How We Use AI

Objective Partners, uses AI-assisted tools to support our recruiting process and help create a faster, more consistent experience for candidates.

Our primary AI recruiting tool is Alex by Apriora. Depending on the role, Alex may assist with reviewing application materials, conducting initial interviews, and evaluating candidate information against criteria related to the position.

AI-generated information is used to support our recruiting team as they evaluate candidates and determine next steps in the recruiting process. Our goal is to use AI to make the process more efficient while maintaining human involvement and oversight.

AI Tools We Use

Our primary AI recruiting tool is Alex by Apriora, an AI-assisted recruiting platform that supports several stages of our recruiting process.

We currently use Alex to assist with:

• Reviewing and evaluating resumes against criteria related to a specific role
• Conducting initial AI-assisted candidate interviews
• Evaluating interview responses against role-specific criteria
• Providing our recruiting team with information and assessments to support candidate review
• Identifying potential fraud or outside assistance during the interview process

We may also use AI-assisted writing tools within our recruiting technology to help our recruiters draft or personalize communications. These tools support administrative and communication tasks and are separate from the candidate evaluation performed through Alex.

Where AI Is Used in Our Recruiting Process

AI may be used at different stages of our recruiting process, depending on the role. Job postings for positions where AI-assisted screening may be used include a short AI statement and a link to this page.

When a candidate applies for a position, Alex may review the candidate's resume and evaluate it against criteria generated for that specific role. Candidates whose resumes meet the applicable criteria may be invited automatically to complete an AI-assisted interview. An invitation is a scheduling step, not a decision about a candidate's qualifications. Candidates who are not invited automatically are not rejected by Alex; their applications remain in consideration and available to our recruiting team for review. No candidate is removed from consideration by Alex.

During the AI-assisted interview, Alex asks questions related to the role and evaluates the candidate's responses. After the interview, Alex provides information and assessments to our recruiting team for review.

Recruiters use this information, along with other relevant candidate information, when determining whether to advance or present a candidate for further consideration.

What Alex Analyzes

Alex analyzes different information depending on the stage of the recruiting process.

For resume screening, Alex reviews information contained in a candidate's resume and evaluates it against criteria generated from the requirements of the specific role. Our recruiting team can review, add, remove or adjust these criteria and provide additional evaluation instructions.

For AI-assisted interviews, Alex analyzes a candidate's responses against criteria generated for the specific role, such as relevant experience, skills, qualifications and competencies. Alex provides scores and written assessments for individual criteria, as well as an overall interview assessment. Our recruiting team can review and configure these criteria based on the requirements of the role. 

By default, interview criteria are weighted equally. Our recruiting team may adjust the priority of individual criteria based on the requirements of the role.

Alex may also analyze interview activity and verification signals to identify potential outside assistance or fraud. As part of its fraud and outside-assistance detection, Alex may analyze video, audio and the interview transcript. For Verify, Alex may use email verification, phone verification, IP verification, LinkedIn information and resume matching. Fraud and verification assessments are separate from the candidate's interview score and are provided to our recruiting team for review. A fraud or verification indicator is reviewed by a recruiter before any action is taken on a candidate's application.

How AI Output Is Used

Alex provides our recruiting team with information such as resume and interview scores, written assessments, strengths and weaknesses, criterion-specific evaluations, and fraud or outside-assistance risk indicators. 

Recruiters may use this information alongside a candidate's resume, interview responses and other relevant information when evaluating next steps. AI output may inform decisions about whether to further review, advance or present a candidate for an opportunity.

AI-generated scores and assessments inform our recruiting process but are not the sole basis for decisions about whether to advance or present a candidate for further consideration.

Human Review and Decision-Making

AI supports our recruiting process, but people remain involved in candidate review and decision-making.

Candidates who are not automatically invited to an AI-assisted interview based on resume screening are not rejected by Alex and remain in consideration for recruiter review. Following an AI-assisted interview, a recruiter reviews the candidate's information and Alex's output before determining whether to advance or present the candidate for further consideration.

For positions where we are recruiting on behalf of a client, the client ultimately makes its own hiring decisions.

AI Interviews and Recording

Alex may conduct an initial AI-assisted interview as part of our recruiting process. These interviews allow candidates to complete an initial conversation on their own time without needing to coordinate schedules with a recruiter.

AI-assisted interviews are recorded and transcribed. Alex analyzes the candidate's responses against criteria related to the specific role and may provide the recruiting team with the recording, transcript, individual questions and responses, scores, strengths and weaknesses, and written assessments. 

Before participating in an AI-assisted interview, candidates are provided notice that the interview will be recorded and transcribed and that AI will be used to analyze their responses. Candidates are asked to consent to the recording and AI analysis before proceeding with the interview.

Alternative Process / Accommodations

Candidates who need an accommodation or prefer not to participate in an AI-assisted interview may request an alternative written screening process. Requesting an alternative will not negatively impact a candidate's consideration for an opportunity. 

For information about requesting an alternative screening process, see Candidate Notice and Alternative Process below.

Privacy, Data and Candidate Rights

AI-assisted interviews may generate and retain information including video and audio recordings, transcripts, interview questions and responses, evaluation criteria and scores, written assessments, strengths and weaknesses, and cheating, fraud or outside-assistance risk indicators.

Alex may also use verification information associated with a candidate's email address, phone number, IP address, LinkedIn profile and resume to help identify potential fraud or inconsistencies. These checks may include whether information has previously been reported in connection with fraudulent activity, appears in known data breaches, or is associated with VPN or proxy use. 

Access to this information is limited to authorized users involved in our recruiting process. We do not currently provide Alex-generated scores, reports, transcripts or recordings to our clients.

Candidate data in Alex is retained for the duration of our contract with Alex unless we or the candidate request that it be deleted. Candidates may request access to or deletion of their AI interview information by contacting us at ai-recruiting@objectivepartners.co. Deletion requests are completed within 30 days, and we instruct Alex to delete the information from its systems. We will respond to all requests in accordance with applicable law and our data retention and privacy practices.

When a candidate is deleted from Alex, Alex has represented that the candidate's data is permanently removed from its systems, including its backups, and that its cleanup process reaches out to applicable third-party infrastructure providers to destroy the candidate's assets.

Alex uses third-party service providers to support its platform, including providers for cloud hosting, database services, AI model processing, real-time audio and video, and content delivery. Alex publishes its current list of service providers in the Alex Trust Center.

According to Alex, candidate data is used only to provide its services and is not used to train, fine-tune, test, benchmark or otherwise improve AI models, whether Alex's models or those of its subprocessors.

Additional information about Alex's privacy, security and compliance practices is available through the Alex Trust Center.

Illinois Candidates

For positions based in Illinois, Objective Partners uses artificial intelligence in the recruiting process in accordance with applicable Illinois requirements, including the Illinois Human Rights Act and the Illinois Artificial Intelligence Video Interview Act.

AI Use and Notice

Alex by Apriora may be used to support candidate screening and evaluation as described on this page. Alex may review application materials and analyze interview responses against criteria related to the specific role. AI-generated information may inform our recruiting team's review of a candidate, but it is not the sole basis for determining whether a candidate is advanced or presented for an opportunity.

AI-Assisted Video Interviews and Consent

Before participating in an AI-assisted video interview, candidates are notified that artificial intelligence will be used to analyze the interview and are provided information about how Alex works and the general types of characteristics it uses to evaluate candidates.

The interview will be recorded and transcribed. Candidates must consent to the use of AI to evaluate the interview before proceeding. Candidates who do not consent will not be evaluated by Alex through an AI-assisted video interview.

Candidates who need an accommodation or prefer not to participate in an AI-assisted interview may request an alternative written screening process by contacting ai-recruiting@objectivepartners.co. Requesting an alternative will not negatively impact a candidate's consideration for an opportunity.

Deletion Requests

Illinois candidates may request deletion of their AI interview by contacting ai-recruiting@objectivepartners.co. We will complete applicable deletion requests within 30 days of receipt and will instruct applicable third parties that received copies of the interview to delete those copies, including electronically generated backup copies, as required by law.

New York City Automated Employment Decision Tool Information

For positions subject to New York City Local Law 144, Objective Partners may use Alex by Apriora as an automated employment decision tool in our recruiting process.

Bias Audit

Alex's AI Interviewer has been evaluated through an independent bias audit conducted by Warden Technologies, Inc.

Distribution Date: April 23, 2026
Independent Auditor: Warden Technologies, Inc.
Tool Audited: Alex AI Interviewer
Data Source: Warden purpose-built test dataset
Sample Size: 1,376

The audit evaluated scoring outcomes across sex, race/ethnicity, and intersectional sex and race/ethnicity categories and calculated scoring rates and impact ratios for the groups evaluated.

VIEW CURRENT NYC LOCAL LAW 144 BIAS AUDIT RESULTS

Candidate Notice and Alternative Process

Alex may be used to review candidate information and evaluate candidates against criteria related to a specific role, including relevant experience, skills, qualifications and competencies.

Candidates who need an accommodation or prefer not to participate in an AI-assisted screening process may request an alternative written screening process. Please contact us at ai-recruiting@objectivepartners.co to request an alternative.

Contact + Last Updated

If you have questions about our use of AI in the recruiting process, need an accommodation, prefer an alternative written screening process or would like to make a request related to your AI interview information, please contact us at ai-recruiting@objectivepartners.co.

Candidates may receive additional notices, disclosures or consent requests regarding our use of AI based on the requirements applicable to a particular role or location.

Last Updated: October 2026

This page is reviewed at least semiannually and may be updated as our recruiting processes, AI tools or applicable requirements change.