Talentory uses AI to help find and verify mission-critical talent faster. This policy explains how we use it, the guardrails we apply, and the rights candidates and employers have. Our guiding principle is simple: AI assists, humans decide.
Where we use AI
- Evidence extraction: reading resumes and documents to surface systems experience (UPS, switchgear, BMS, PLC, SCADA, and similar).
- Adjacent-talent mapping: identifying transferable experience from utility, military, semiconductor, hospital, telecom, and MEP backgrounds.
- Shortlist drafting: assembling matched evidence, gaps, and risk notes for human review.
Human oversight
No candidate is submitted to an employer on the basis of an automated decision alone. A Talentory recruiter reviews technical readiness, credentials, compensation, location, and shift fit before any shortlist goes out.
Fairness and non-discrimination
- We match on demonstrated capability and equipment knowledge, not on protected characteristics.
- We review our matching for patterns that could disadvantage qualified candidates.
- Candidates can ask how their profile was assessed and request correction.
Data used to power AI
- We use the information candidates and employers provide to perform matching and verification.
- We do not sell candidate data or use it to train third-party public models without consent.
- Handling of personal data follows our Privacy Policy.
Accuracy and limits
AI can make mistakes. We treat AI output as a draft to be checked, not a verdict. If you believe an assessment is wrong, tell us and we will review it.
Your rights
- Request a human review of any assessment that affects you.
- Access, correct, or delete your information.
- Opt out of optional processing.
Contact
Questions about our use of AI? Email privacy@talentory.ai.