Legal

Responsible AI

Last updated: June 8, 2026

How Spoon Hire uses AI in hiring, and the safeguards around it. We take transparency about automated processing seriously — it's central to our mission of fair, skills-first hiring.

Where AI is used

AI helps with three things: selecting and exploring interview questions, cleaning up the interview transcript, and scoring answers and matching candidates to roles on skills. Our screening tests, work-style, manager-readiness and diversity tools are fully deterministic — no AI.

What AI does NOT do

AI does not make the hiring decision. It produces structured summaries, scores and ranked, anonymized shortlists to support a human recruiter, who decides. It does not auto-reject candidates, and it never judges appearance, accent, or background — only the substance of answers.

Human oversight

A human recruiter reviews shortlists and makes every advance/reject/offer decision. Candidates can review and confirm their own interview transcript before it's assessed.

Fairness & bias

Every candidate gets the same structured interview and scoring, and recruiters review anonymized profiles — design choices intended to reduce bias rather than encode it. We avoid models and signals (e.g. facial or vocal analysis) that lack validity and risk discrimination.

Your rights around automated processing

Where laws such as GDPR Article 22 or local automated-employment-decision rules apply, you can ask about the logic involved, request human review, and contest outcomes. Contact dpo@spoonhire.com.

Models

We use Anthropic's Claude models (Sonnet/Haiku) for the AI features above, receiving only the anonymized content needed for the task.

See also: Candidate Privacy Notice · Privacy Policy · How AI interviews work. This page is a general template, not legal advice; we recommend review by qualified counsel before relying on it.