The score supports the assessment. It does not replace the recruiter's decision.

How the scoring matrix is built

The matrix starts from the job description. The system extracts the professional requirements: experience, education, technical skills, languages and the concrete working conditions. Each requirement becomes a criterion with its own weight. Recruiters cannot change the weights in the interface: each role's matrix is set once, during onboarding, as a configuration tailored to that company. A sales role may weigh sales experience more heavily; a technical role may focus on the concrete projects and technologies in the CV.

For every candidate, the system reads the CV, whether it arrived through a job board, by email or was uploaded manually, extracts the relevant information and compares it with each criterion in the matrix. The result is a fit score with its reasoning: which information supported the score, what is missing and what should be checked in the interview. The score is not a verdict but a way to order the reading: the recruiter starts with the applications closest to the role and checks the reasoning behind each score.

Data we do not use in the score

The score is based solely on the professional requirements of the role. We do not use age, gender, the CV photo, full address or marital status in the assessment. The candidate's name does not influence the score: the assessment starts from the professional content of the document, not the person's personal details.

The rule is the same for every role assessed on the platform. Criteria are agreed with the company before any assessment and relate to the professional requirements of the job; an age limit or a particular marital status never becomes a criterion in the matrix. Criteria are therefore known before any CV is analysed, and the score does not use sensitive data.

How we check the score is consistent

The same CV, assessed against the same matrix, produces the same score: the assessment does not depend on the time of day, the recruiter's fatigue or the order in which CVs appear on screen. Every candidate for a role is compared against the same criteria and the same weights, from the first candidate to the last.

Consistency can be checked both ways. At candidate level, every per-criterion score stays visible together with the evidence taken from the CV, so any score can be re-read and recalculated by the recruiter. At process level, the recruiter sees the full list of criteria used for the role, and if the matrix changes, applications can be re-assessed against the new version. The score is not a black box: the reasoning stays in the platform throughout the process.

What candidates are told and how they can object

Candidates are told at the start of the interview that they are speaking with an AI assistant, and that the recording and analysis are reviewed by a recruiter. Candidates see the questions they answer and are never subject to a decision taken without human involvement.

The platform has no separate process for disputing a score. If a candidate feels the assessment does not reflect them, the conversation takes place with the hiring company, through its own channels. The recruiter can review the answers, transcript and score at any time, correct the conclusion and move the application forward if the score is not conclusive. The decision to continue the process belongs to the people on the recruitment team, not to the platform.

Recrutio and the EU AI Act

The European framework for artificial intelligence (Regulation (EU) 2024/1689) sets transparency obligations for systems that interact with people, including in professional use. Recrutio is built with these obligations in mind: candidates are told when they are speaking with an AI system, the assessment remains support for a human decision, and the platform never makes hiring decisions automatically.

The score and its reasoning are presented as an aid for reading CVs and as an initial way to organise volume. Companies using Recrutio remain responsible for the hiring decision, in line with applicable employment law and data protection rules. A company administrator can also download, directly from the account, a document covering security measures, data separation between companies and the hosting location (Dublin, EU), ready to share with an auditor.

A complete example

A complete example: one role, one anonymised CV and the scored matrix, as the recruiter sees them. The final score places the application in the role's list; the recruiter reads the reasoning and decides the next step.