AI transparency

What applicants are told, how consent and opt-out work, and why there are no cut-off scores.

AI in recruitment touches people who have no relationship with the organization yet and no leverage. The platform’s position on that is written down and shipped as a transparency notice.

The application fit assessment

When a recruiter requests it, the content of an application is sent to a large language model, which returns three things:

Output	What it is
Summary	A short narrative — at most five sentences — describing how the application relates to the position, with relevant strengths and development areas.
Fit score	A whole number from 0 to 10 indicating how closely the application matches the stated requirements.
Language observations	A count of spelling and grammar issues in text the applicant wrote.

The score bands are documented and shown next to the number in the recruiter interface, so a “6” is never presented as a bare figure whose meaning the reader has to assume.

The guarantees

It is decision support, never a decision

The score is one input among many. Every hiring decision is made by a person.

There are no cut-off scores

No application is filtered out, hidden, or auto-rejected because of its score. Every application stays fully visible to the recruiting team. There is no threshold to configure, because there is no threshold.

Applicants can opt out — and change their mind

Opting out is offered when applying and can be changed at any time from the applicant portal.

Opting out is invisible to the recruiter

Recruiters see “Not available” — the same wording shown when a score is missing for any other reason. An opt-out cannot be read as a signal, because it cannot be distinguished from an absent score.

Withdrawing consent deletes the output

If consent is withdrawn after a summary was produced, the summary and the search index entry derived from the application are deleted.

That fourth point is the one that is easy to get wrong. A system that shows “applicant declined AI processing” has made opting out costly, which makes the consent meaningless.

Optional per installation

Swiss HR Easy is deployed per customer, and the AI features are optional. Where a feature is not configured, the parts of the notice describing it do not apply.

The operating organization is the data controller for its own instance and remains responsible for how it configures and uses these features.

The notice itself

A full transparency notice is maintained in the repository, written to be read by an applicant rather than by a lawyer: what the systems do, what data they use, who processes it, what the outputs are used for, and how to decline.

The notice is currently a draft and has not been reviewed by legal counsel. Two sections are knowingly incomplete and marked as open: the retention period for AI outputs, and an independent bias evaluation. Do not publish it to applicants until those are resolved and a data-protection advisor has reviewed the whole document.

The broader rule

Across the whole product, not just recruitment:

AI rankings must always show the criteria, the data used, and the user retains the decision.

That is ADR-006, and it is why the survey report states its data basis, why sentiment is a signal rather than a rating, and why receipt OCR shows the original image next to the extracted figures.

Auditing

Every AI operation is audited as AI_OPERATION with token usage. If someone asks what was processed, when, and on whose instruction, the answer is a query.