⚙️ Algorithmic Accountability

Algorithmic Impact Statement

InnoHire.ai provides AI-assisted tools that help recruiters and hiring teams analyze job descriptions and resumes, generate screening content, and organize candidate evaluation.

🏙️ NYC Local Law 144 Ready🇪🇺 EU AI Act AlignedHuman Oversight Required

🧑‍⚖️Human decision-making remains required. InnoHire.ai does not make final hiring decisions.

📋

Section 1

Overview & Scope

InnoHire.ai provides AI-assisted tools that help recruiters and hiring teams analyze job descriptions and resumes, generate screening content, and organize candidate evaluation. These tools may produce outputs such as:

🎯

Match Scores

Numeric alignment between candidate and job criteria

📊

Skill Summaries

Skill alignment and gap analysis relative to JD

❓

Interview Questions

Structured screening questions tailored to the role

⚠️ Human decision-making remains required. InnoHire.ai does not make final hiring decisions, and we recommend that customers use human review and structured processes for all employment decisions.

✅

Section 2

What the System Is Intended to Do

Our AI tools are designed to support, not replace, human recruiters. Specifically, the system is intended to:

Highlight job-relevant skills and experience alignment between a candidate's resume and the job description
Provide consistency in screening workflows by applying the same criteria across all candidates
Generate structured interview content aligned to the specific requirements of the job description

✅ All outputs are advisory in nature and intended to assist a human decision-maker — not to determine any individual's employment outcome.

🚫

Section 3

What the System Is Not Intended to Do

The system is explicitly not designed to:

✕Infer or factor in protected characteristics such as race, religion, national origin, age, sex, disability, or health status
✕Replace human judgment at any stage of the recruiting or hiring process
✕Produce a sole "hire / no-hire" decision without human oversight and review

🔴 Important: Customers should not use InnoHire.ai outputs as the sole basis for any employment decision. Independent human review is required.

⚖️

Section 4

Risk Management & Fairness Practices

We recognize the importance of minimizing unintended bias in hiring technology. Our approach includes:

Evaluating outputs for job-related relevance — not demographic proxies
Supporting configurable weighting and criteria defined by the customer, not by the system
Encouraging documentation, human oversight, and auditability in customer workflows
Providing transparency content and data processing controls to support customer compliance obligations

🔍

Bias Monitoring

Outputs are continuously reviewed for unintended bias signals.

📝

Auditability

We support audit trails and explainability in scoring outputs.

⚙️

Customer Control

Customers define evaluation criteria — not the system.

🌍

Regulatory Awareness

Designed with NYC Local Law 144 and EU AI Act in mind.

🏢

Section 5

Customer Responsibilities

Customers using InnoHire.ai are responsible for:

Ensuring compliance with applicable employment laws and regulations in their jurisdiction
Providing candidates with required notices and consents where applicable (e.g., NYC Local Law 144 notices)
Performing independent validation and monitoring appropriate to their specific use case
Making final employment decisions with human oversight at every stage

📌 Independent Bias Audit Notice

Where applicable, customers should perform an independent bias audit and provide required notices to candidates before using automated employment decision tools. This is required under NYC Local Law 144 and may be required under other applicable jurisdictions.

📩

Contact

Questions & Contact

For questions about this Algorithmic Impact Statement, our AI practices, or data protection:

Innochase, Inc.

innochase.usa@gmail.com

250 E Pearson Street, Chicago, IL 60611

Email Us

⚖️ Trust & Compliance 🔒 Privacy Policy 🔗 Subprocessors 🏠 Home