The Role Fit score may, in some cases, be based solely on psychometric test results (logic and/or personality tests). While these tests are scientifically validated and provide meaningful, predictive data on candidate suitability, using any single assessment method as the sole basis for a final hiring decision carries risks - both to decision quality and to legal compliance.

Depending on applicable laws (including the EU General Data Protection Regulation), automatically rejecting candidates without meaningful human review may constitute automated decision-making that requires additional legal safeguards. You are responsible for ensuring your use of this feature complies with all applicable laws.

This feature is intended for situations where it adds genuine value to your process. It is not appropriate in all recruitment contexts. Assess whether automation is suitable for the specific role and candidate pool before enabling it.

Choose a rejection threshold that is reasonable for the specific role and candidate pool. Consider whether the threshold makes sense given:

Periodically review candidates who have been automatically rejected. If a candidate's CV, experience, or other available information suggests they may be a strong fit despite a low Role Fit score, move them out of the "Rejected" stage and assess them further.

Verify that your privacy notice discloses the use of automated processing in your recruitment process, including the possibility of automated stage transitions based on assessment scores.

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