AI Transparency & Candidate Rights

Last updated: May 20, 2026

1. Overview

Vocaid is committed to transparency about how artificial intelligence is used in our platform. This page provides a comprehensive overview of our AI systems, how they generate outputs, their known limitations, and your rights as a user.

We believe that every person who interacts with AI-powered hiring tools has the right to understand how those tools work and how they may affect decisions about their career.

2. AI Systems Inventory

Vocaid uses the following AI systems in its platform. Each system is described with its purpose, the data it processes, and the safeguards in place.

By default, your interview recordings and transcripts are deleted on our standard schedule. You may optionally opt in to extended retention so this data can be used to improve interview analytics and AI quality; this is off by default and can be withdrawn anytime in your account settings.

Voice Interview AI

Conducts real-time voice-based interviews using natural language processing

Data Processed

•Audio input from microphone
•Job description and resume content
•Conversation context from current session

Outputs

•Natural language interview questions
•Follow-up questions based on responses
•Real-time speech-to-text transcription

Known Limitations

•May misunderstand heavy accents or dialects
•Transcription accuracy varies with audio quality
•Cannot assess physical demonstrations or hands-on skills
•Response quality depends on internet connection stability

Human Oversight

All AI-generated scores are presented as recommendations. B2B hiring managers retain full decision authority. Candidates may request human review.

Behavioral Analysis

Analyzes non-verbal communication signals during video interviews for coaching feedback

Data Processed

•Video frames (sampled, not continuously stored)
•Face detection coordinates (not facial recognition)
•Gaze direction estimates
•Head position and movement patterns

Outputs

•Eye contact consistency percentage
•Posture and engagement indicators
•Response timing metrics
•Gaze tracking heatmap data

Known Limitations

•Accuracy depends on camera quality and lighting
•Cannot assess emotional state (emotion recognition is prohibited)
•May be less accurate for certain face shapes or skin tones
•Requires frontal camera position for reliable results

Human Oversight

Behavioral signals are supplementary coaching data only. They are never the sole basis for scoring. Users can opt out entirely and use audio-only mode.

ATS Resume Scoring

Analyzes resume content against job descriptions to provide compatibility scoring

Data Processed

•Resume text content
•Job description requirements
•Industry-standard keyword databases

Outputs

•Overall compatibility score (0-100)
•Keyword match analysis
•Missing skills identification
•Format and structure recommendations

Known Limitations

•Cannot verify claims made in resumes
•May undervalue non-traditional career paths
•Keyword matching may miss equivalent terminology
•Does not assess soft skills or cultural fit

Human Oversight

ATS scores are advisory tools for resume improvement. They do not determine interview access or hiring outcomes.

Liveness Detection

Verifies that a real person is present during the interview session to prevent fraud

Data Processed

•Video frames during verification
•Face detection coordinates
•Head movement tracking

Outputs

•Pass/fail liveness verification result
•Confidence score (internal use only)

Known Limitations

•May fail in poor lighting conditions
•Requires camera access (can be skipped with fallback)
•May be less reliable with certain accessories (masks, heavy makeup)

Human Oversight

Liveness verification is a binary pass/fail check. Failed verification can be retried or skipped. It does not affect interview scoring.

AI Coach Voice (synthetic speech)

Optionally reads the AI Coach's onboarding tips and your feedback summary aloud using an AI-generated synthetic voice (ElevenLabs text-to-speech). Speech output only; this feature is opt-in and off by default.

Data Processed

•Text of coaching tips and onboarding prompts (fixed, pre-written lines)
•A short feedback summary derived from your own interview scores and feedback, converted to text and sent for speech synthesis
•No microphone audio or recording of your voice is sent for this feature — it is text-to-speech (output only)

Outputs

•Synthetic spoken audio of the coaching tip or feedback summary

Known Limitations

•Synthetic, AI-generated voice — not a recording of a real person (EU AI Act Article 50 disclosure)
•May mispronounce names, acronyms, or uncommon words
•Opt-in and off by default; the same content is always available as on-screen text
•The spoken content reflects AI-generated coaching text and is informational, not professional career advice

Human Oversight

The synthetic voice only reads back coaching text the AI Coach already produced; it makes no decisions. You choose whether to play audio, and the equivalent text is always shown on screen.

Onboarding Assistant (Vocaid Coach / HR Assistant)

Conversational AI companion that guides new users through in-app onboarding tours, highlighting interface elements and answering questions you type to it

Data Processed

•Messages you type to the assistant during a tour
•Your quick-reply selections
•Which onboarding tour is active and its step progress (server-side, not typed by you)

Outputs

•Short guidance messages in the chat bubble
•Interface actions such as highlighting a button or marking a step complete

Known Limitations

•Scoped to onboarding topics; off-topic answers are brief and redirect back to the tour
•May occasionally misunderstand a typed question
•Makes no decisions about you, your account, or your interview results

Human Oversight

The assistant only guides navigation and never makes decisions about you. It is clearly labeled as AI in the chat header, so you always know you are interacting with an AI and not a human. You can dismiss or defer the tour at any time.

3. Scoring Methodology

Vocaid's interview scoring evaluates candidates across multiple dimensions using AI analysis of their spoken responses. Scores reflect the AI's assessment of demonstrated competencies, not the person's inherent abilities.

Scoring Dimensions

Communication Clarity: How clearly and coherently ideas are expressed
Technical Knowledge: Demonstrated understanding of relevant technical concepts
Problem-Solving: Approach to analyzing and solving presented challenges
Relevance: How well responses address the specific question asked
Depth: Level of detail and substantive content in responses

Scores range from 0 to 100 and represent relative assessments. They should be interpreted as coaching feedback, not absolute measurements. Scores may vary across sessions due to question variation, AI model updates, and response differences.

4. Bias Prevention

We are committed to ensuring our AI systems do not discriminate against any individual or group based on protected characteristics including race, gender, age, disability, national origin, or other legally protected categories.

Our Bias Prevention Measures

Regular testing of AI outputs across demographic groups to identify disparate impact
Prohibition of emotion recognition in workplace assessment contexts (EU AI Act compliance)
Scoring based on content and communication quality, not voice characteristics, accent, or appearance
Continuous monitoring of score distributions for statistical anomalies
Planned independent bias audit by a qualified third-party auditor (per NYC Local Law 144 requirements)

If you believe you have experienced bias in AI-generated scores or feedback, please report it to support@vocaid.ai. We investigate all bias reports and take corrective action where warranted.

5. Emotion Recognition Prohibition

Vocaid does NOT use emotion recognition, emotion inference, or affective computing in any of its AI systems. This prohibition is a core design principle, not merely a compliance measure.

The EU AI Act (Article 5(1)(f)), effective February 2, 2025, explicitly prohibits the use of AI systems that infer emotions in the workplace and educational institutions, except for medical or safety purposes. Vocaid's behavioral analysis features produce only factual, observable outputs:

Eye contact consistency percentage (measured by gaze direction relative to camera)
Posture indicators (head position, shoulder alignment detected from video frames)
Response timing metrics (duration between question and answer)
Gaze tracking heatmap data (direction of visual attention)

These outputs describe observable physical behaviors and do NOT infer internal emotional states such as confidence, nervousness, stress, enthusiasm, or any other affective characteristic. Our behavioral analysis is fundamentally different from emotion recognition because it measures what a person does, not what they feel.

Strict Prohibition

Vocaid's engineering standards prohibit any model output label that implies emotional inference. All behavioral analysis outputs are reviewed to ensure they describe only factual observations. Violation of the EU AI Act emotion recognition prohibition carries penalties of up to EUR 35 million or 7% of global annual turnover.

The optional AI Coach synthetic voice (ElevenLabs text-to-speech) is output only: it reads coaching text aloud and never analyzes your voice. Vocaid does not infer your emotions from your voice, and no microphone audio is processed by this feature.

6. Regulatory Compliance

Vocaid operates in compliance with AI regulatory frameworks across multiple jurisdictions. Below are the specific obligations and our compliance measures for each applicable regulation.

EU AI Act Compliance

Vocaid is classified as a high-risk AI system under Annex III, Category 4 (Employment, Workers Management and Access to Self-Employment) of the EU AI Act (Regulation (EU) 2024/1689). As a provider of AI-powered hiring assessment tools, we are subject to the requirements of Chapter 3, Section 2.

Risk Management System (Art. 9): We maintain a documented risk management system that identifies, evaluates, and mitigates risks throughout the AI system lifecycle
Data Governance (Art. 10): Training, validation, and testing data sets are subject to data governance and management practices ensuring quality, representativeness, and bias detection
Technical Documentation (Art. 11): We maintain comprehensive technical documentation describing our AI systems, their capabilities, limitations, and the methodologies used
Record-Keeping (Art. 12): Automatic logging of AI system operations enables traceability of system behavior
Transparency (Art. 13): This AI Transparency page fulfills our transparency obligations by providing clear information about system capabilities and limitations
Human Oversight (Art. 14): All AI-generated scores are advisory. Human decision-makers (hiring managers) retain authority over employment decisions. Override capabilities are built into B2B workflows.
Accuracy, Robustness, and Cybersecurity (Art. 15): We implement measures to ensure appropriate levels of accuracy, robustness, and cybersecurity
Fundamental Rights Impact Assessment (Art. 27): We commit to conducting fundamental rights impact assessments before deploying in EU markets

Conformity assessment and EU database registration (Art. 60) are in progress, with a target completion aligned to the high-risk obligations deadline of August 2, 2026. The Commission may delay this deadline to December 2, 2027 for certain providers.

Emotion Recognition

The prohibition on emotion recognition in workplace AI systems (Art. 5(1)(f)) has been in effect since February 2, 2025. Vocaid has never used emotion recognition and confirms full compliance with this prohibition.

Colorado AI Act (SB 24-205)

The Colorado AI Act, effective February 1, 2026, establishes obligations for developers and deployers of high-risk AI systems. As a developer of AI hiring assessment tools, Vocaid acknowledges the following obligations:

Developer Disclosure: We provide deployers (employers using our platform) with documentation describing the intended uses, known limitations, and risk mitigation measures of our AI systems
Risk Management: We maintain reasonable risk management practices to address known or reasonably foreseeable risks of algorithmic discrimination
Consumer Notification: Consumers (candidates) are notified when a high-risk AI system makes or substantially influences a consequential decision about them
Statement of Compliance: We will make available a statement on our website summarizing the types of high-risk AI systems we develop and how we manage risks of algorithmic discrimination
Attorney General Cooperation: We will cooperate with the Colorado Attorney General in evaluating compliance and provide documentation upon request

Vocaid's deployers (employers) have independent obligations under the Colorado AI Act, including conducting impact assessments and providing consumer notification. We support deployers in meeting their obligations through our platform documentation and transparency tools.

Texas Responsible AI Governance Act

The Texas Responsible AI Governance Act, effective January 1, 2026, requires companies deploying AI systems in Texas to maintain AI governance frameworks. Vocaid complies with the following requirements:

AI Governance Framework: We maintain internal documentation of our AI governance practices, available to the Texas Attorney General upon request
Prohibited Uses: Our AI systems do not encourage self-harm, criminal activity, or unlawful discrimination
Transparency: We provide clear disclosure of AI use in our hiring assessment tools
Biometric Data: We clarify when biometric data is collected for AI processing and obtain appropriate consent under Texas law

NYC Local Law 144 (AEDT)

Vocaid's AI interview and scoring platform constitutes an Automated Employment Decision Tool (AEDT) under NYC Local Law 144. We comply with the following requirements:

Annual Bias Audit: We commit to conducting an independent bias audit by a qualified third-party auditor, analyzing selection rates by sex, race/ethnicity, and intersectional categories
Public Summary: The bias audit summary will be posted publicly on our website within 6 months of each audit's completion
Candidate Notification: We provide candidates with at least 10 business days' notice before an AEDT is used in an employment decision, as implemented in our candidate notification system
Data Disclosure: Candidates can request information about the data collected, the source of such data, and the employer's data retention policy

Brazil LGPD Article 20

Under Article 20 of Brazil's Lei Geral de Proteção de Dados (LGPD), data subjects have the right to request human review of decisions made solely through automated processing that affect their interests, including profiling. Vocaid ensures:

Candidates assessed by our AI systems can request human review of automated decisions through our Privacy Center or by contacting our Encarregado (DPO)
We provide transparency about the criteria and procedures used in automated decision-making
All AI scores are presented as advisory recommendations, never as binding decisions

Mexico LFPDPPP (2025 Reform)

The 2025 reform to Mexico's Federal Law on Protection of Personal Data Held by Private Parties introduces new obligations for automated decision-making. Vocaid complies with:

Automated Decision-Making Transparency: We disclose when automated decision-making technology is used in the assessment of candidates
Right to Human Intervention: Data subjects can request human intervention in automated decisions that produce legal effects or similarly significantly affect them
Impact Assessment: We commit to conducting impact assessments for automated processing of personal data
Enhanced Consent: We obtain specific, informed consent for the processing of personal data through automated decision-making

Colombia SIC Circular 001/2025

The Colombian Superintendencia de Industria y Comercio (SIC) issued Circular 001/2025 addressing biometric data processing requirements. For Vocaid's operations in Colombia:

Biometric Proportionality: We ensure that any biometric data collection is proportional to the stated purpose and does not exceed what is strictly necessary
Purpose Limitation: Biometric data is collected solely for interview verification and communication coaching feedback, not for surveillance or ongoing monitoring
SIC Compliance: We commit to registering our databases with the RNBD (Registro Nacional de Bases de Datos) as required by Colombian law

7. AI Governance Framework

Vocaid maintains a comprehensive AI governance framework that addresses the responsible development, deployment, and monitoring of our AI systems across all jurisdictions where we operate.

Our Governance Practices

Risk Management: Systematic identification, assessment, and mitigation of risks associated with our AI systems, including risks of bias, discrimination, and inaccuracy
Bias Testing and Monitoring: Regular testing of AI outputs across demographic groups to identify and address disparate impact or unfair bias patterns
Continuous Monitoring: Ongoing monitoring of deployed AI systems for performance degradation, drift, and emergent bias
Model Versioning: Version control and documentation of all AI model updates, with impact assessment before deployment of significant changes
Incident Reporting: Internal processes for reporting, investigating, and remediating AI-related incidents, including bias complaints, accuracy issues, and system failures
Stakeholder Engagement: Regular engagement with affected stakeholders including candidates, employers, regulators, and civil society organizations

Our AI governance framework is designed to evolve with the regulatory landscape. We regularly review and update our practices to align with new requirements under the EU AI Act, Colorado AI Act, Texas Responsible AI Governance Act, and other emerging AI regulations.

8. Candidate AI Rights

Vocaid recognizes the following rights for all individuals who interact with our AI systems:

Right to Know

You have the right to know that AI is being used in your interview process and how it affects your assessment.

Right to Consent

You have the right to provide informed consent before biometric data (voice patterns, facial geometry) is processed.

Right to Opt Out

You have the right to opt out of video recording and behavioral analysis and use audio-only mode without penalty.

Right to Human Review

You have the right to request human review of any AI-generated score or assessment.

Right to Appeal

You have the right to contest AI-generated assessments and provide additional context.

Right to Explanation

You have the right to receive a meaningful explanation of how your scores were generated.

Right to Data Access

You have the right to access all data collected about you and all AI-generated outputs.

Right to Deletion

You have the right to request permanent deletion of your interview data, recordings, and AI outputs.

Right to Non-Discrimination

You have the right to fair treatment regardless of your race, gender, age, disability, accent, or other personal characteristics.

Right to Accommodations

You have the right to request reasonable accommodations for disabilities that may affect AI assessment accuracy.

6. EU AI Act Compliance (Annex IV)

In accordance with the European Union AI Act (Regulation 2024/1689), Vocaid provides the following technical documentation for our AI systems classified under the Act. Our systems are designed to comply with transparency obligations for AI systems that interact with natural persons.

System Information & Intended Purpose

Provider: Vocaid, Inc.
System Name: Vocaid AI Interview Platform
Version: Production (continuously updated)
Intended Purpose: AI-powered interview practice, resume scoring, and behavioral communication coaching
Intended Users: Job seekers (B2C) and hiring organizations (B2B)
EU Representative: Contact support@vocaid.ai for EU representative details
Risk Classification: Limited Risk (transparency obligations apply under Article 50)

Training Data & Model Information

Vocaid uses third-party foundation models (Azure OpenAI GPT-4o) — we do not train custom models on user data
Resume scoring uses keyword and semantic matching algorithms, not machine learning classifiers
Behavioral analysis uses computer vision algorithms for face detection and gaze estimation, not facial recognition
No biometric identification or categorization is performed
Emotion recognition is explicitly prohibited in our systems (EU AI Act Article 5(1)(f) compliance)

Risk Management & Mitigation

Vocaid implements the following measures to mitigate risks associated with AI-assisted assessment:

Human oversight: All AI-generated scores are advisory — hiring decisions are always made by humans
Bias monitoring: Regular statistical analysis of score distributions across demographic groups
Transparency: Full disclosure of AI involvement before any assessment begins
Data minimization: Only data necessary for the specific assessment purpose is collected
User control: Users can opt out of video/behavioral analysis at any time without penalty
Logging: All AI decisions are logged for auditability per Article 12 requirements
Incident reporting: Processes in place for reporting serious incidents to relevant authorities

For the complete technical documentation file or to submit questions regarding EU AI Act compliance, contact support@vocaid.ai. We are committed to full compliance with the Act's requirements as they enter into force.

7. NYC Local Law 144 Compliance

New York City Local Law 144 (2021) requires employers and employment agencies that use automated employment decision tools (AEDTs) to conduct annual independent bias audits and provide notice to candidates. Vocaid is committed to compliance with LL144 requirements.

Applicability & Scope

Vocaid's AI interview scoring system qualifies as an AEDT when used by employers to substantially assist or replace discretionary decision-making in hiring
LL144 applies to candidates for employment opportunities in New York City
For B2C users (personal practice), the tool is advisory only and does not constitute an AEDT
For B2B employers using Vocaid to screen candidates, LL144 requirements apply

Independent Bias Audit

Vocaid will commission an independent bias audit before deploying our AI scoring for B2B hiring decisions in NYC. The audit will evaluate:

Impact ratio: Scoring rates for each race/ethnicity category compared to the most selected category
Impact ratio: Scoring rates for each sex category compared to the most selected category
Median scores: Comparison of median AI-generated scores across demographic categories
Selection rates: Analysis of pass/fail rates across protected categories at various score thresholds
Intersectional analysis: Combined race/ethnicity and sex impact ratios where data is sufficient

Candidate Notice

In compliance with LL144, Vocaid provides the following notice to candidates evaluated for NYC employment opportunities: An automated employment decision tool (AEDT) will be used in connection with the assessment of your job application. The AEDT evaluates your interview responses for communication clarity, technical knowledge, problem-solving ability, and relevance. You may request an alternative selection process or accommodation by contacting the employer directly or by emailing support@vocaid.ai.

The bias audit summary will be published on this page once completed. Vocaid retains bias audit results for at least four years as required by law. For questions about LL144 compliance, contact support@vocaid.ai.

8. Third-Party AI Services

Vocaid uses the following third-party AI services. We maintain Data Processing Agreements with each provider to ensure your data is handled responsibly.

9. Payment Processing

Card payments are handled by our PCI-compliant payment processor. Vocaid never stores raw card numbers. If you choose to connect a cross-border payout provider (Deel or Wise), we store an OAuth token to act on your behalf at your request — we never see your provider login credentials.

10. Contact Us

For questions about our AI practices, to exercise your rights, or to report a concern:

Email: support@vocaid.ai

We take all AI-related inquiries seriously and aim to respond within 15 business days.