Candidates are always told when they're interacting with AI — every AI conversation carries a disclosure, a human reviews every conversation before any decision, and candidates can request a human or opt out of automated processing at any time. This isn't fine print; it's built into the product and can't be switched off.
| Channel | What the candidate is told |
|---|---|
| Web screening chat | A banner states: "You're chatting with an automated assistant (AI)" — with an explanation that answers may be assessed with AI and that a human recruiter reviews every conversation before any decision. The chat's opening message repeats it in plain words. |
| Every conversation carries the disclosure "(This is an automated assistant — a human recruiter reviews all conversations)", enforced in code on outbound messages. | |
| Outreach emails | AI disclosure notices are always active on outreach emails — this cannot be disabled in settings. |
And a simple rule underneath all of it: the AI never claims to be human. If a candidate asks "am I talking to a bot?", it says yes.
From 2 August 2026, Article 50 of the EU AI Act requires that people be informed when they're interacting with an AI system. PlacementFlow already meets this: the disclosures above ship as default, non-optional behaviour on every AI-facing channel, so there's nothing for your agency to configure or retrofit. You can review your compliance posture any time at Settings → Compliance.
PlacementFlow screens candidates through text only — WhatsApp chat, SMS-delivered web links, and web forms. There are:
This is a deliberate design decision, not a missing feature. Voice-based AI screening carries serious legal exposure (the EU AI Act prohibits emotion-recognition in employment contexts, and voiceprint collection triggers biometric-privacy laws in several jurisdictions) and candidates broadly dislike it. Text keeps the interaction transparent, reviewable, and on the candidate's own terms.
This implements GDPR Article 22 — the right not to be subject to purely automated decision-making. Practically, PlacementFlow goes further: even without an opt-out, a human recruiter reviews screening outcomes before a candidate advances or is rejected.
From the candidate portal, a candidate can view their AI decision history and download a PDF report of decisions made about them — plus request erasure of their data. Transparency isn't just a disclosure at the door; it extends to the record afterwards.
You get to answer candidate and client questions about AI honestly and specifically: candidates are told, humans review, opt-outs work, and everything is logged. If a candidate raises an Article 22 or transparency concern, the machinery to honour it is already running — you don't have to build a process.