1. AI-assisted tools
The Savy Agency may use artificial intelligence, machine learning, search, matching, automation, and generative tools within applicant-tracking, customer-relationship, sourcing, outreach, scheduling, interview-note, transcription, analytics, and productivity systems. Providers may include Zoho Recruit and other recruiting or communications platforms selected for a client engagement.
2. How AI may assist
These tools may help us search and organize candidate information; identify potentially relevant experience or skills; summarize résumés, job descriptions, communications, or interview notes; draft outreach and administrative content; schedule meetings; identify duplicate records; and support reporting or workflow reminders.
AI output may be incomplete, inaccurate, or biased. Recruiters are expected to review material outputs, use job-related criteria, correct known errors, and avoid relying on protected characteristics or unlawful proxies.
3. Human oversight and employment decisions
The Savy Agency does not authorize an AI tool to independently make a final decision to hire, reject, promote, discipline, or terminate a person. Client employers make their own final employment decisions.
Where an automated employment decision tool is legally regulated, we will work with the client and provider to determine whether a bias audit, impact assessment, advance notice, explanation, data-retention measure, or alternative selection process is required before use.
4. Interview recording, transcription, and summaries
If a meeting or interview will be recorded, transcribed, or analyzed by an AI-enabled note-taking tool, we will provide notice and obtain consent when required. A candidate may ask questions, request an accommodation, or request a reasonable alternative before recording begins. We do not use a refusal to consent as a negative factor where an alternative is legally required or reasonably available.
5. Uses we prohibit
We do not intentionally use facial recognition, emotion recognition, voice-based personality analysis, lie detection, or biometric categorization to evaluate candidates. We do not instruct AI systems to infer protected characteristics or rank candidates based on race, religion, disability, age, sex, sexual orientation, gender identity, national origin, genetic information, or other legally protected traits.
6. Candidate options
You may ask whether AI materially assisted a process involving you; correct inaccurate information; request human review; request a reasonable accommodation or alternative method; withdraw consent for future optional recording; or raise a concern about bias or unfair treatment. Contact jen@thesavyagency.com.
7. Jurisdiction-specific notices
This general notice does not replace a notice specifically required for a particular job or location. Before using a covered automated employment decision tool for a New York City role, applicable bias-audit publication and advance-notice requirements must be satisfied. Before AI analysis of an applicant-submitted video for an Illinois-based role, required explanation and consent must be obtained. Facial-recognition technology will not be used in a Maryland employment interview without the legally required written consent. California employment records involving automated-decision systems will be maintained as required, and California ADMT privacy requirements scheduled for 2027 will be incorporated before applicable use. Colorado requirements scheduled for January 1, 2027 will be addressed before covered deployment.