This is a courtesy translation. The English version is the legally binding document.
Last updated: 2026年2月28日
Vocaid is committed to transparency about how artificial intelligence is used in our platform. This page provides a comprehensive overview of our AI systems, how they generate outputs, their known limitations, and your rights as a user.
We believe that every person who interacts with AI-powered hiring tools has the right to understand how those tools work and how they may affect decisions about their career.
Vocaid uses the following AI systems in its platform. Each system is described with its purpose, the data it processes, and the safeguards in place.
Conducts real-time voice-based interviews using natural language processing
Data Processed
Outputs
Known Limitations
Human Oversight
All AI-generated scores are presented as recommendations. B2B hiring managers retain full decision authority. Candidates may request human review.
Analyzes non-verbal communication signals during video interviews for coaching feedback
Data Processed
Outputs
Known Limitations
Human Oversight
Behavioral signals are supplementary coaching data only. They are never the sole basis for scoring. Users can opt out entirely and use audio-only mode.
Analyzes resume content against job descriptions to provide compatibility scoring
Data Processed
Outputs
Known Limitations
Human Oversight
ATS scores are advisory tools for resume improvement. They do not determine interview access or hiring outcomes.
Verifies that a real person is present during the interview session to prevent fraud
Data Processed
Outputs
Known Limitations
Human Oversight
Liveness verification is a binary pass/fail check. Failed verification can be retried or skipped. It does not affect interview scoring.
Vocaid's interview scoring evaluates candidates across multiple dimensions using AI analysis of their spoken responses. Scores reflect the AI's assessment of demonstrated competencies, not the person's inherent abilities.
Scoring Dimensions
Scores range from 0 to 100 and represent relative assessments. They should be interpreted as coaching feedback, not absolute measurements. Scores may vary across sessions due to question variation, AI model updates, and response differences.
We are committed to ensuring our AI systems do not discriminate against any individual or group based on protected characteristics including race, gender, age, disability, national origin, or other legally protected categories.
Our Bias Prevention Measures
If you believe you have experienced bias in AI-generated scores or feedback, please report it to support@vocaid.ai. We investigate all bias reports and take corrective action where warranted.
Vocaid在其任何AI系统中均不使用情感识别、情感推断或情感计算。此禁令是核心设计原则，而不仅仅是合规措施。
欧盟AI法案（第5(1)(f)条），自2025年2月2日起生效，明确禁止在工作场所和教育机构中使用推断情感的AI系统，医疗或安全目的除外。Vocaid的行为分析功能仅产生事实性、可观察的输出：
这些输出描述了可观察的身体行为，并不推断内在情绪状态，如自信、紧张、压力、热情或任何其他情感特征。我们的行为分析与情感识别有本质区别，因为它测量的是一个人做什么，而不是他们感受什么。
严格禁令
Vocaid的工程标准禁止任何暗示情感推断的模型输出标签。所有行为分析输出均经过审查，以确保它们仅描述事实观察。违反欧盟AI法案情感识别禁令将面临最高3500万欧元或全球年营业额7%的处罚。
Vocaid遵守多个司法管辖区的AI监管框架。以下是每项适用法规的具体义务和我们的合规措施。
Vocaid根据欧盟AI法案（法规(EU) 2024/1689）附件III第4类（就业、工人管理和自雇准入）被归类为高风险AI系统。作为AI驱动的招聘评估工具提供商，我们受第3章第2节要求的约束。
合规性评估和欧盟数据库注册（第60条）正在进行中，目标完成时间与高风险义务截止日期2026年8月2日一致。欧盟委员会可能将某些提供商的截止日期推迟至2027年12月2日。
Emotion Recognition
工作场所AI系统中情感识别的禁令（第5(1)(f)条）自2025年2月2日起生效。Vocaid从未使用过情感识别，并确认完全遵守此禁令。
科罗拉多州AI法案于2026年2月1日生效，为高风险AI系统的开发者和部署者建立义务。作为AI招聘评估工具的开发者，Vocaid承认以下义务：
Vocaid的部署者（雇主）根据科罗拉多州AI法案有独立义务，包括进行影响评估和提供消费者通知。我们通过平台文档和透明度工具支持部署者履行其义务。
德克萨斯州负责任AI治理法案于2026年1月1日生效，要求在德克萨斯州部署AI系统的公司维护AI治理框架。Vocaid遵守以下要求：
Vocaid的AI面试和评分平台根据纽约市第144号地方法律构成自动化就业决策工具 (AEDT)。我们遵守以下要求：
根据巴西《通用数据保护法》(LGPD) 第20条，数据主体有权请求人工审查仅通过自动处理做出的影响其利益的决定，包括画像分析。Vocaid确保：
2025年墨西哥《联邦私人持有个人数据保护法》的改革为自动化决策引入了新义务。Vocaid遵守以下要求：
哥伦比亚工商监管局 (SIC) 发布了第001/2025号通告，涉及生物特征数据处理要求。对于Vocaid在哥伦比亚的运营：
Vocaid维护全面的AI治理框架，涵盖我们在所有运营司法管辖区中AI系统的负责任开发、部署和监控。
我们的治理实践
我们的AI治理框架旨在随监管环境的发展而演变。我们定期审查和更新我们的实践，以符合欧盟AI法案、科罗拉多州AI法案、德克萨斯州负责任AI治理法案及其他新兴AI法规的新要求。
Vocaid recognizes the following rights for all individuals who interact with our AI systems:
Right to Know
You have the right to know that AI is being used in your interview process and how it affects your assessment.
Right to Consent
You have the right to provide informed consent before biometric data (voice patterns, facial geometry) is processed.
Right to Opt Out
You have the right to opt out of video recording and behavioral analysis and use audio-only mode without penalty.
Right to Human Review
You have the right to request human review of any AI-generated score or assessment.
Right to Appeal
You have the right to contest AI-generated assessments and provide additional context.
Right to Explanation
You have the right to receive a meaningful explanation of how your scores were generated.
Right to Data Access
You have the right to access all data collected about you and all AI-generated outputs.
Right to Deletion
You have the right to request permanent deletion of your interview data, recordings, and AI outputs.
Right to Non-Discrimination
You have the right to fair treatment regardless of your race, gender, age, disability, accent, or other personal characteristics.
Right to Accommodations
You have the right to request reasonable accommodations for disabilities that may affect AI assessment accuracy.
In accordance with the European Union AI Act (Regulation 2024/1689), Vocaid provides the following technical documentation for our AI systems classified under the Act. Our systems are designed to comply with transparency obligations for AI systems that interact with natural persons.
System Information & Intended Purpose
Training Data & Model Information
Risk Management & Mitigation
Vocaid implements the following measures to mitigate risks associated with AI-assisted assessment:
For the complete technical documentation file or to submit questions regarding EU AI Act compliance, contact support@vocaid.ai. We are committed to full compliance with the Act's requirements as they enter into force.
New York City Local Law 144 (2021) requires employers and employment agencies that use automated employment decision tools (AEDTs) to conduct annual independent bias audits and provide notice to candidates. Vocaid is committed to compliance with LL144 requirements.
Applicability & Scope
Independent Bias Audit
Vocaid will commission an independent bias audit before deploying our AI scoring for B2B hiring decisions in NYC. The audit will evaluate:
Candidate Notice
In compliance with LL144, Vocaid provides the following notice to candidates evaluated for NYC employment opportunities: An automated employment decision tool (AEDT) will be used in connection with the assessment of your job application. The AEDT evaluates your interview responses for communication clarity, technical knowledge, problem-solving ability, and relevance. You may request an alternative selection process or accommodation by contacting the employer directly or by emailing support@vocaid.ai.
The bias audit summary will be published on this page once completed. Vocaid retains bias audit results for at least four years as required by law. For questions about LL144 compliance, contact support@vocaid.ai.
Vocaid uses the following third-party AI services. We maintain Data Processing Agreements with each provider to ensure your data is handled responsibly.
For questions about our AI practices, to exercise your rights, or to report a concern:
Email: support@vocaid.ai
We take all AI-related inquiries seriously and aim to respond within 15 business days.