AI and automated screening notice
Where software is involved in our recruiting, what it does, what it does not do, and how to ask for a person or an accommodation. Last updated October 28, 2026.
The short version
No decision about your application is made by software. Our recruiters use search and filtering to find candidates in our own records, the same way anyone searches a database. A person reads your resume, a person decides whether to call you, and a person decides whether to submit you to a client.
What we actually use today
- Keyword and attribute search over resumes and profiles we hold, for example to find people with a particular skill, module, certification or location.
- Filtering on things you told us: availability, work authorization, location and the kind of work you want.
- Resume parsing, which reads the text of a resume and fills fields such as job titles, employers, dates and skills, so a recruiter does not retype them. Parsing makes mistakes. You can ask us to show you what it recorded and correct it.
What we do not do
- We do not use software to reject candidates automatically. There is no score that removes you from consideration.
- We do not use automated video interview analysis, facial analysis, voice analysis or emotion detection.
- We do not use personality or psychometric inference from a resume or a profile.
- We do not use protected characteristics, or close substitutes for them, in sourcing or screening. That includes race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, marital status, pregnancy and genetic information.
- We do not use social media profiles to assess your character.
If that changes
If we introduce a tool that scores, ranks or screens candidates, we will say so on this page before using it, describe what the tool looks at, keep a person in the decision, and provide an alternative for anyone who asks. Where the law requires a notice, a consent or a bias audit before such a tool is used, we will complete that first. We will not run automated employment decision tools on candidates in jurisdictions whose requirements for them we have not met.
Technical screening questions
For some roles we ask technical questions, in a call or in writing. The questions come from the requirement and are reviewed by a person who knows the subject. Your answers are summarized for the client by a recruiter, with your words, not a machine score. If a written question set is difficult for you for any reason, tell us and we will do it as a conversation instead.
Accommodations
If you need an adjustment at any stage of our process, including an alternative to a written assessment, more time, a different format or an interpreter, write to info@tetraconnects.com or tell the recruiter you are speaking to. You do not have to explain a diagnosis to ask.
Your rights about this
- Ask what we hold, including what resume parsing recorded about you, and correct it.
- Ask for a person. You already have one, but if you are ever unsure, ask and we will tell you who is handling your application.
- Ask us to delete your profile. See our candidate privacy notice.
Our own use of AI tools internally
Like most firms, we use general software tools in our work, including for drafting and research. Where a tool processes candidate information, it is one we have agreed terms with and it does not make decisions about you. We do not paste candidate resumes into public consumer chatbots.
Questions
Write to info@tetraconnects.com. Our equal opportunity statement and candidate privacy notice cover related ground.