Trust and security
The controls notanATS runs to protect applicant data, keep the scoring rubric private, and keep every decision on the record.
Your data stays separate
Each organisation's data is isolated from every other organisation's, and access is denied by default. Applicant data has no direct access path; it is reached only through the product itself.
Access is controlled and logged
Only organisation administrators can create positions, and API keys are managed by managers and administrators only; keys are stored only as hashes, are scoped to one organisation, and can be revoked at any time, and the public API is read only. Applicants open their application from a link made for that application, verified on first open with a one-time code sent to their inbox and bound to their device. Scoring, advancement, overrides, and deletions are recorded in an audit log.
Screening runs on the locked definition
The definition of a good fit is locked before any applicant is screened, and every applicant for a role is scored against the version in force when they applied. The version of the definition the screening is built from never carries the manager's private scoring rubric, so the rubric never reaches the applicant. Screening is a text conversation, with no audio or video capture; applicants are told before it starts that they are speaking with an AI, and cases that fail a must-have requirement, or whose screening looks automated, are held for the hiring manager to decide.
Data protection
An applicant's name and email address are masked before any content reaches the AI model; the first name is passed only so the applicant can be greeted by name. Resumes and job description files are kept in private storage, credentials for connected services are stored encrypted, and tracking and analytics tools load on marketing pages only, so applicants are never tracked.
Records, retention, and monitoring
Every screening conversation is saved in full, and every result opens into the conversation that produced it. A daily process anonymises records once their retention period ends: identifiers are removed, resume files are deleted, and scores are kept without identifying details; a person's records can also be erased on request. Selection rates are monitored with the four-fifths rule from the EEOC's Uniform Guidelines, visible to administrators only; demographic information comes only from a voluntary survey, is stored separately, and is never used in screening.
Questions about this page: support@notanats.com