How decisions are made

When a company hires with Emoti, the AI does the reading and summarizing, and people at the company make every decision about you: whether to contact you, whether to move you forward and whether to stop.

What the AI does and what people do

• Matching. Emoti checks your profile or application against the role's criteria and shows the evidence for each, such as your current title or where you used a skill. A recruiter reads it and decides whether to contact you or move you forward.
• AI screens. An AI interviewer asks the team's questions. Emoti rates each answer against the team's guide, summarizes it and gives an overall score. People at the company review every answer before any decision. The invite and the screen's first page say this, and you confirm it before you start.
• Interviews. The notetaker drafts notes from the call. Your interviewers read them alongside their own impressions, and then decide.

AI-written text is marked in the team's workspace, and so are Emoti's ratings of screen answers, so the team can tell the AI's work apart from a person's. Emoti's Trust page sets out these rules.

Everyone is assessed the same way

The hiring team decides what matters before anyone is reviewed. For a search or a set of applicants, everyone is checked against the same criteria. In an AI screen, everyone gets the same questions, though some allow a short follow-up, and before anyone is interviewed the team writes a guide to what a strong and a weak answer look like. When your camera is optional, your scores never depend on it.

If the format itself puts you at a disadvantage, for example because of a disability or a speech difference, ask for an alternative. An AI screen's first page lets you ask for an adjustment or a conversation with a person before you start. See Asking for adjustments.

Nothing rejects you automatically

Emoti has no automatic rejection. A fit score or a screen rating puts people in an order for review, and it doesn't make the decision. Advancing, holding or rejecting someone is always a choice a person makes, and they can change it later. The evidence behind each mark stays with your application, so the team can look back at how you were assessed. When a recruiter decides on an application on its own, Emoti also asks for the reason and keeps it with their name.

Ask for a human review

If you think a decision was wrong, or something got in the way, such as a bad connection during a screen, contact the recruiter or the company. You can ask:

• for a person to look at your application or screen answers again,
• how you were assessed and which criteria mattered most,
• to correct anything in your profile or application that was misread,
• for a different format, if the screen didn't suit you.

Companies decide how they respond, and not all of them give individual feedback.

Asking for feedback

Keep it short and specific. Thank them, then ask one focused question, for example: "Is there one thing that would have made my application stronger?" A focused question is easier to answer. See Following up after you apply or interview.

Your rights

In some places, the law gives you specific rights when automated tools are used in hiring, such as being told they're used, or asking for a person to review a decision. This isn't legal advice. For your own situation, ask a lawyer or your local data protection authority, and see Your data and privacy.