Review copy. Publication details are being completed. This copy is not available for contractual acceptance.
Version 2026-09-14.1 · Permanent link to this version · U.S. legal documents
Version history
- Version 2026-09-14.1 — Prepared 2026-09-14 · Draft — not published
1. Information for organizations using Evidize
This document describes Evidize LLC's supported hiring analysis and interview security functions. It is provider information, not an employer's candidate notice, a new contract or a certification that a hiring use is lawful. Its company-specific technical details remain in draft until verified.
It is intended to support covered developer disclosures under Colorado section 6-1-1702 from January 1, 2027 and Connecticut Public Act 26-15, sections 8–11, for covered deployments from October 1, 2027. Those laws have their own scope and role conditions. This draft does not establish the facts for those conditions.
2. Intended uses and material limits
Evidize supports private U.S. hiring through application and résumé analysis, qualification summaries, scores, rankings and interview security checks. The employer selects the job criteria and uses available evidence in its hiring process. Automatic computation and ranking are supported; a valid clear check can automatically release interview access.
Outputs can be wrong, incomplete or biased. Missing information is not a confirmed failure. A security signal does not establish cheating or intent. Do not use the service for unlawful discrimination, unrelated surveillance, undisclosed general candidate profiling, or unsupported government or government-contractor hiring.
Check the source material and job criteria before relying on an output. Check that any intended exclusion or other consequential use is appropriate and lawful. Provide legally required review or accommodations. If an output does not match its source or an approved accommodation fails, contact support and avoid relying on the unresolved result.
3. Technical information for the actual release
The following release-specific facts must be completed and verified before this document is published as the disclosure for a covered use. General descriptions must not replace facts known about the release.
| Information | Release-specific detail |
|---|---|
| Product and version | [Trade name, system and feature identifiers, software/model/configuration versions, release date and developer identity] |
| Intended consequential uses | [Uses marketed, configured or contracted for this release, covered functions and purposes, supported operating conditions] |
| Known harmful or inappropriate uses | [Known misuse, excluded purposes and circumstances where this release should not be used] |
| Training data | [Categories of data, including personal data, used to train the covered technology to the extent known; identify what is not known] |
| Inputs and sources | [Types and categories of personal information actually analyzed, their sources and relevant employer-supplied data] |
| How inputs are assessed | [Understandable description of how the inputs produce scores, recommendations, summaries or other output, and the role each output is intended to play] |
| Known limitations and risks | [Known performance limits, relevant evaluation evidence, material uncertainties and mitigations for this release] |
| Appropriate use and review | [Instructions for configuration, appropriate use, monitoring and meaningful human review where applicable] |
| Employer notice information | [Provider facts needed for the covered customer disclosure; the employer supplies its own decision, purpose, process and contact details] |
| Protected information | [Any actual information withheld, the applicable protection and required withholding notice; do not claim information was withheld if it was not] |
These fields do not promise access to protected source code, model weights, trade secrets or information protected by law. Required withholding notices must identify the fact of withholding and the basis required by the applicable law; confidentiality does not remove unrelated disclosure duties.
4. Updates and assistance
For a covered Colorado use, Evidize must directly notify the organization within a reasonable time of material updates, substantial modifications and changes to intended use, limitations or risk mitigation. A direct email may link to the applicable versioned release information. Merely posting a web page is not direct notice. Routine cosmetic changes do not automatically meet the law's material-update definition.
For covered Connecticut deployments, Evidize supplies the information the deployer requires for the applicable interaction and employment notices. The employer keeps those duties unless Evidize actually has the relevant role or expressly assumes specified duties under a binding agreement; this document does not assume them.
Provider-information updates are informational and do not request contractual acceptance. A separately required agreement or processing permission still needs its own lawful process. Evidize must preserve the covered Colorado developer records for at least three years from creation, or longer where another duty requires it.
Use your existing Evidize support contact for release information, a technical problem or assistance required under the applicable data agreement. A submitted request or email-delivery record does not itself establish that every statutory disclosure is complete.
5. Separate training-data transparency
California's developer training-data publication has different coverage and content requirements. See the AI training-data transparency guide. Its dataset facts must be established separately; this document does not invent a training dataset or establish an exemption.