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TRUST & LEGAL

AI Transparency

Where AI may assist recruitment, what information it uses, and why its output requires review.

Draft updated 24 September 2026 · Philippines
Review draft — not a compliance certification

This content describes the current product and proposed policies. It requires legal and operational review before being treated as a finalized production policy or contract. Operator: JobbhyAI, Philippines. Privacy, security, and service contact: hi@jobbhy.io.

Which features use AI

  • Optional résumé intelligence extracts structured details for review before saving.
  • AI Job Architect helps draft job requirements and recruitment content.
  • Optional semantic matching and Recruiter Copilot use relevant job and candidate context.
  • Recruitment Agents combine workflow steps, stored evidence, and configured AI capabilities. Not every step calls a model.

What is not necessarily AI

Deterministic candidate scoring uses configured criteria and backend logic. The floating Recruiter Assistant uses read-only database lookups rather than a generative model. Neither approach should be assumed free of error or bias simply because it does not call an external AI service.

Data sent to a provider

When an external AI feature runs, relevant résumé text, job requirements, candidate evidence, or recruiter questions may be sent to the configured provider. The exact content depends on the feature. Provider identity, hosting region, retention, training-use restrictions, and contractual terms must be verified for the actual deployment; this page does not promise zero retention or no training by every provider.

Human control and limitations

Configured human approval steps pause workflows for a recorded decision. Organizations must still configure appropriate controls and independently review evidence; not every workflow stage has an approval gate. Output may omit information, invent details, or misinterpret a résumé. Scores are decision-support signals, not objective facts or guarantees of job performance.

Questions and corrections

Candidates can ask their hiring organization whether AI was used, request correction of inaccurate data, and seek human review or an appropriate alternative. Recruiters should explain the relevant criteria and evidence without exposing another candidate’s information. See Candidate Privacy and Data Requests.