Last updated: July 6, 2026
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.
By default, your interview recordings and transcripts are deleted on our standard schedule. You may optionally opt in to extended retention so this data can be used to improve interview analytics and AI quality; this is off by default and can be withdrawn anytime in your account settings.
Two systems below — Behavioral Analysis and Liveness Detection — are currently disabled on Vocaid. While they are disabled, no camera video leaves your device for these features and no facial or biometric processing takes place. We keep their descriptions published so you can see exactly what they do before we ever re-enable them; if we re-enable either one, we will update this page and ask for the required consents first.
Vocaid also suggests and ranks job listings by comparing role requirements with your profile, resume, and preferences (using semantic text-similarity, not an AI judgment of you). These suggestions are advisory, are shown only to you, and share nothing with employers or job boards; see the Privacy Policy section "Job Listings and Matching".
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.
After each interview, generates your feedback report — a summary, dimension scores, strengths, improvement areas, and recommendations — from the transcript of what you said.
Data Processed
Outputs
Known Limitations
Human Oversight
Scores are advisory. For personal practice they are coaching feedback only. Wherever an employer uses interview results, the hiring decision is always made by a human, and you can request human review of any score.
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.
An advisory self-assessment of your resume against a target role or job description. There is no universal "ATS score" — this is a readiness check for you, not a prediction of any employer's screening or hiring decision.
Data Processed
Outputs
Known Limitations
Human Oversight
Candidate-facing only — never used to score you for an employer. Advisory: it does not determine interview access or any hiring outcome.
Optional AI writing help inside the resume builder: drafts bullet points from your role details, gives feedback on sections you write, suggests edits to tailor your resume to a job description, and structures the content of an uploaded resume into your profile.
Data Processed
Outputs
Known Limitations
Human Oversight
Nothing is added to your resume without your action — you choose whether to accept each suggestion. This assistance is candidate-facing only and plays no role in any employer's screening or hiring decision.
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.
Optionally reads the AI Coach's onboarding tips and your feedback summary aloud using an AI-generated synthetic voice (ElevenLabs text-to-speech). Speech output only; this feature is opt-in and off by default.
Data Processed
Outputs
Known Limitations
Human Oversight
The synthetic voice only reads back coaching text the AI Coach already produced; it makes no decisions. You choose whether to play audio, and the equivalent text is always shown on screen.
Conversational AI companion that guides new users through in-app onboarding tours, highlighting interface elements and answering questions you type to it
Data Processed
Outputs
Known Limitations
Human Oversight
The assistant only guides navigation and never makes decisions about you. It is clearly labeled as AI in the chat header, so you always know you are interacting with an AI and not a human. You can dismiss or defer the tour at any time.
Conversational AI assistant that answers questions you type about your own interview performance, feedback, and preparation. It uses your interview history as context so its answers are specific to you.
Data Processed
Outputs
Known Limitations
Human Oversight
The assistant is clearly labeled as AI. It makes no decisions about you, your account, your scores, or any hiring outcome — it only explains and coaches. Using it, or not using it, never affects your scores or feedback.
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. The overall score combines the five dimensions, weighted for the seniority of the target role. If any core dimension (communication, problem-solving, or technical depth) scores very low, the overall score is capped so a weak area stays visible. If an interview cannot be scored, we show it as unscored rather than inventing a number.
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 does NOT use emotion recognition, emotion inference, or affective computing in any of its AI systems. This prohibition is a core design principle, not merely a compliance measure.
The EU AI Act (Article 5(1)(f)), effective February 2, 2025, explicitly prohibits the use of AI systems that infer emotions in the workplace and educational institutions, except for medical or safety purposes. Vocaid's behavioral analysis features produce only factual, observable outputs:
These outputs describe observable physical behaviors and do NOT infer internal emotional states such as confidence, nervousness, stress, enthusiasm, or any other affective characteristic. Our behavioral analysis is fundamentally different from emotion recognition because it measures what a person does, not what they feel.
Strict Prohibition
Vocaid's engineering standards prohibit any model output label that implies emotional inference. All behavioral analysis outputs are reviewed to ensure they describe only factual observations. Violation of the EU AI Act emotion recognition prohibition carries penalties of up to EUR 35 million or 7% of global annual turnover.
The optional AI Coach synthetic voice (ElevenLabs text-to-speech) is output only: it reads coaching text aloud and never analyzes your voice. Vocaid does not infer your emotions from your voice, and no microphone audio is processed by this feature.
Vocaid operates in compliance with AI regulatory frameworks across multiple jurisdictions. Below are the specific obligations and our compliance measures for each applicable regulation.
Vocaid is classified as a high-risk AI system under Annex III, Category 4 (Employment, Workers Management and Access to Self-Employment) of the EU AI Act (Regulation (EU) 2024/1689). As a provider of AI-powered hiring assessment tools, we are subject to the requirements of Chapter 3, Section 2.
Conformity assessment and EU database registration (Art. 60) are in progress. Under the Digital Omnibus amending regulation adopted by the European Parliament and Council in June 2026, the application date for high-risk AI obligations (Annex III, including employment) is postponed from August 2, 2026 to December 2, 2027, subject to publication in the Official Journal.
Emotion Recognition
The prohibition on emotion recognition in workplace AI systems (Art. 5(1)(f)) has been in effect since February 2, 2025. Vocaid has never used emotion recognition and confirms full compliance with this prohibition.
The Colorado AI Act (SB 26-189), effective January 1, 2027, establishes obligations for developers and deployers of automated decision-making technology used in consequential decisions. It repealed and replaced the 2024 law (SB 24-205) before that law took effect. As a developer of AI hiring assessment tools, Vocaid acknowledges the following obligations:
Vocaid's deployers (employers) have independent obligations under the Colorado AI Act, including providing pre-use notice, disclosing adverse decisions, offering a right to human review, and retaining records. We support deployers in meeting their obligations through our platform documentation and transparency tools.
The Texas Responsible AI Governance Act, effective January 1, 2026, requires companies deploying AI systems in Texas to maintain AI governance frameworks. Vocaid complies with the following requirements:
Vocaid's AI interview and scoring platform constitutes an Automated Employment Decision Tool (AEDT) under NYC Local Law 144. We comply with the following requirements:
Under Article 20 of Brazil's Lei Geral de Proteção de Dados (LGPD), data subjects have the right to request human review of decisions made solely through automated processing that affect their interests, including profiling. Vocaid ensures:
The 2025 reform to Mexico's Federal Law on Protection of Personal Data Held by Private Parties introduces new obligations for automated decision-making. Vocaid complies with:
The Colombian Superintendencia de Industria y Comercio (SIC) issued Circular 001/2025 addressing biometric data processing requirements. For Vocaid's operations in Colombia:
Vocaid maintains a comprehensive AI governance framework that addresses the responsible development, deployment, and monitoring of our AI systems across all jurisdictions where we operate.
Our Governance Practices
Our AI governance framework is designed to evolve with the regulatory landscape. We regularly review and update our practices to align with new requirements under the EU AI Act, Colorado AI Act, Texas Responsible AI Governance Act, and other emerging AI regulations.
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.
Card payments are handled by our PCI-compliant payment processor. Vocaid never stores raw card numbers. If you choose to connect a cross-border payout provider (Deel or Wise), we store an OAuth token to act on your behalf at your request — we never see your provider login credentials.
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.