AI Disclosure
Last updated: March 17, 2026
Overview
Zivaro uses artificial intelligence (AI) technology to assist employers with candidate screening and interviews. This page explains how AI is used, what data is collected, and your rights as a candidate.
This disclosure is provided in compliance with applicable laws including the Illinois Artificial Intelligence Video Interview Act (AIVFA), New York City Local Law 144, Colorado AI Act, California Fair Employment and Housing Act (FEHA), and other state and local AI hiring regulations.
How AI is used
Resume screening
When you apply for a job, AI may be used to:
- Extract information from your resume (name, contact information, work experience, education, skills)
- Compare your qualifications against job requirements
- Generate an eligibility assessment
What the AI evaluates: Job-relevant qualifications, skills, and experience as stated in your resume and the job requirements.
What the AI does NOT evaluate: Protected characteristics such as race, gender, age, religion, national origin, disability status, or other legally protected attributes.
AI voice interviews
If invited to an interview, an AI-powered interview agent will:
- Conduct a voice conversation asking job-relevant questions
- Record audio of your responses
- Record video for interview integrity monitoring
- Generate a transcript of the conversation
- Produce evaluation scores and feedback based on your responses
Interview duration: Typically 10-30 minutes depending on the role.
What is recorded: Audio of your voice and the AI interviewer, video of you during the interview.
What is evaluated: Your responses to job-relevant questions, communication skills, and demonstrated knowledge relevant to the position.
Scoring and evaluation
AI generates scores and feedback based on:
- Relevance of your responses to the questions asked
- Demonstrated skills and experience
- Communication clarity
- Job-specific technical knowledge (where applicable)
Important: AI scores are recommendations only. Human recruiters review AI outputs and make all final hiring decisions. No candidate is automatically rejected based solely on AI scores without human review.
Data collection and retention
Data collected during interviews
| Data type | Purpose | Retention period |
|---|---|---|
| Audio recording | Interview evaluation, quality assurance | 12 months |
| Video recording | Interview integrity, proctoring | 12 months |
| Transcript | Review by recruiters, evaluation | 12 months |
| AI scores | Hiring decision support | Duration of hiring process + 12 months |
Data access
Your interview data is accessible only to:
- The hiring organization's authorized recruiters
- Zivaro personnel for technical support and quality assurance
- You (upon request)
We do not share your interview data with other employers or organizations.
Your rights
All candidates
- Access: Request a copy of your interview recording and AI-generated evaluation
- Correction: Request correction of inaccurate information
- Deletion: Request deletion of your interview recording and data
- Human review: Request human review of any AI-generated evaluation
- Alternative assessment: Request alternative assessment methods that do not use AI (subject to employer policies)
Illinois residents (AIVFA)
- You will receive notice at least 5 business days before your interview that AI will be used
- You must provide explicit consent before AI analyzes your video interview
- You may request deletion of your interview recording at any time
- We will delete your recording within 30 days of your request
- Your interview recording will not be shared except with persons whose expertise is necessary to evaluate your fitness for the position
NYC job applicants (Local Law 144)
- You will receive notice at least 10 business days before an automated employment decision tool is used
- Information about the most recent bias audit is available upon request
- You may request an alternative selection process
California residents (FEHA/CCPA)
- You may opt out of automated decision-making
- You may request information about how AI is used in evaluating your application
- You have the right to human review of automated decisions
Colorado residents (AI Act)
- You will receive notice when AI meaningfully influences hiring decisions
- You may appeal decisions made with AI assistance
- You may request information about the AI system's role in the decision
Bias audits and fairness
Zivaro is committed to fair and unbiased AI-assisted hiring. We:
- Design AI systems to evaluate job-relevant qualifications only
- Do not use AI to evaluate protected characteristics
- Conduct internal analysis of selection rates by demographic group
- Work to identify and address potential disparate impact
- Support employers in complying with bias audit requirements
Note: Independent bias audit reports, where required by law, are maintained by the hiring organization and available upon request.
Contact
For questions about AI use, to exercise your rights, or to request an alternative assessment:
Email: ashish.so@zivaro.ai
Please include "AI Disclosure Request" in your subject line.
For privacy-related requests, see our Privacy Policy.
Updates
We may update this disclosure as our AI systems evolve or as laws change. Material changes will be reflected in the "updatedAt" date above.
Last updated: March 17, 2026