RESPONSIBLE AI STATEMENT

AND ALGORITHMIC TRANSPARENCY DISCLOSURE

PART I: INTRODUCTION AND COMMITMENT

1. Purpose and Scope

This Responsible AI Statement ("Statement") sets forth HyreMynd AI Inc. ("HyreMynd," "we," "us," or "our") commitment to the ethical, transparent, and lawful deployment of artificial intelligence and automated decision-making technologies in our organizational behavior 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 an organizational behavior 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 organizational behavior 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:

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

3.4 Transcript-Derived Interview Draft

Where an interview is held on a connected meeting platform and a participant enabled transcription, HyreMynd ingests the resulting transcript and a language model produces an advisory draft of the interview validation form: one entry per evaluated dimension, together with the supporting extract the model relied on, including the entries where the model declines to call a dimension. HyreMynd never starts transcription; a participant turns it on in the meeting platform.

The draft is a pre-fill and nothing more. It is stored apart from validation records, is replaced rather than accumulated when it is regenerated, and changes no verdict, score, or ranking unless a reviewer confirms it and records it.

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

5.3 Provenance of Recorded Conclusions

The platform records how each recorded interview conclusion reached a candidate's record. A conclusion recorded with no draft displayed is stamped as human. Where a draft was displayed, the record distinguishes a reviewer who adopted it from a reviewer who overrode it, and that distinction is resolved against the draft the form actually displayed, not against what the reviewer's browser reports.

Agreement with an abstention is not recorded as an unaided human conclusion. Where the model declined to call a dimension and the reviewer answered the same way, the record is stamped ai_concurred rather than human; where the reviewer answered anyway, it is stamped ai_resolved. Neither counts toward the rate at which the model's proposals are accepted, and human therefore means what it says: no draft was in front of the reviewer at all.

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 organizational behavior 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
• Interview transcripts, where an interview is held on a connected meeting platform and a participant enabled transcription

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.

Interview transcripts and the drafts derived from them are retained with the assessment data of the candidate they concern and are deleted with it, including upon an erasure request. Disconnecting a meeting account ends any further transcript ingestion for that account.

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:

Jurisdiction	Key Requirements	HyreMynd Compliance
Quebec (Law 25)	Notice, explanation, contestation	Sections 7–8
NYC (LL144)	Bias audit, notice	Section 10
Colorado	Risk program, appeals	Section 15
Illinois	Notice, consent	Sections 7, 9
U.S. Federal	Non-discrimination	Sections 9–10
Canada (PIPEDA)	Consent, access	Sections 12–14

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
• privacy@hyremynd.com
• 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
• Transcripts are produced by the meeting platform, not by HyreMynd; their accuracy varies with audio quality, accents, overlapping speech, and language, and a draft derived from an inaccurate transcript inherits that inaccuracy
• Transcript ingestion works only on the meeting platforms HyreMynd integrates with, and only where the account holder has granted transcript access
• Most interviews produce no transcript at all — neither platform transcribes a meeting nobody enabled transcription for, so the absence of a transcript-derived draft is the ordinary outcome and says nothing about the candidate

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

HyreMynd AI Inc.

Attention: Data Protection Officer / AI Governance

HYREMYND AI INC.

559 Sammon Ave East York, ON, Canada, M4C 2E1

GST number: 76433 8836 RT0001

📧 privacy@hyremynd.com

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

— END OF RESPONSIBLE AI STATEMENT —