AI & Automated Interview Policy

1. Purpose

This policy explains how IO Codash Technologies Private Limited ("Codash", "we") uses artificial intelligence in the Cointervue platform to conduct and evaluate technical interviews. It supplements our Privacy Policy and Terms of Use.

This is the AI / interview disclosure referred to in the candidate portal consent flow (sometimes labelled alongside Privacy Policy and Terms). Candidates who acknowledge this policy are consenting to the AI-assisted interview practices described here, subject to applicable law and any additional notices from the inviting employer.

2. Roles: Employer, Codash, and Candidate

• Employer: decides to use AI-assisted interviews, provides required hiring notices, reviews scores, and makes employment decisions.
• Codash: provides the AI interview technology and processes interview content as a processor on the employer's instructions (except for Codash’s own website/controller activities described in the Privacy Policy).
• Candidate: participates in the interview; receives disclosure and, where required, provides consent before recording and AI evaluation begin.

3. What candidate consent covers

Where the candidate portal asks for acknowledgement of this policy and related consents, that typically covers:

• Use of AI to ask questions, follow up, and evaluate responses against a job-related rubric.
• Recording and storage of audio, video, screen share, code activity, transcripts, and session metadata (as enabled for the session).
• Generation of structured scores and hire/no-hire style recommendations for the inviting employer.
• Sharing of those materials and results with authorized users of the inviting employer and with Codash subprocessors under contract solely to deliver the Service.

If required consent is declined, the interview generally cannot proceed. Withdrawal of consent, retention, and data rights are described in our Privacy Policy.

4. Transparency and candidate disclosure

Candidates are informed before an interview session that AI technology is used to conduct or assist the interview. The candidate portal includes orientation, integrity guidelines, and consent acknowledgements before the session begins.

Employers are responsible for ensuring their hiring process complies with local laws requiring disclosure of automated or AI-assisted evaluation tools, and for any additional candidate notices beyond this policy.

5. Recordings and session artifacts

With appropriate consent, interview sessions may record and store:

• Audio and video from the candidate session
• Screen share and coding environment activity
• Code submissions and execution results
• Transcripts and conversation logs
• Session metadata (timing, connectivity, device checks)

Recordings and related artifacts are deleted within 30 days after session completion by default, unless a different period is agreed in an enterprise contract with the employer or required by law. Structured scorecards may follow the same default or a different retention period configured for the employer’s hiring records, as described in the Privacy Policy.

6. What the AI does and does not do

The AI may:

• Ask technical questions and adaptive follow-ups based on candidate responses
• Evaluate coding, DSA, and system design responses against a job-specific rubric
• Generate structured scorecards and hire/no-hire recommendations
• Monitor session integrity signals defined in product guidelines

The AI does not:

• Make final employment decisions without human review by the hiring organization
• Guarantee perfect accuracy or eliminate all bias
• Replace legally required human steps in a jurisdiction without the employer’s compliance review
• Create an employment relationship between Codash and the candidate

7. Human oversight and candidate rights

Hiring teams and recruiters retain authority over shortlisting and employment decisions. AI outputs are decision-support tools. Employers may configure human review workflows and hybrid human + AI interview models where offered.

Candidates may request human review of AI-assisted assessments through the employer (data controller / data fiduciary). We will support employers in responding to such requests as processor. Broader access, correction, or deletion requests follow the Privacy Policy.

8. Fairness, bias, and limitations

Cointervue applies consistent rubrics and structured criteria to reduce variability between interviewers. AI systems can still reflect limitations in training data, language understanding, accent sensitivity, or connectivity quality.

Employers should monitor outcomes for adverse impact, review rubrics regularly, and use AI screening as one input among others. Where local law requires bias audits (for example, certain automated employment decision tools in specific jurisdictions), employers remain responsible for compliance.

9. Model training and data use

We do not use customer or candidate personal data to train public foundation models. Interview content is processed to deliver the Service for the employer who submitted or invited the session, under contractual confidentiality and security controls.

We may use aggregated, de-identified statistics to improve product reliability and rubric quality without identifying individuals.

10. Integrity and proctoring

Candidates must participate honestly, without impersonation, unauthorized assistance, or circumvention of session controls. Employers may enforce integrity guidelines consistent with applicable law. Session monitoring features are disclosed in the candidate experience. Suspected integrity violations may be reported to the inviting employer.

11. Regulatory context (informational)

AI used in employment and hiring may be subject to evolving regulations, including:

• GDPR / UK GDPR — transparency, lawful basis, and restrictions on solely automated decisions with legal or similarly significant effects
• EU AI Act — high-risk AI system obligations for employment-related AI (transparency, oversight, documentation, and risk management)
• India DPDP — notice, consent, and grievance mechanisms for personal data processing
• US state and local laws — including disclosure and audit requirements for automated employment decision tools in certain cities and states
• EEOC and fair hiring guidance — employers should evaluate disparate impact in their use of screening tools

This section is informational and not legal advice. Employers should obtain counsel for their specific hiring jurisdictions. Candidates should review notices from the inviting employer for process-specific disclosures.

12. Updates

We may update this policy as our AI capabilities and regulatory landscape evolve. Material changes will be posted on this page with an updated “Last updated” date.

13. Contact

Questions about AI use in Cointervue: contact@codashs.com. Candidate data-rights requests for a specific interview should go first to the inviting employer; privacy inquiries involving Codash: see our Privacy Policy contact section.