Every hiring decision C-Factor AI touches is built to be clear, explainable, and easy to stand behind. This isn’t a compliance page, it’s how we’ve built the whole platform, from the assessment builder to the interviewing agents to the reports your leadership team acts on.
If we can’t explain a score to the candidate who received it, we don’t ship the score. If a hiring manager can’t override the AI, we don’t ship the feature. Trust isn’t a feature, it’s the whole point.
These aren’t marketing language. Every C-Factor AI feature is measured against these before it leaves engineering. Anything that fails is redesigned or shelved.
Every candidate is told at the start that they're speaking with AI, that a human reviews their score, and that they can ask for a human interviewer instead. No hidden AI. No dark patterns.
Every score links back to the specific moment, answer, or signal that produced it. If we can't point to why a score is what it is, we don't produce the score.
C-Factor AI never makes a hiring decision on its own. It produces structured, scored recommendations. Your team makes every hire, every reject, every callback.
Structured scoring rubrics and the same core questions for every candidate reduce the chance of bias creeping in through unrelated signals like accent, background, or appearance.
Candidates can request deletion of their data, ask how they were assessed, and know where their data is stored. Encrypted at rest and in transit. Data residency options across EU, UK, UAE, Singapore, and US.
Principles are easy. Where responsible AI actually happens or doesn’t is in the design of specific product surfaces. Here’s how each layer of C-Factor AI is engineered for trust.
Where the questions and competencies get defined. If bias enters here, it’s baked into every future interview. So this is where our IO-psychology team spends the most time.
We build competencies from the job description and established role frameworks, not from proxy signals like personality traits, hobbies, or lifestyle data.
New competency frameworks are reviewed by our I/O psychology team before release.
We check assessments against traditional psychometric approaches — cognitive, behavioural, and situational — before they go live.
We monitor whether candidates who score higher tend to perform better on the job, and revisit any assessment where that link isn’t clear.
Every candidate is told at the start: they’re speaking with AI, their responses will be scored with human review, and they can request a human interviewer instead. Candidates who prefer a human get one full stop.
Every candidate for a role receives the same core questions, the same time limits, and the same scoring rubric. Adaptive follow-ups probe deeper on the same competencies never on unrelated proxies like accent, background, or appearance.
30+ languages, native accent, screen-reader compatibility, and choice of format (text, voice, or video) mean the interview meets the candidate not the other way around. No candidate is disadvantaged because they don’t speak, look, or type like the default user.
Candidates can pause at any point, withdraw from the interview without penalty, or escalate to a human recruiter. Their data is deleted on request. None of this affects their standing in the process that’s a hard rule.
C-Factor AI produces scored recommendations. It never issues rejections without human review. Every candidate flagged as not-qualified gets a human recruiter’s second look always.
Every scoring decision and override is logged and retrievable later, so your team has a record to point to.
Candidates can request their score explanation and appeal a decision they think was unfair — and we’ve built that into the workflow rather than leaving it as an afterthought.
CEO · The Talent Games
Every AI decision in hiring is a small verdict on someone’s future. When we built C-Factor AI, we started from that fact. If we couldn’t explain a score to the candidate who was given it, we didn’t ship it. If we couldn’t audit that decision six months later, we didn’t ship it. If a hiring manager couldn’t override the AI, we didn’t ship it. Trust isn’t a feature we bolt on. It’s the reason we exist.
CEO · The Talent Games
Every AI decision in hiring is a small verdict on someone’s future. When we built C-Factor AI, we started from that fact. If we couldn’t explain a score to the candidate who was given it, we didn’t ship it. If we couldn’t audit that decision six months later, we didn’t ship it. If a hiring manager couldn’t override the AI, we didn’t ship it. Trust isn’t a feature we bolt on. It’s the reason we exist.
We handle candidate data the way we’d want our own handled — encrypted, access-controlled, and never sold or shared beyond what’s needed to run your hiring process.
Our public commitment to fair AI use. Signed by leadership. Reviewed annually by external auditors and published in full.
ISO 27001 for information security management system.
EU data protection. Right to deletion, portability, and objection. Data residency across EU, UK, UAE, Singapore, and US.
Enterprise cloud infrastructure with regional data isolation and end-to-end encryption.
Every candidate for a role gets the same core questions and the same scoring criteria. Structured rubrics are designed to score job-relevant answers, not proxy signals like accent or background.
Always. Every C-Factor AI agent like Noor, Aly, Riya, Kai, Maya, they introduce themselves as AI at the start and explain that a human reviews the scoring.
No. C-Factor AI produces scored recommendations. Every hire, reject, or next-round callback is a human decision, including for candidates who clearly miss must-have requirements.
Data is encrypted at rest and in transit. Retention periods are configurable by the customer, typically 90 days to 2 years depending on regional requirements. Candidates can request full deletion at any time. Data residency options: EU, UK, UAE, Singapore, US.
Yes. Candidates can request their score explanation and appeal a decision they believe was unfair.
AI used in hiring is treated as high-risk under the EU AI Act. We’ve reviewed our platform against the Act’s requirements, technical documentation, human oversight, data governance, and transparency, and continue to build toward full alignment.
