CareerSwift - AI Disclosure

Last Updated: February 26, 2026

What This Page Is

CareerSwift offers an AI-powered interview assessment tool available to hiring partners at careerswift.ai/for-partners. This page explains how that tool works, what laws govern its use, and what rights you have as a candidate participating in an AI-assisted interview.

This disclosure is required under the EU Artificial Intelligence Act (EU AI Act), the General Data Protection Regulation (GDPR), and New York City Local Law 144 on Automated Employment Decision Tools.

1. You Are Participating in an AI-Assisted Interview

Before your interview begins, you will be informed that CareerSwift uses AI to assess your responses. Your participation in the AI-assessed interview is voluntary. If you prefer a human-only review, you may request this by contacting the hiring partner or emailing support@careerswift.ai.

The AI does not make final hiring decisions. All AI-generated assessments are reviewed by a human evaluator before any employment outcome is communicated to you.

2. How the AI Assessment Works

The CareerSwift AI interview tool analyzes your spoken or written responses to structured interview questions. It evaluates factors such as:

• Clarity and coherence of communication

• Relevance of answers to the role's competency framework

• Depth and structure of your responses

• Alignment with skills specified by the hiring partner

Each dimension receives a score. These scores are combined into a composite result, which is presented to the hiring partner alongside your full response transcript and a breakdown by dimension.

The AI does not analyze:

• Facial expressions or body language

• Emotional states or personality traits inferred from tone or appearance

• Any characteristic protected by employment law, including race, gender, age, disability, nationality, religion, or sexual orientation

Emotion recognition in hiring is considered high-risk or prohibited under the EU AI Act and is not used by CareerSwift under any circumstances.

3. Legal Classification

Under the EU AI Act (Annex III, Article 6), AI systems used in employment screening and candidate assessment are classified as high-risk AI systems. CareerSwift operates in full compliance with the obligations applicable to high-risk AI systems, including:

• Transparency toward candidates before assessment

• Mandatory human oversight of all AI outputs

• Explainability of scoring logic upon request

• Ongoing technical risk assessment and documentation

• Bias testing and audit trail maintenance

4. Your Rights

EU and EEA Candidates (GDPR)

Under GDPR Article 22, you have the right not to be subject to a decision based solely on automated processing that produces significant effects for you. CareerSwift does not rely solely on automated scoring — every assessment is reviewed by a human before any decision is made.

You also have the right to:

• Request access to the personal data processed about you, including your interview transcript and AI-generated scores (Article 15)

• Request an explanation of how your assessment score was produced and what factors influenced it (Article 22)

• Object to the processing of your data for assessment purposes (Article 21)

• Request deletion of your data after the hiring process concludes (Article 17)

• Receive your data in a portable, machine-readable format (Article 20)

• Lodge a complaint with your national data protection authority

To exercise any of these rights, contact: support@careerswift.ai

New York City Candidates (NYC Local Law 144)

For candidates being assessed for positions based in New York City, CareerSwift complies with Local Law 144 on Automated Employment Decision Tools (AEDT):

Candidate notification: You are being notified at least 10 business days before any automated tool is used in your assessment, in accordance with Local Law 144.

Bias assessment: CareerSwift is committed to non-discriminatory scoring design. Our AI models are evaluated for disparate impact across sex and race/ethnicity categories. We are in the process of engaging an independent third-party auditor to conduct a formal bias audit in compliance with Local Law 144. Until that audit is complete and publicly available, the CareerSwift AI interview tool will not be used as an automated employment decision tool for roles covered by Local Law 144.

Data used in scoring: The automated tool evaluates the following data from your interview: verbal or written responses to structured questions, response completeness, keyword and competency matching.

5. What Data We Collect During AI Interviews

When you participate in an AI-assisted interview through CareerSwift, we collect and process:

• Your audio or video responses (depending on interview format)

• Transcripts of your responses

• AI-generated scores and dimension-level breakdowns

• Metadata such as session timestamps and device type

We do not collect biometric data for identification, and we do not infer emotional states from audio or visual signals.

Interview data is retained for a maximum of 12 months following the conclusion of the hiring process, unless a longer period is required by law or agreed upon with the hiring partner. You may request early deletion at any time by contacting support@careerswift.ai.

All data is encrypted in transit (TLS 1.3) and at rest (AES-256). Access is restricted to authorized personnel at CareerSwift and the relevant hiring partner.

6. Bias Mitigation and Model Evaluation

CareerSwift takes the fairness of its AI assessment tools seriously. Our bias mitigation practices include:

• Training data is reviewed and balanced across demographic groups before model deployment

• Scoring models are evaluated quarterly for disparate impact using statistical significance testing

• Role-specific competency criteria are reviewed by human subject-matter experts prior to deployment

• Scores do not incorporate or proxy for protected characteristics

• All model updates are version-controlled and documented with a changelog

7. Human Oversight

No employment-related decision — including shortlisting, interview invitations, or rejection — is made based solely on the AI assessment output. A qualified human reviewer employed or authorized by the hiring partner reviews every AI-generated result before it is acted upon.

If you believe the AI assessment produced an inaccurate or unfair result, you may submit a written challenge within 30 days of receiving your outcome. Send your request to support@careerswift.ai with the subject line "AI Assessment Review Request."

8. No Emotion Recognition

CareerSwift does not use, and will not use, emotion recognition technology in the hiring context. This includes any system designed to infer emotional states, personality traits, or psychological characteristics from facial images, voice patterns, or other physiological signals.

This practice is consistent with the restrictions and prohibitions established by the EU AI Act regarding emotion recognition in employment settings.

9. Contact and Complaints

For questions about this disclosure, your rights, or CareerSwift's AI systems, contact:

Data Protection and AI Compliance
INTELEO Sp. z o.o. (operating as CareerSwift)
Domaniewska 37 lok 2.4, 02-672 Warszawa, Poland
Email: support@careerswift.ai

EU Supervisory Authority
EU candidates may lodge a complaint with their national data protection authority. A list of authorities is available at edpb.europa.eu.

Polish Supervisory Authority
Urząd Ochrony Danych Osobowych (UODO)
uodo.gov.pl

10. Updates to This Page

CareerSwift may update this disclosure to reflect changes in law, regulatory guidance, or the AI system itself. Material changes will be communicated to hiring partners and, where feasible, to candidates at least 30 days before taking effect. The current version is always available at careerswift.ai/ai-disclosure.