AI Processing Disclosure

1AI Systems in Use

1.1 Job and Candidate Recommendation Engine

Purpose: To match professionals with relevant job opportunities and to surface relevant candidate profiles to employers.

How it works: The system analyses a professional's profile data, behavioral signals, application history, and stated preferences against job requirements and employer preferences to generate ranked recommendations.

Data used: Professional profile, skills, work history, application behavior, search activity, job attributes.

Output: Ranked list of job recommendations (for professionals) or candidate suggestions (for employers). These are non-binding suggestions only.

1.2 Content Feed Personalisation

Purpose: To surface relevant articles, events, and platform activity in each user's feed.

How it works: The system uses your profile, interests, and past interactions to rank and filter feed content.

Data used: Profile data, content interaction history, follows, event attendance.

Output: Personalised content feed ordering. No hiring or employment decisions are made by this system.

1.3 ATS Screening Assistance (Employer-Facing)

Purpose: To assist recruiters in processing large volumes of applications by surfacing candidates whose profiles closely match role requirements.

How it works: The system compares candidate profile attributes against job criteria and generates a relevance assessment.

Data used: Candidate profile, skills, work history, application materials, job specification.

Output: A relevance score and ranking presented to the recruiter as a screening aid only.

Bias mitigation: Oodser conducts regular audits of screening outputs to identify and mitigate potential discriminatory patterns. Employers are responsible for ensuring their use of screening tools complies with employment law in their jurisdiction.

1.4 Fraud and Anomaly Detection

Purpose: To detect fraudulent accounts, suspicious behavior, and security threats.

How it works: Automated systems monitor platform activity for patterns inconsistent with legitimate use.

Data used: Account activity, login patterns, IP addresses, behavioral signals.

Output: Flagged accounts or activity for human security review. Automated account suspension may occur in cases of clear policy violation, subject to human review and appeal.

2What AI Does Not Do on Oodser

• AI does not make final hiring decisions — all consequential decisions require human review
• AI does not access or process private message content for personalisation or screening
• AI does not use protected characteristics (race, gender, age, religion, nationality) as inputs
• AI does not sell or share individual data to third parties
• AI-generated intelligence products use only aggregated, anonymised data

3Your Rights Regarding AI Processing

Under GDPR Article 22 and applicable law, you have the right not to be subject to a decision based solely on automated processing that produces legal or similarly significant effects concerning you.

Oodser's design ensures human oversight is built into all consequential workflows. However, if you believe an automated decision has significantly affected you without human review, you have the right to:

• Request human review of the decision
• Express your point of view regarding the decision
• Contest the decision and request reconsideration

To exercise these rights, contact data@oodser.com. We will respond within 30 days.

4AI Model Governance

Oodser maintains the following governance practices for its AI systems:

• Model cards documenting the purpose, data inputs, outputs, and known limitations of each AI system
• Regular bias audits comparing outcomes across demographic proxies
• Audit logs of all AI-influenced processing events, retained for 36 months
• Version control and change management for model updates
• Human oversight requirements built into platform workflows
• Incident response procedures for AI-related failures or discriminatory outputs

5Compliance Framework

Oodser's AI systems are designed and operated with reference to:

• EU Artificial Intelligence Act (AI Act) — ATS screening classified as high-risk; transparency and human oversight requirements applied
• GDPR Article 22 — Automated decision-making safeguards implemented
• Rwanda Data Protection Law — Local compliance for data used in AI processing
• EEOC Guidance on AI in hiring — Applied to employer-facing tools
• UK ICO AI and Data Protection Guidance — Applied for UK users

6Updates

This disclosure will be updated when new AI systems are introduced or existing systems are materially modified. Updates will be communicated via the Platform and email where required.

7Contact

For questions about AI processing on Oodser: data@oodser.com