the Company at [email protected]. Data-protection queries may be addressed to the Company’s Grievance Officer at the same address.