Terms of Use

1. Customer agreement and U.S. scope

These Customer Terms are between Evidize LLC and the organization whose authorized representative accepts them. They govern that organization's use of the U.S. Evidize service, including access by its authorized staff. Organization signup requires the representative's affirmative acceptance of the displayed version on behalf of the organization. Invited staff do not accept the organization's commercial agreement again when signing in.

The U.S. Hiring-use Schedule, version 2026-09-13.1, and U.S. Data Agreement, version 2026-09-13.1, form part of these Customer Terms. They are linked at signup and included in the record of the organization's acceptance. An applicable signed service agreement or order can add commercial commitments. Its agreed order of precedence controls conflicts, subject to mandatory law.

Candidates and website visitors can read these terms to understand Evidize's service. Applying for a job, opening an interview invitation or reading a linked document does not make them a party to the customer's commercial agreement. The Privacy Notice provides information and does not require acceptance. Permission for monitoring, recording or other specific processing is requested separately where required.

2. Service and decision responsibilities

Evidize provides authorized analysis, summaries, scores, rankings, screening signals, access controls and evidence. Approved automated analysis and ranking are permitted within the configured legal and customer-use requirements. Outputs can be wrong, incomplete or delayed and are not guarantees of ability or misconduct.

Your organization chooses the job criteria and makes hiring decisions. Each party must meet the laws that apply to its own work. This includes required notices, privacy protections and accommodations. Calling Evidize a service provider does not remove any legal duties it has in practice.

The U.S. hiring-use schedule specifies supported uses and responsibilities. It does not remove approved ranking or require a human to approve every routine computation. Any legal requirements for the particular hiring use must be met before that use begins.

3. Accounts and authorized access

Use accurate account information and protect credentials. Access only organizations and records you are authorized to use. An organization representative must have authority to bind that organization. Candidates may use their invitation and companion software for the authorized session; they are not required to accept the employer's commercial contract to exercise statutory rights.

4. Acceptable use

• Do not use the service for unlawful discrimination, retaliation or surveillance. Provide notices required for the intended use.
• Do not bypass tenant isolation, authentication, rate limits or other security controls, or upload malicious material.
• Do not misrepresent a signal as proof of misconduct, suppress material limitations or use output for a prohibited purpose.
• Use candidate information only for an authorized purpose and within the applicable law and data agreement.
• Do not obstruct a lawful request for an accommodation, correction, explanation or review.

5. Data and integrations

The Privacy Notice describes information handling. The U.S. data agreement governs the specified processing as part of these Customer Terms. Customer data remains subject to its existing ownership and privacy rights. No general feedback or improvement license authorizes unrestricted use of candidate personal information.

Enable integrations only with appropriate authority. Third-party services have their own terms; Evidize's obligations for its suppliers remain governed by law and contract. Downloadable software is licensed for the authorized session or service purpose. Rights that law expressly protects are preserved.

6. Changes and suspension

Service changes and commercial commitments follow the applicable agreement. Give any notice that the law or your agreement requires when the service or its use changes. We may limit a feature to address unlawful use, a security threat or an unmet requirement. Any notice, restored access or return of data will follow the law and applicable agreement.

An updated Terms page does not by itself change an existing agreement. We will give notice and obtain new acceptance where required. Published earlier versions remain available.

7. Limitations and preserved rights

Any negotiated warranties, remedies and liability limits must be read subject to mandatory law. These terms do not waive applicable privacy, employment, discrimination, consumer-reporting or accessibility rights or excuse either party's statutory duties.

For covered Colorado automated decisions from January 1, 2027, a contract cannot make another party defend or pay for a party’s own violations of the discrimination laws listed in Colorado section 6-1-1707(7). That section has a limited exception for a developer that met its disclosure duties when the tool is used outside its intended or agreed purposes. Any other agreement about liability must also comply with mandatory law.

8. Using AI in hiring: what Evidize does and what you must do

U.S. hiring and privacy laws apply to the way AI is used, the people involved and the information processed. Your organization is responsible for its hiring decisions. Evidize is responsible for its own service and data-processing duties. The platform provides notices, records and checks to support that work.

What Evidize provides

Evidize provides general privacy and state notice wording, fields for your organization's information, checks for required information, and records for candidate requests, access problems and decision review. State-specific checks use the organization, job, candidate and feature information supplied in the portal. A requirement for one state is not automatically imposed on every customer.

Legal duties that apply to your use

• Give required notices: provide the information and any separate permission required for your hiring use. Evidize supplies general wording; complete the applicable organization details in Compliance → Hiring Controls.
• Use lawful hiring criteria: discrimination laws apply to AI-assisted selection. Check that the assessment is appropriate for the job and arrange any required validation or independent audit. For example, covered NYC tools require an independent bias audit and advance notice.
• Provide required review: offer human review or reconsideration when the law requires it. The available rights depend on the state and the actual use of the tool.
• Respond to candidates: provide reasonable accommodations and answer privacy, correction or review requests where required. The platform helps record and manage the response.
• Keep required evidence: retain notices, decisions and supporting records for the applicable period, keep required audits current, and protect copies held outside Evidize. Provide any preservation instruction needed for records held by Evidize.

How the platform works

Approved analysis, ranking and temporary security checks can run automatically. A valid clear check can release meeting access automatically. The current hiring workflow asks a reviewer to consider the evidence and record a reason before an AI-supported rejection or exclusion. Missing evidence stays unresolved. These describe the platform's operation; they are not additional legal requirements for every employer or every AI result.

The U.S. hiring guide explains the relevant laws, Evidize's controls and your duties for each topic. The state notice guide explains when additional state rules apply. Separate recording, biometric or consumer-report requirements must be met before those activities are used.