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 2026-09-14.2, and U.S. Data Agreement, version 2026-09-14.2, 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. The Data Agreement governs personal-information processing where it conflicts with these general Terms; lawful privacy protections cannot be reduced by a general permission to use the service.

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 for the supported uses, subject to applicable law and the customer agreement. 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. The Data Agreement identifies the processing instructions supplied through the agreed service, feature settings and lawful customer requests. Evidize must assess the actual supplier role and required terms before disclosing customer information; a supplier addendum applies only when the relevant parties incorporate it in their agreement. 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.

Routine service and provider-information updates may be notified by email without requesting acceptance. An updated Terms page or email does not by itself amend an existing agreement or authorize a new use of previously collected information. Any change that legally or contractually requires agreement or separate permission must follow that requirement. 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 actual activity, legal role and people involved. Your organization is responsible for its hiring process. Evidize is responsible for the duties that apply to its own service and data processing, including any duties it has as a developer, processor, employer agent or reporting company. A contractual label does not decide those roles.

What Evidize provides

Evidize supplies general wording and source-linked state guidance, its own privacy information, service data controls and required provider assistance. The provider-information document explains supported uses and limitations and identifies facts still being verified. Evidize handles its own applicable duties through its service operations. An employer's notice, audit or legal assessment is not completed by using the platform or reading this guide.

Legal duties that apply to your use

• Give required notices: provide the information and any separate permission required for your hiring use, using your organization's normal processes. General Evidize notices do not replace your organization-specific disclosures.
• 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. Contact Evidize when its data or technical assistance is needed; a support request does not itself complete your 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. Missing or unclear qualification evidence remains unresolved; it is not a confirmed failure. The employer handles its hiring decisions and any legally required review. Evidize's own applicable restrictions and required assistance remain in place. This document does not require every employer to complete an Evidize compliance wizard, upload an audit or obtain platform approval for its legal procedures.

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.