Trust & AI Fairness

How our Guided Interview works, what employers see (and what they never see), and the rules baked into our prompts so the platform helps NZ candidates and employers — not just itself. AI organises, employers decide.

1. How the Guided Interview works at FindMeAJob

When a candidate applies for a role on FindMeAJob, they can optionally attach a short Guided Interview. Here's the full sequence:

• The candidate consents on a clear screen explaining what's processed, what's shared, and what's not. Their consent is logged.
• A guided interviewer asks three questions tailored to the job description. The candidate answers in their own words.
• Speech-to-text happens in the candidate's browser. The browser's built-in speech recognition (Google's on Chrome, Apple's on Safari) converts speech to text in real time. The audio never reaches our servers — we only ever receive the text transcript.
• The transcript is saved on the candidate's profile — and only on the candidate's profile.
• Our AI generates a structured hiring brief from the candidate's CV, the job description, and (if attached) the transcript.
• The employer sees the brief. They do not see the transcript or any audio.
• The employer reviews the brief, decides whether to interview, and conducts a real human interview before any offer.

Every step is logged in our internal audit log. The candidate can review and delete anything anytime.

2. What employers see (and what they never see)

This isn't a setting that employers can toggle off. It's how the platform is built.

3. What the Guided Interview actually surfaces (and what it doesn't)

The honest version, in plain English:

• What it organises: AI takes the candidate's answers and turns them into clear summaries — strengths, communication style, approach to problem-solving. The brief surfaces fluency, clarity, structure, and how the person frames their work. Final decisions always stay human.
• What it does not verify: the content of the answers. If a candidate says they led a team of six, we treat that as self-report — exactly what you'd treat a CV claim as. Verify the substance in your real human interview.
• If a candidate uses the text accommodation (NZ Human Rights Act 1993), the brief notes that delivery signal isn't available and prompts you to assess verbal communication in interview.

We don't claim to detect AI-assisted answers, and we don't try to. The point is to give the employer a structured starting place — how this person frames their work — so the real human interview can go deeper, faster.

4. Fairness rules baked into the AI

Our hiring-assistant prompt — the instructions we give the AI before every brief — includes explicit fairness rules. The AI is told:

• Do not infer or use protected attributes. No name-based ethnicity inference, no photo, no age, no gender, no address-based status, no marital or family status, no religion, no disability, no sexual orientation.
• Do not penalise career gaps or non-linear paths. Caregiving, illness, study, redundancy, sabbatical, and migration gaps are common in NZ careers and never count against the candidate.
• Surface NZ-relevant context only when it matters. Work rights are noted if the candidate volunteered them. NZ qualifications are recognised. Overseas experience is treated as experience.
• Same structure for every applicant. Every candidate for a role gets the same three-question Guided Interview format, generated from the same job ad and the same prompt, and the same brief schema. The exact wording of each question is generated fresh by the AI each time (and may vary slightly), but the type, focus, and difficulty are consistent across applicants. No bespoke shortcuts, no preferential templates.
• Use NZ English. No North-American defaults bleeding through into recommendations or watch-outs.

We test these rules. We can't claim they hold in every single case — large language models are probabilistic — but we surface and audit them, and we welcome candidate disputes when something looks off (Section 8 below).

5. Your data, your control

The candidate is the centre of gravity for personal data on FindMeAJob, not the employer and not the platform. Specifically:

• Your transcript stays in your account. Not in the employer's, not in our staff inbox. You can read it, download it, re-use it for another application, or delete it — from your account dashboard, in one click.
• You opt in, every time. Recording a Guided Interview is always optional. You can apply to any job without one.
• You can dispute the brief. If a brief misrepresents you, email hello@findmeajob.co.nz. We respond within 20 working days. We can pause the application while we review.
• You can delete everything. Account, transcripts, applications, briefs, audit history of your own actions — all deletable. We don't retain shadow copies for "internal analytics".

6. Compliance posture

FindMeAJob operates under the laws and norms that apply to New Zealand employers and platforms handling personal information.

• Privacy Act 2020. We treat candidate and employer information consistent with the Information Privacy Principles. See our Privacy Policy for the full mapping.
• Algorithm Charter for Aotearoa New Zealand — principles aligned. Although the Charter applies to public-sector agencies, we operate to its principles voluntarily: transparency about when AI is used, identification of the people accountable, peer-reviewable methodology, the ability to challenge outputs, and a focus on the people the algorithms affect.
• Human Rights Act 1993. The fairness rules above exist because unlawful discrimination is unlawful regardless of whether the agent is human or algorithmic.
• Privacy Impact Assessment on file. We've completed an OPC-style PIA for the Guided Interview feature and will update it whenever the data flow materially changes.
• Audit log retained for 12 months. Sensitive operations (consent recorded, brief viewed, output saved, output deleted, account deleted) are logged with timestamp, action, target. Retained for 12 months, available for dispute review.
• Privacy Officer designated. Reachable at hello@findmeajob.co.nz. First point of contact for access requests, corrections, deletions, and complaints. If you're unsatisfied, you can take it to the Office of the Privacy Commissioner at privacy.org.nz.

7. Retention windows

8. Disputes & complaints

If something about a brief, an interview, an account, or an employer interaction doesn't sit right, the path is:

• Email our Privacy Officer at hello@findmeajob.co.nz with the application reference (or your account email) and what you'd like reviewed.
• We respond within 20 working days — usually faster.
• If we need to pause the application while we review, we will, and we'll tell the employer it's on hold.
• If you're not satisfied with our response, you can take the complaint to the Office of the Privacy Commissioner: privacy.org.nz.

Last updated: 29 April 2026 · Privacy Policy · Terms