The platform's hiring decisions are recommendations, not verdicts. Every decision is appealable. The points below are the load-bearing commitments of the system; the appeals workflow lets you exercise them.
01
Right 01
You can see exactly what the platform observed: rubric scores, the AI's narrative summary, and verbatim quotes from your interview that drove the recommendation. No decision is taken in a black box.
02
Right 02
If you disagree with a decision, file an appeal. A reviewer who was NOT part of the original decision reads the evidence and your reasoning, then either upholds, overturns, or modifies the outcome.
03
Right 03
Every appeal gets a reviewer assigned automatically. The platform's default SLA is 72 hours; your tenant may set a shorter one. Overdue appeals are surfaced to platform operators.
04
Right 04
You can request deletion of your candidate record and associated interview audio. Audit trails are retained for compliance under GDPR Art. 17 / 22 carve-outs; raw audio and transcripts are purged.
05
Right 05
Filing an appeal does not affect any other interview decision, future or past. Recruiters never see whether a candidate has appealed; reviewers never see prior appeal history when judging a new case.
For fairness, the candidate room records tab focus loss, window blur, paste events, fullscreen exit, a coarse devtools heuristic, and whether the environment reports multiple displays. We do not record your screen, your camera, or your typing in fields outside the interview UI. We do not block any of these actions; we surface them to the recruiter as context.
Heavier surveillance (iris tracking, gaze tracking, lip-sync, emotion inference) is opt-in per job and forcibly off in EU jurisdictions. We catch the cheats without surveilling the honest majority.