Plain-English summary: Our scores are a helpful signal, not a hiring decision. AI has limits. Always apply human judgement and comply with employment law.
1. Nature of the Service
candiq provides AI-powered candidate scoring and ranking to support — not replace — recruiter judgement. Scores and rankings ("Outputs") are guidance tools only.
2. No Professional HR or Legal Advice
Outputs do not constitute professional HR advice, legal advice, or employment consultancy. candiq is not a recruitment agency. Hiring decisions are solely your responsibility.
3. Accuracy of AI Outputs
AI scoring is probabilistic and may contain errors. A high score does not guarantee a candidate will perform well in the role. Scores reflect pattern matching against job descriptions and do not account for: cultural fit, interview performance, references, background checks, or other factors material to hiring decisions.
4. Equal Opportunities and Discrimination
You are responsible for ensuring your use of candiq complies with the Equality Act 2010 and all applicable employment discrimination law. AI scoring tools must not be used as the sole basis for shortlisting or rejecting candidates. Always apply human oversight to scoring outputs.
5. No Guarantee of Hiring Outcomes
candiq makes no representation that using the Service will result in better hires, reduced time-to-hire, or any other business outcome.
6. Limitation of Liability
To the maximum extent permitted by law, Spectrum Glo Solutions shall not be liable for any hiring decisions made in reliance on candiq Outputs, any employment law claims arising from use of the Service, or any loss of business arising from reliance on AI scoring. See also our Terms & Conditions.
7. Appropriate Use of Outputs
We recommend:
- Use candiq scores as one signal among many.
- Always conduct interviews and apply human judgement.
- Comply with your obligations as a data controller.
- Keep records of your shortlisting decisions and rationale.
8. AI Transparency
candiq uses AI language models to score CVs. Candidates may have a right to know that AI tools were used in processing their application. As data controller, you are responsible for informing candidates appropriately under UK GDPR Article 22 if automated decision-making is used in a way that significantly affects them.