No sole-basis decision
Do not use an analysis result as the sole basis for hiring, rejection, advancement, compensation, or another employment action.
Use evidence to support review, never to remove it.
This policy defines prohibited employment uses, document restrictions, abuse controls, and the human-review obligation.
Required use boundary.
Role Evidence may be used to organize role requirements, locate candidate-supplied resume evidence, identify missing citations, prepare a reviewable dossier, and document a recruiter decision. A qualified person remains responsible for the job-related requirement, evidence interpretation, candidate communication, and employment decision.
Prohibited employment uses.
No ranking or scoring
Do not convert evidence verdicts or extraction confidence into an overall candidate rank or quality score.
No sensitive inference
Do not infer protected characteristics, health, personality, emotion, culture fit, political belief, or predicted success.
No unlawful discrimination
Do not use the service to facilitate unlawful exclusion, retaliation, or discriminatory requirements.
Document authority and content rules.
Submit only content you own or are authorized to process. Do not upload social security numbers, financial account data, medical records, background reports, passwords, malware, executable content, or more personal data than the review requires.
Do not attempt to disguise unsupported formats, bypass size or page limits, or include instructions intended to override system rules. Instructions inside uploaded documents are treated as untrusted content.
Security and service abuse.
Do not probe or exploit the service, access another user or customer record, defeat rate limits, automate high-volume requests, scrape personal data, interfere with availability, or test a suspected vulnerability outside the coordinated disclosure process.
Enforcement.
Role Evidence may reject a request, restrict access, preserve limited security evidence, or report conduct when reasonably necessary to protect people, systems, legal obligations, or the integrity of the service. Enforcement decisions should be proportionate to the risk and reviewed when context is disputed.