How we use AI

Every recruitment business uses software now. Most don’t say what it does. This page sets out exactly where we use it, where we deliberately don’t, and what to do if you want a person to look again.

The short version

We use software to help us find people. We don’t use it to judge them.

No candidate is rejected, scored or ranked by a machine. Every assessment we produce is written by a person, after a conversation with the candidate. If you want a human to look at anything again, ask and we will.

1. Where we use it

Three places, and only three:

• Finding people. Search and data tools help us build a list of people whose public professional experience looks relevant to a role — the same job a researcher would do by hand, faster. Everyone on that list is then reviewed by a person before we approach anybody.
• Drafting and tidying. We use writing tools to help draft outreach, job descriptions and internal notes. A person writes the substance and checks everything before it goes out.
• Summarising and transcribing. Notes and call recordings may be transcribed or summarised automatically. The assessment drawn from them is made by the person who was on the call.

2. Where we don’t

These are the ones that matter, so we’ll be specific.

• We don’t use AI to screen out candidates. No CV is rejected by software. No application is filtered below a threshold and discarded unseen.
• We don’t use AI to score or rank candidates. The scores in our suitability reports are given by the person who conducted the interview, against criteria taken from the client’s brief.
• We don’t use automated video interviewing, facial analysis or voice analysis. No candidate is assessed by a machine watching them.
• We don’t use AI to predict performance, personality or cultural fit.
• We don’t make any decision about a candidate by automated means alone.

3. How a decision actually gets made

Every candidate we recommend to a client has been through this, in this order:

• A person reviews the research list and decides who is worth approaching
• A person approaches them and has a conversation
• A person conducts a structured screening interview, using criteria agreed with the client. Where the role needs technical depth, that person is a specialist who has done the job
• A person writes the suitability report, gives every score and sets out what could not be established
• The client decides who to interview and who to hire. We don’t make that decision and neither does any software

There is no point in that sequence where a system decides anything about anyone.

4. The logic behind the tools we do use

Where software helps us build a list of people to consider, it is matching publicly available professional information against the requirements of a specific role — job titles held, employers, sector, seniority, location and length of experience. It looks for people whose stated experience resembles what the role needs.

It doesn’t weigh personal characteristics, and we don’t feed it anything about age, sex, ethnicity, health or any other protected characteristic. A list is a starting point for a person to work from, not an outcome.

5. Your rights

You can:

• Ask for human review. If you think you’ve been overlooked, or you disagree with an assessment, tell us and a person will look at it again.
• Contest a decision and give us information you think we’ve missed.
• Ask what we hold about you, and receive a copy.
• Object to us holding your details at all, and we’ll delete them.

All free, all answered by a person, and we’ll respond within one month. Full detail is in our Candidate Information How we use AI Policies notice and our Privacy Policy.

6. How we keep it honest

• Nobody is removed from consideration by software. Every exclusion is a human decision, made by someone who can explain it
• Where we use a third-party tool, we check what it does with candidate data before we use it and we don’t allow candidate data to be used to train anyone’s models
• We keep our own record of who was approached and why, so a decision can be traced back
• If we ever change any of this materially, we’ll update this page and the date below

7. If you’re a client

You may have obligations of your own where AI is used in hiring, and where you operate will determine what they are. What we can tell you is straightforward: nothing we hand you has been produced by an automated decision. The shortlist is human, the scores are human, and the reasoning is written down so you can see it and challenge it.

If your own governance requires a statement from suppliers about AI use, this page is it. Ask if you need something more formal.

8. Contact

Email [email protected] or write to Talent Architects, 11 Middlethorpe Business Park, York, YO23 2BD.

Talent Architects is a trading name of Growth Partner Pro Ltd, registered in England and Wales, company number 15650672. Registered with the Information Commissioner’s Office, reference ZC218639.