How ReadyATS uses AI in hiring

What the AI does

ReadyATS uses AI for three things: reading a resume into structured fields (skills, titles, dates, locations), suggesting how well a resume matches the requirements written in a job description, and answering a recruiter's plain-language questions about their own applicants. It never makes a hiring decision. Every stage change, interview invitation, offer and rejection is made by a person at the employer.

What the match score is

• A number from 0 to 100 per candidate per job, built from the job's own requirement list and the evidence found in the resume. Each score comes with the requirement list, which items matched, the resume sentence that supports each match, and the points added or removed, so a recruiter can see why.
• It is deterministic: the same resume and the same job produce the same score and the same evidence every time. We verified this on real applicants (15 of 15 repeated runs identical) and the check is part of our release tests.
• It is evidence-based: a requirement counts only when the resume states it. The score never guesses from the school's name, the company's reputation or gaps in employment.

What the AI does not use

• Name, photo, age, date of birth, gender, ethnicity, disability status, veteran status, nationality, marital status, religion, or home address. EEO answers are stored separately from the profile the scorer reads and are reported only in aggregate.
• Social media, credit, criminal or health data.
• Any signal about other candidates: scores are not relative rankings and do not change when other people apply.

How employers stay in control

• Scores are suggestions shown next to the resume; recruiters can override, ignore or turn off AI scoring per account.
• Knock-out rules (for example, a required licence) are set by the employer in plain language and are visible to the candidate as application questions, never inferred.
• Candidates are never told a score, a band or a pass/fail result. Our candidate messages are limited to confirmations, scheduling and the employer's own decisions.
• Employers can export or delete a candidate's data, and ReadyATS keeps applicant data only for the retention period the employer sets (see "Data retention" above).

Testing and audits

• Determinism and evidence tests run on every release of the scoring model.
• Drift review and change management. We review score distributions and system performance every quarter to catch scoring drift, unexpected variation and material changes in outcomes. Material changes to the scoring rules, evaluation criteria or weighting go through our internal change management process and are announced in a change note. Review results, identified risks, corrective actions and change records are kept as compliance documentation and tracked in Sprinto where applicable.
• Independent bias audit. An independent third-party bias audit has not yet been scheduled. Before enabling automated employment-decision functionality for customers in jurisdictions that require such an assessment, ReadyATS will evaluate and fulfil the applicable independent bias-audit and regulatory obligations, including New York City Local Law 144 and the EU AI Act where they apply. Until those requirements are met, ReadyATS does not represent its automated scoring as independently bias-audited or certified. Evaluations, audit findings, remediation and compliance evidence are documented through our governance processes, including Sprinto where appropriate.

Questions

For questions, concerns or requests about the handling of personal information, AI-assisted assessments or applicable compliance obligations, contact [email protected]. Privacy and compliance inquiries are reviewed and handled in accordance with applicable legal requirements and ReadyATS's internal policies, and records of compliance-related inquiries and responses are kept where required.