How Slang AI uses AI in hiring

Slang AI uses AI tools to help our recruiting team work faster. A person makes every hiring decision, and no one is rejected by AI alone.

Where we use AI: Our applicant tracking system, Rippling, can compare applications with the requirements we set for a role, so a recruiter can decide which applications to review first. It may also flag possible signs of application fraud for a recruiter to check.

What it looks at: only job-related qualifications, such as relevant experience, skills, and track record.

Data it uses: the information in your application. We never use AI to infer race, sex, age, disability, or any other protected characteristic.

Your choices: You can opt out of any AI step and have a person review your application instead, ask for a reasonable accommodation at any point, ask for an explanation and a second review by a different person if AI materially influenced a decision not to move you forward, and ask to access, correct, or delete your personal data. Use the contacts in your application confirmation email, or let your recruiter know. You don’t need to tell us why, and we will not retaliate against anyone for using these rights.

Bias audit: An independent bias audit of our AI evaluation tool is in progress. We will post its summary and date here when it is complete.

Data retention: We keep records of AI use in hiring for 4 years from the hiring decision.

Slang AI is an equal opportunity employer. We hire based on qualifications, merit, and business need. We do not discriminate on the basis of race, color, religion, creed, sex, sexual orientation, gender identity or expression, national origin, ancestry, citizenship or immigration status, age, disability, pregnancy, marital or partnership status, caregiver status, genetic information, military or veteran status, height, weight, or any other characteristic protected by federal, state, or local law. We consider qualified applicants with arrest or conviction records in a manner consistent with the NYC Fair Chance Act and applicable law. If you need a reasonable accommodation at any point in the application or interview process, let your recruiter know.

Know your rights: EEOC “Know Your Rights: Workplace Discrimination is Illegal” poster

By submitting your application, you consent to Slang.ai collecting and processing the information you provide for recruitment and hiring purposes.

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