Trust & transparency
Responsible AI at Cutshort
How we use AI on our hiring platform — what it does, what it does not decide, how we test for fairness, and how we handle data.
Overview
Cutshort is a hiring platform for technology companies. We use AI to help recruiters find people who fit and to screen applicants faster — with less filtering noise. This page explains where AI shows up, the safeguards we apply, and what stays with humans.
Cutshort’s AI was shaped by real recruiting work — our team closed 300+ roles across salary bands, seniority levels, and role types before writing the matching framework. The goal is grounded judgment: surface a shortlist you can act on, not replace the recruiter.
Where we use AI
AI appears in several product surfaces. In each case it supports recruiting workflows; it does not close roles on its own.
Search and matching
AI helps evaluate fit across skills, experience trajectory, role context, and company stage so recruiters can start from a shortlist of people who meet key requirements — not a dump of keyword overlaps.
AI Screener
Voila, our AI Screener, runs structured screening conversations based on criteria and instructions set by the hiring company. It surfaces who to interview first; it does not make the hire or reject decision.
Profiles and Talent Cards
Professional information from resumes and profiles is structured into Talent Cards that feed search and matching. Recruiters can always open the original resume and source details alongside any AI-assisted summary.
MCP and API for AI agents
Through our Public API and MCP server, tools like Claude or Cursor can search candidates and run hiring workflows under the customer’s API key and quotas. Those agents act on behalf of the customer; Cutshort still does not make final hiring decisions.
Principles
A few rules we want to be clear about for recruiters and candidates.
- Decision support, not decision maker. AI ranks, screens, and summarizes. Humans hire and reject.
- Original data stays available. Recruiters can access original resumes, profile details, and screening answers. AI analysis is supplementary — it does not replace source materials.
- Default focus on professional signals. By default, models look at work history, skills, and role fit — not protected demographic traits.
- Diversity instructions are explicit. A human recruiter may instruct AI to search or rank based on attributes such as gender or age to meet diversity or other hiring goals. We allow this trusting recruiters to use it for legally approved reasons.
AI Screener: fairness & bias
AI Screener invites applicants for a screening discussion based on criteria set by the hiring company. This is the surface where we publish regular bias testing.
By default, AI Screener models only look at professional work details and skills. They exclude information such as:
- Gender
- Age
- Ethnicity
- Wealth status
- Appearances
- Audio or video characteristics
We run regular bias testing and audits for AI Screener. Bias testing claims on this page apply to AI Screener, not to every AI feature on the platform.
Data & privacy
AI features run on professional data candidates share on Cutshort and on materials submitted during applications or screening.
Consent & accounts
Candidates create accounts and share profile information under our Privacy policy. Screening tools run when a candidate is invited and participates in that flow.
Security
Data is hosted with encryption and access controls described on our Security pages. See cloud architecture and policy outlines there for enterprise diligence.
Retention
We retain account and hiring data as described in our Privacy policy, including limited retention where applicable to product and legal needs.
Your rights
Candidates can request deletion and other privacy rights through the channels in our Privacy policy. Contact [email protected] for AI-practice questions.
Frequently asked questions
Common questions about how AI is used on Cutshort.
Does Cutshort’s AI make hiring decisions?
No. AI is designed to increase relevance and save time. It never makes final selection or rejection decisions. All hiring decisions are made by human recruiters.
How does Cutshort reduce bias in AI Screener?
By default, AI Screener models focus on professional work details and skills. They do not consider gender, age, ethnicity, wealth status, appearances, or audio/video characteristics. We run regular bias testing and audits for AI Screener and publish a latest report.
Can recruiters ask AI to consider diversity attributes?
Yes. A recruiter can explicitly instruct AI to search or rank candidates based on attributes such as gender or age when pursuing diversity or other hiring goals permitted by law. We allow this trusting recruiters to use it for legally approved reasons.
How is candidate data used in AI systems?
Professional information such as skills, experience, and qualifications is used to match people with relevant opportunities and to run screening conversations when invited. Recruiters can still access original candidate submissions; AI analysis is supplementary.
Where can I learn more about privacy and security?
See our Privacy policy and Security pages. For questions about our AI practices, email [email protected].
Last updated October 13, 2026