Employer AI Addendum

Every hiring decision on EaglesEntry is yours, made by a person on your team. Our tools list applications, compare screening answers with the rules you wrote and mark differences as a neutral flag, and let you move a person through stages you control. They never score, rank, sort or reject anyone, and nothing we show you is a recommendation to hire or not hire. You will not treat any output of ours as a decision or as a reason for one.

For review by lawyer: this clause follows the line drawn in Mobley v. Workday (criteria selected by the employer alone; no scoring, sorting, ranking or screening conveyed) and the vendor terms of Indeed, LinkedIn and Workday; confirm the wording per state and for the EU AI Act deployer/provider split.

• Tell applicants: say on every posting whether AI screens, assesses or selects applicants, and how (the posting form asks you; Ontario ESA s.8.4, Illinois Human Rights Act 2-102(L), New York City Local Law 144 and the EU AI Act Art 26 require notice).
• Keep a person in charge: a person reviews any AI output before it affects an applicant, and can overrule it.
• Offer an alternative: answer accommodation requests and offer a non-AI route where the law requires it.
• Audit where required: publish a bias audit where New York City requires one; keep the records your state requires (one to four years).
• Never use criteria or questions that stand in for a protected trait: date of birth, graduation year, ZIP code, school, gaps in employment, pay history.

You may use an applicant’s data only to consider them for the job they applied to, or for your other jobs if they opted into Candidate Discovery. You will not export, scrape, enrich, profile, sell or feed applicant data into any AI model for training. You will answer requests from applicants for an accommodation, a human review, an explanation or a correction within the time shown on the request, through EaglesEntry, and keep your answer on record.

You are responsible for your hiring decisions and for how your own AI tools are used, and you will indemnify EaglesEntry for claims that arise from them. EaglesEntry is responsible for its own tools working as described here. Neither of us may shift to the other liability for our own breach of an anti-discrimination law.

For review by lawyer: Colorado SB 26-189 voids indemnities for a party’s own discrimination violations; the EU Unfair Contract Terms rules limit exclusions towards consumers; confirm the allocation and the liability cap in the Employer Terms.