How Emoti uses AI
Emoti does the legwork and people make the calls. These are the rules the product is built to keep, and where each one shows up.
People decide
Emoti never rejects a candidate and never moves one forward on its own. Rankings, screen ratings and summaries are suggestions that a recruiter or hiring manager acts on.
Outreach waits for approval. A sequence sends nothing until a person has approved its first line, and any reply stops it for that person.
Every applicant decision records who made it and why, so a team can review its own choices later.
Candidates are told
A voice screen's invite and welcome page both say an AI interviewer asks the questions and a person reviews the answers, and candidates confirm that before they start.
When Emoti joins a call to take notes it announces itself, and each workspace chooses which calls it joins. Candidates can ask for an adjustment or a conversation with a person.
Scores come with evidence
Every match shows each criterion as met, partly met, missing or unknown, with the profile line behind it. Every screen rating sits next to a summary of the answer it rates. Every note links to the moment it came from.
When an answer comes from built-in rules rather than a language model, Emoti says so.
Models go through one gateway
Emoti sends language-model requests through its own gateway. An Emoti admin assigns a model, with fallbacks, to each kind of task, and can see which provider and model handled each request and how much it used.
If no model is available, Emoti falls back to built-in rules instead of failing silently.
Your data stays yours
Workspace content, including profiles you work with, messages, recordings and notes, belongs to your organisation. Recording and disclosure settings and sign-in rules are controlled by your admins.
Sign-in supports two-step verification for everyone and single sign-on on the Business plan, and admins can see and end active sessions.
Questions
Does Emoti make automated hiring decisions?
No. Emoti does not reject or advance candidates on its own. People review every result and make every decision.
Should we run a bias audit before using AI in hiring?
Depending on where you hire, you may have to. New York City's Local Law 144, for example, requires a bias audit and candidate notices for automated employment decision tools. Our article on using AI in hiring responsibly covers the rules most teams meet first.
Can a candidate ask not to be screened by AI?
Yes. The screen offers a way to ask for an adjustment or a conversation with a person, and the request goes to the recruiter.
Who do we ask about security reviews?
Use the contact page and choose security review. Enterprise customers get a security review and a signed data processing agreement.
