AI Governance Addendum

Effective Date

Sep 30, 2026

Version 1.3 WireApps Limited, Sri Lanka

support@hirevia.ai

In Short

Covers AI CV parsing, candidate matching, screening recommendations, and interview analysis — all decision-support only, never autonomous hiring decisions.
You must keep meaningful human review and staff training in place, and may disregard any AI output when making a decision.
Candidates can request confirmation that a human genuinely reviewed their case, or contest an AI-informed decision.
AI outputs (match scores, screening recommendations, interview analysis) are stored as part of the candidate record under the standard retention schedule.
As deployer, you are responsible for bias monitoring and adverse-impact assessment, including any audits you run.
We give reasonable advance notice before material AI model or provider changes.

Scope

Applicable AI features:

Feature

Description

AI CV Parsing

Automated extraction of structured data from uploaded resumes

AI CV Parsing

Automated extraction of structured data from uploaded resumes

Candidate Matching

Semantic search and scoring of candidates against job requirements

Candidate Matching

Semantic search and scoring of candidates against job requirements

Screening Recommendations

AI-generated shortlist rankings and match scores

Screening Recommendations

AI-generated shortlist rankings and match scores

Interview Analysis

AI-assisted analysis of interview transcripts producing sentiment, competency scores, red flags, and a recommendation. Decision-support only; human hiring managers make all decisions.

Interview Analysis

AI-assisted analysis of interview transcripts producing sentiment, competency scores, red flags, and a recommendation. Decision-support only; human hiring managers make all decisions.

Interview scheduling is calendar integration and is not an AI feature.

Transparency

2.1 Candidate-facing transparency. You are responsible for informing candidates that AI-assisted tools are used in recruitment, including drafting any candidate-facing notices.

2.2 No model training or improvement use. We do not use candidate data — identifiable or anonymised/aggregated — to train, fine-tune, or otherwise improve AI models. AI processing is limited to performing the features described in §1 above. See DPA §6 and Privacy Policy §4.

Human Oversight

3.1 Decision-support only. All AI features are decision-support tools requiring human review before any employment action; the platform makes no autonomous hiring, rejection, or ranking decisions.

3.2 Customer responsibilities. You must:

Implement qualified human review of all AI outputs
Not treat AI scores or recommendations as determinative
Retain the ability to disregard or act contrary to any AI output when making a decision
Train Authorised Users on AI limitations and appropriate use

3.3 Independent human decision-making. Human reviewers are not bound by AI recommendations at any stage and may make hiring decisions independently of AI scores or rankings.

Candidate Rights (Automated Decisions — GDPR Art. 22)

Candidates may exercise the following rights with the employer:

Request confirmation of genuine human review — ask the employer to confirm a human meaningfully considered, rather than merely rubber-stamped, the AI-informed output in their case
Contest an AI-informed decision and express their point of view

It is the Customer's (employer's) responsibility to provide candidates with a channel to submit these requests. HireVia AI is not responsible for, and will not forward, candidate requests of this kind.

Auditability & Record-Keeping

5.1 Record-keeping. AI outputs — CV-parsed structured data, candidate match scores, screening recommendations, and interview analysis results — are stored as part of the candidate record for as long as the Customer's account remains active, per DPA §8. Deletion is handled manually on request, or per the post-termination schedule.

5.2 Output access. AI outputs remain accessible for as long as the candidate record exists (§5.1). Access requests are handled as a Data Subject Request under the DPA/Privacy Policy.

Bias Monitoring Responsibility

As the deployer, you are responsible for bias monitoring and adverse-impact assessment under applicable AI-governance and equal-employment laws (see ToS §4.3).

Model Changes

We provide reasonable advance notice before material changes to AI models affecting scoring, matching, or recommendations — including switching AI provider, material scoring-algorithm changes, or changes to input data categories. Minor improvements, bug fixes, and performance optimisations do not require notice.

Prohibited Uses

You must not use AI features to: make fully automated employment decisions without human review; discriminate on any protected characteristic; process special category data through AI features unless expressly authorised in writing by HireVia AI; circumvent candidate notification or consent requirements; or reverse engineer or replicate HireVia AI's models.

Liability, Term & Amendments

AI-related liability is governed by §12 of the Agreement; this Addendum creates no additional caps or carve-outs. It remains in effect for the term of the Agreement and may be updated per §16.2 of the Agreement to reflect changes in AI legislation or platform capabilities.

By using AI features within HireVia AI, you agree to this AI Governance Addendum.

AI-native hiring for teams tired of spreadsheets, inboxes, and manual hiring admin. Save 45–60 minutes per candidate. Upload a CV and HireVia AI parses, scores, and ranks candidates in seconds.