HYREMYND INC.

PART I: INTRODUCTION AND COMMITMENT

1. Purpose and Scope

This Responsible AI Statement ("Statement") sets forth **HyreMynd Inc.** ("HyreMynd," "we," "us," or "our") commitment to the ethical, transparent, and lawful deployment of artificial intelligence and automated decision-making technologies in our psychometric assessment and candidate evaluation platform (the **"Service"**).

This Statement is designed to ensure compliance with applicable laws and regulations governing the use of artificial intelligence in employment-related decisions, including but not limited to:

• (a) Quebec's *Act to Modernize Legislative Provisions as Regards the Protection of Personal Information* ("Law 25"), including Section 12.1
• (b) Canada's *Personal Information Protection and Electronic Documents Act* ("PIPEDA")
• (c) New York City Local Law 144 of 2021 ("NYC LL144")
• (d) Colorado Artificial Intelligence Act (SB 24-205)
• (e) Illinois Artificial Intelligence Video Interview Act ("AIVIA") and Illinois Human Rights Act amendments (HB 3773)
• (f) Title VII of the Civil Rights Act of 1964
• (g) Americans with Disabilities Act ("ADA") and Age Discrimination in Employment Act ("ADEA")
• (h) Other applicable federal, state, provincial, and local laws

2. Our Commitment

HyreMynd is committed to developing and deploying AI technologies that are:

• **Fair** — Designed and tested to minimize bias and promote equitable treatment
• **Transparent** — Clear explanations of system logic, data use, and outputs
• **Accountable** — Human oversight, audits, and responsibility for outcomes
• **Privacy-Protective** — Data minimization and strong security controls
• **Compliant** — Alignment with all applicable legal and regulatory requirements

PART II: SYSTEM DESCRIPTION AND FUNCTIONALITY

3. Description of the AI System

3.1 System Overview

The HyreMynd platform is a psychometric assessment and candidate evaluation system using AI and machine learning to analyze assessment responses and generate insights to support hiring decisions. The system qualifies as an **Automated Employment Decision Tool (AEDT)** under applicable laws.

3.2 Technical Architecture

The system incorporates:

• Machine learning models trained on validated psychometric data
• Statistical modeling for personality and trait analysis
• Natural language processing (NLP)
• Scoring algorithms producing numerical assessments
• Classification systems generating job-fit indicators

3.3 Outputs Generated

The Service produces:

• Psychometric scores (traits, cognitive and behavioral indicators)
• Job-fit scores
• Candidate rankings
• Suitability recommendations
• Analytical assessment reports

4. Intended Use and Limitations

4.1 Intended Use

The platform is a **decision-support tool** intended to:

• Supplement human judgment
• Standardize evaluation criteria
• Reduce subjective bias in early screening
• Improve recruitment efficiency

4.2 Limitations and Restrictions

• The system **does not** make final hiring decisions
• Outputs are probabilistic and non-deterministic
• Results must be used alongside other evaluation factors
• Not suitable for all roles or contexts
• Not intended for medical or psychological diagnosis

PART III: HUMAN OVERSIGHT AND DECISION-MAKING

5. Human-in-the-Loop Requirements

5.1 Mandatory Human Review

• No automated rejection or advancement without human review
• Human decision-makers must independently evaluate AI outputs
• Reviewers may override or disregard AI recommendations
• Final decisions must always be made by humans

5.2 Substantial Human Involvement

Customer organizations must:

• Assign qualified reviewers
• Train users on AI interpretation
• Document human review processes
• Consider interviews, references, and qualifications
• Retain authority to diverge from AI outputs

6. Right to Human Review and Appeal

Individuals may:

• Request human review
• Appeal adverse decisions
• Correct personal information
• Receive explanations of decision factors
• Contest decisions via appropriate channels

PART IV: TRANSPARENCY AND DISCLOSURE

7. Pre-Assessment Notice Requirements

7.1 Notice to Candidates

Candidates are informed of:

• Use of AI-powered evaluation
• Evaluated qualifications and traits
• High-level system functionality
• Data collected and analyzed
• Rights to alternatives or accommodations
• Contact information
• This Responsible AI Statement

7.2 Timing of Notice

• **NYC LL144:** ≥ 10 business days prior
• **Illinois AIVIA:** Before video interview
• **Quebec Law 25:** No later than decision notice
• **Colorado AI Act:** Before consequential decision

8. Explanation of Decision Factors

8.1 Quebec Law 25

Upon request, individuals receive:

• Personal information used
• Principal decision factors
• System parameters
• Correction rights

8.2 Colorado AI Act

Includes disclosure of:

• System purpose
• Decision logic
• Adverse decision rationale
• Data correction and appeal rights

PART V: BIAS PREVENTION AND TESTING

9. Commitment to Non-Discrimination

HyreMynd prohibits discrimination based on protected characteristics, including race, sex, age, disability, religion, gender identity, sexual orientation, veteran status, and others protected by law. Zip codes are not used as proxies.

10. Bias Audit Requirements

10.1 NYC LL144 Compliance

• Independent annual bias audit
• Tests disparate impact
• Analyzes selection rates and impact ratios
• Produces written audit reports

10.2 Bias Audit Summary Publication

Published summary includes:

• Audit date
• Data sources
• Unknown demographics count
• Sample sizes
• Selection and impact ratios

10.3 Four-Fifths Rule

Adverse impact is evaluated using the EEOC's 80% benchmark.

11. Ongoing Monitoring and Improvement

Includes:

• Demographic outcome monitoring
• Revalidation of psychometric tools
• Bias review of training data
• Model updates
• External expert engagement
• Audit documentation

PART VI: DATA GOVERNANCE

12. Data Collection and Use

12.1 Data Minimization

Collected data includes:

• Candidate assessment responses
• Identification and contact information
• Scoring and delivery data
• Technical and security data

12.2 Prohibited Data Uses

The system does **not** use:

• Protected characteristics
• Geographic proxies
• Biometric data (without explicit consent)
• Social media or unrelated data

13. Training Data Governance

• Bias review and representativeness checks
• Documented labeling processes
• Data lineage tracking
• Periodic dataset updates

14. Data Retention and Deletion

Retention follows legal and contractual requirements. Deletion requests are honored where legally permissible.

PART VII: SECURITY AND RISK MANAGEMENT

15. AI Risk Management Program

Aligned with:

• NIST AI RMF
• ISO/IEC 42001
• ISO/IEC 27001
• SOC 2 Type II

15.2 Impact Assessments

Conducted annually or upon material system changes.

16. Security Measures

Includes:

• Encryption at rest and in transit
• Access controls
• Penetration testing
• Incident response plans
• Secure development practices
• Employee training

PART VIII: REGULATORY COMPLIANCE

17. Jurisdictional Compliance Summary

The following table summarizes compliance by jurisdiction:

18. Algorithmic Discrimination Reporting

If discrimination is identified, HyreMynd will notify authorities, remediate, document, and inform affected parties.

19. Recordkeeping

Records retained for **minimum four (4) years**, including audits, assessments, notices, logs, and incident reports.

PART IX: CUSTOMER AND CANDIDATE RIGHTS

20. Candidate Rights Summary

Includes rights to notice, explanation, human review, appeal, correction, accommodations, deletion, and withdrawal of consent.

21. How to Exercise Rights

Requests may be submitted via:

• Customer organization
• **[email protected]**
• Pre-assessment contact details
• Data Protection Officer

PART X: DISCLAIMERS

22. System Limitations

• No HR, legal, medical, or psychological advice
• No guaranteed outcomes
• Not compliance certification
• Not error-free or bias-free
• Must be one factor among many

PART XI: UPDATES AND CONTACT INFORMATION

23. Updates

This Statement may be updated periodically. The "Last Updated" date reflects the latest revision.

24. Contact Information

25. Regulatory Authority Contacts

• Quebec CAI — www.cai.gouv.qc.ca
• OPC Canada — www.priv.gc.ca
• NYC DCWP — www.nyc.gov/dca
• Colorado AG — coag.gov
• Illinois DHR — www2.illinois.gov/dhr
• EEOC — www.eeoc.gov