Use of AI Tool

We use an AI Tool to assist with initial candidate prescreening for our roles. The AI Tool conducts a voice-based prescreen by asking the applicant hard-coded questions and questions related to the specific job description. This Tool generates simplified outputs consisting of a prescreen summary and a “fit” score based on the applicant’s responses. 

Human Oversight

Human recruiters review all AI Tool outputs, including prescreen summaries of responses and fit scores. We use these outputs as part of our decision making and to help prioritize our outreach. Human recruiters make all final hiring decisions. 

Qualifications and characteristics assessed

During the prescreen, the AI Tool may assess applicants’ job-related qualifications and characteristics, including:

• Relevant experience and role-specific skills
• Certifications or licenses
• Work authorization
• Location and availability for work (for example, distance to the worksite and willingness to commute or relocate)
• Schedule preferences
• Compensation expectations
• Other criteria & requirements identified in the job posting

Data sources and types 

The AI Tool may use the following for its assessment:

• Information you provide in your application and resume
• Your responses to questions during the prescreen phone interaction
• Metadata from your interaction with the AI Tool (for example, call completion, duration) 

We do not use protected characteristics (such as race, ethnicity, or sex) as inputs for the AI Tool and we request that you do not submit this information during your prescreen or interview. While we may use zip codes for determining your location and availability for work, we do not use ZIP codes, neighborhoods, or similar location data as a proxy for race, ethnicity, national origin, or any other protected characteristic when using AI Tools.

Data retention 

We retain prescreen artifacts and AI Tool outputs (summary and fit score) in our applicant tracking system (“ATS”) for recruiting purposes in accordance with our data retention policy. We retain applicant records for at least 1 year or longer where required by applicable law. Details are available in our Privacy Policy: https://www.hofmannusa.com/privacy-policy/ 

Alternative selection process and accommodations

All applicants may request a reasonable accommodation or an alternative, human-only prescreen at the time of scheduling the prescreen call or at the beginning of the prescreen call. To do so, indicate your preference in response to the scheduling communication or at the beginning of the voice AI interaction and the call will end. A notice of your request will then be sent to our Recruiting team & Applicant Tracking System and they will follow up with you.  

Bias audit summary and AI Tool distribution date

A summary of the AI Tool audit results and the audit date is available here: https://converzai.com/ai-bias-audit-2025/

We began using the AI Tool for NYC applicants 10 days after this Notice was first published on 11/5/2025. 

Contact

Questions? Contact ikhusaprivacy@hofmannusa.com