Automated Decision-Making

Last updated 21 September 2026

CareerGraph uses AI to match people with jobs and, where a hiring organization asks for it, to score interviews. This page explains what that means in practice, what the software looks at, what it never looks at, and how to have a person handle your application instead.

This is a high-risk AI system under the EU AI Act

Software used to recruit or select people, to filter applications or to evaluate candidates is classified as high risk under Annex III of the EU AI Act. CareerGraph falls into that category and treats it as such: we tell you when AI is involved in a decision about your employment, we keep a record of what it did, and a person will review it if you ask.

Where AI is used

AI Auto Apply

AFFECTS DECISIONS

Scores open jobs against your saved preferences, writes a tailored resume and cover letter for the ones that score well, and either queues them for your approval or submits them if you chose full auto mode.

AI interview scoring

AFFECTS DECISIONS

Where a hiring organization invites you to an interview on CareerGraph, AI transcribes and scores your answers. The score is given to the hiring organization as one input among others.

Job Scanner

ADVISORY

Compares one resume against one job posting and reports a match score, an ATS score and the skills the posting asks for that your resume does not mention. Advisory, and only you see it.

Writing tools

ADVISORY

Resume and cover letter drafting, the LinkedIn optimizer, interview preparation and mock interviews. These suggest wording and practice material. Nothing is sent anywhere until you send it.

What the job matcher assesses

AI Auto Apply is an automated employment decision tool. It reads the preferences you saved and your resume, scores open jobs against them, and prepares an application for the ones that score well. It assesses, in this order:

Job title. Your preferred titles compared against the title on the posting.
Job category. The fields you chose compared against the category on the posting.
Location. The provinces or regions you chose, and whether you said you would relocate.
Employment type. Full time, part time, contract, internship, temporary or volunteer.
Salary range. The minimum you set compared against the range on the posting.
Work arrangement. Remote, hybrid or on-site, read from the wording of the posting.
Experience level. Entry, mid, senior or executive, read from the wording of the posting.
Target industries. Any industries you named, matched against the posting and the employer.
Words you excluded. A posting containing a word on your exclusion list is skipped outright.

What it does not look at

It does not use your age, race, ethnicity, sex, gender, disability, religion, national origin, marital status or any photograph. None of that is collected for matching or sent to the scoring step.

Your rights

New York City (Local Law 144)

If you are applying to a role in New York City, you are entitled to be told before an automated employment decision tool is used on your application, to know what it assesses, and to ask for your application to be handled by a person instead. CareerGraph shows that notice before AI Auto Apply is switched on, and the assessed characteristics are the list above. Our bias audit summary is published at careergraph.co/bias-audit.

Illinois (HB 3773)

If you are applying to a role in Illinois, this is your notice under HB 3773, in force since 1 January 2026, that artificial intelligence is used to evaluate and rank job matches, and to score interviews where a hiring organization uses that feature. The list above explains what it analyses. You may ask for a person to handle your application instead.

European Union and United Kingdom

Article 22 of the GDPR gives you the right not to be subject to a decision based solely on automated processing where it has a legal or similarly significant effect. AI scores produced by CareerGraph are given to hiring organizations as a supplementary tool, and those organizations are contractually required not to use them as the sole basis for a hiring decision. You may still ask us for human review of anything automated, and we will provide it.

California

You may opt out of automated decision-making entirely. See Section 6c of our privacy policy.

Asking for a person

Write to privacy@careergraph.co and a person, not a system, will answer. You can ask for human review of any automated decision, ask that AI not be used on your application at all, or ask what a particular score was based on. You can also turn AI Auto Apply off at any time from its settings screen, which stops automated matching for your account.

For data protection questions, our Data Protection Officer is at dpo@careergraph.co, and our EU representative under Article 27 is at eu-rep@careergraph.co.