Effective Date: 1 July, 2025
Applies To: All candidates submitting information for employment or contracting.

1. Purpose of AI-Assisted Evaluation

Cylerity uses AI-assisted tools as part of its hiring process to support consistent, structured, and job-related evaluationof candidate responses. These tools are designed to augment—not replace—human judgment.

The use of AI allows Cylerity to:

  • Apply uniform evaluation criteria across candidates

  • Reduce variability in early-stage screening

  • Identify relevant professional traits aligned to role requirements

  • Improve fairness and efficiency in a growing organization

Final hiring decisions are always made by human reviewers.

2. Scope of AI Use

AI tools may be used to assist with:

  • Reviewing written responses to structured assessment questions

  • Identifying job-related behavioral and cognitive signals

  • Generating preliminary scores across defined evaluation dimensions

  • Flagging responses for additional human review

AI tools are not used to:

  • Conduct interviews

  • Make final hiring decisions

  • Evaluate protected characteristics

  • Perform background checks or identity verification

3. Evaluation Criteria

AI-assisted evaluation is limited to job-related dimensions, including but not limited to:

  • Ownership and decision-making behavior

  • Ethical judgment relevant to healthcare and financial systems

  • Collaboration and communication style

  • Adaptability in ambiguous environments

  • Problem-solving and reasoning approaches

  • Alignment with the responsibilities and realities of early-stage companies

These criteria are defined in advance, documented internally, and applied consistently.

4. Data Inputs

The AI tools evaluate only the information you choose to provide, such as:

  • Written responses to assessment questions

  • Role-relevant professional context included in those responses

Cylerity does not use:

  • Social media data

  • Biometric data

  • Psychometric profiling tools

  • Third-party personal data sources

5. Protected Characteristics & Fairness Safeguards

Cylerity does not request, infer, or evaluate candidates based on protected characteristics, including but not limited to:

  • Age

  • Gender identity or sexual orientation

  • Race or ethnicity

  • Religion

  • Disability status

  • National origin

  • Health history

AI evaluation prompts and outputs are explicitly constrained to exclude such inferences. Human reviewers are trained to disregard any information that may be inadvertently disclosed.

6. Human Oversight & Review

All AI-assisted outputs are subject to human oversight.

Specifically:

  • AI scoring is used only as an initial signal

  • Certain evaluation areas (e.g., ethical judgment, ownership) trigger mandatory human review

  • Hiring managers review both AI-generated summaries and original candidate responses

  • No candidate is advanced or rejected solely based on AI output

7. Bias Mitigation Measures

Cylerity employs multiple safeguards to reduce bias, including:

  • Predefined scoring rubrics tied to job requirements

  • Consistent question sets across candidates

  • Controls to limit style, verbosity, or jargon bias

  • Periodic review of scoring patterns for adverse impact

  • Human calibration across evaluators

These measures are reviewed and updated as Cylerity grows.

8. Data Retention & Security

Candidate assessment data is:

  • Stored securely using industry-standard protections

  • Access-restricted to authorized hiring personnel

  • Retained only as long as reasonably necessary for hiring purposes or legal compliance

Cylerity does not sell candidate data or use it for purposes unrelated to hiring.

9. Candidate Rights & Transparency

Candidates may:

  • Request general information about how AI is used in the hiring process

  • Request confirmation that a human participates in final decisions

  • Request deletion of their application data in accordance with applicable law

Cylerity welcomes transparency and aims to use AI responsibly, ethically, and lawfully.

10. Regulatory Alignment

Cylerity’s approach to AI-assisted hiring is designed to align with applicable laws and guidance, including:

  • U.S. Equal Employment Opportunity Commission (EEOC) guidance

  • State and local AI transparency requirements where applicable

  • Emerging best practices for responsible AI use in employment contexts

This addendum may be updated as regulations evolve.

11. Contact Information

For questions regarding this addendum or Cylerity’s hiring practices, please contact:

Email: careers@cylerity.com
Subject Line: AI Hiring Process Inquiry

Closing Statement

Cylerity is committed to building a high-trust, high-integrity team. Responsible use of AI supports that goal by improving consistency, transparency, and fairness—while keeping human judgment at the center of every decision.