Equal opportunity and automated matching

PassRidge gives every candidate, contractor, client and colleague fair treatment. We do not discriminate on race, colour, ethnicity, national origin, caste, religion or belief, sex, gender identity or expression, sexual orientation, pregnancy, marital or family status, age, disability, genetic information, veteran status, or any other characteristic protected where we work.

• We decline client briefs that ask us to filter people on a protected characteristic, and we say why. See the terms.
• We show pay on listings and do not ask for your pay history, so we do not repeat past pay gaps.
• We make reasonable adjustments in our process. Ask at [email protected]. See our accessibility statement.
• No one is treated worse for raising a concern in good faith.

We use software to match roles and candidates. The software does not make hiring decisions, and it does not reject anyone.

• A recruiter reads your profile before it goes to anyone and decides who is shortlisted.
• A client decides whom to interview and hire. We tell them what is in the profile, not a score.
• No decision with legal or similarly significant effect, such as refusing to work with you, rests only on automated processing.
• Match scores order a list. They never close one. A profile with a low score is still open to a recruiter who wants to read it.

Our matching is rules and scoring, not a trained model that learns from outcomes. It compares what a role asks for with what a profile says.

We do not use emotion recognition, facial analysis or personality scoring. An identity check may use a selfie to confirm a document is yours. It is never used to judge you.

Your Level Test result stays in your browser and is not sent to us. The CV Checker runs in your browser and gives guidance only. Nothing you paste into it is sent to us.

• Before a change. We read every rule change and ask whether the input is job-related. If a rule uses something that can stand in for a protected characteristic, we do not ship it.
• Paired tests. We run pairs of sample profiles that differ in only one detail, such as a name or a career break, and check that the order does not change.
• Outcome checks. Where enough people have chosen to give optional self-identification, we compare shortlisting rates by group each quarter. We do not publish or act on groups of fewer than 10 people.
• Complaints. Every request for human review is logged and read as a signal that something may be wrong.

We are small, and we would rather say what is missing than overstate it.

• We have not yet commissioned an independent bias audit of our matching. When we do, we will publish the date, the auditor and a summary here.
• Our numbers may be too small to draw firm conclusions about every group. Where that is true the review above is a check for large problems and does not prove fairness.
• Self-identification is optional, so the data we have is incomplete.

• New York City Local Law 144 covers automated tools that substantially assist or replace hiring decisions and requires an independent bias audit and notice. Until we publish an audit, we do not use match scores to screen out or reject people in New York City. Scores only order a list that a recruiter can read.
• EU AI Act. AI used for recruitment is classed as high-risk. We apply its principles now (human oversight, transparency, data quality, logs) and will meet its specific duties by the dates they apply to us.
• UK and EU GDPR, Article 22 limits decisions made only by automated means. We do not make them. See the privacy notice.
• California and other US states have rules on automated decision-making and on discrimination in hiring. Our approach is the same as above everywhere.

1. Email [email protected] with the subject “Human review”. Say which role or contact you mean. You do not need to explain more.
2. We reply within 2 working days to confirm that a person has taken it on.
3. A recruiter who was not involved in the original decision reads your profile against the role, and we tell you the result within 5 working days. If we need longer, we say why.
4. If you want to know why you were or were not matched, we tell you the main factors, in plain language.

You can also ask us to correct your data, to stop using your data for matching or to delete it. Use the privacy request form or write to [email protected]. If you have a disability and a step in our process is hard for you, say so and we adjust it.

If you choose to give equal-opportunity information we keep it apart from your profile and never show it to a client or to the recruiter who reads your profile. We use it in aggregate only. Individual answers are deleted after 12 months. See the notice at collection.

Tell us at [email protected]. A manager who is not involved replies within 2 working days. You can also contact a regulator, such as the Equality and Human Rights Commission in the UK, the US Equal Employment Opportunity Commission, or the equality body in your country.