Legal & procurement FAQ

Does Stori make hiring decisions?

No. Because surfacing and organizing information can influence a decision, Stori is designed for transparency, auditability, and human review regardless — but it does not autonomously determine employment outcomes and has no auto-reject path. Selection is the employer's.

Does Stori rank candidates?

It orders evidence, not people by predicted performance: candidates for whom stronger, more checkable role-relevant evidence exists appear with that evidence, against the employer's stated criteria, fully reviewable. If A appears above B, it means A presented more reviewable role-relevant evidence — not that A will outperform B.

Is Stori an AEDT / high-risk AI system / ADS?

Classification depends on the jurisdiction and on how an employer deploys it — several regimes turn on the deployer's use, not the vendor's label. Stori's position is to design to the regulated standard rather than argue for an exemption, and to give employers the artifacts their classification analysis and resulting duties require. The regulatory mapping on the trust center hub covers each regime.

Does “human in the loop” protect us legally?

We don't market it that way, and you should be skeptical of vendors who do — that defense is being actively tested in litigation. What Stori provides is a review process that is demonstrably meaningful: source-linked outputs, genuine override with a captured record, and stated confidence — the substance oversight requirements actually ask for.

Is Stori trained on our hiring data?

Stori does not train on hired / not-hired outcomes — yours or anyone's. Candidate evaluation is performed per candidate from their own interview and materials, not learned from historical selection decisions.

Does Stori process biometric data?

Stori reads the content of what a candidate says — the transcript. It does not perform biometric identification or verification, and does not generate facial templates or voiceprints as scoring inputs.

Does Stori collect or infer demographic data?

It does not collect demographic data today and does not infer it — ever — from names, photos, voices, or geography. Planned bias monitoring uses voluntary self-identification, stored separately from all scoring inputs and invisible to employers. Details in the bias risk assessment.

Who owns the candidate profile?

The candidate. A Stori profile is candidate-owned, portable evidence — not a reusable accept/reject verdict that follows a person from employer to employer. Each employer reads the evidence against their own role.

Can interview recordings be deleted?

Yes — on request, recordings can be deleted within the windows applicable law requires, including backup copies held by Stori (e.g., the 30-day window under the Illinois AI Video Interview Act).

What artifacts can you give our compliance team?

The working set: a plain-language account of the system's logic and limitations (this trust center), the categories of inputs and outputs, the testing methodology and its dated results as they run, retention and logging capabilities (immutable run logs — model version, inputs, outputs), and structured per-candidate output an independent auditor can compute selection rates from. Enough to support a DPIA, an impact assessment, or a bias audit, whichever your regime calls for.

What does the candidate see and consent to?

Candidates build their own profile and take their own interview, knowingly — this is a candidate-initiated product, not silent screening. Where an employer's process requires AI-use notice, explanation of what is assessed, or consent before analysis, Stori supports each with plain-language content.

What about candidates who need accommodations?

Candidates who need an adjustment to complete an interview — extra time, restarts, or an alternative format — can request one at support@onestori.com, stated in the interview screen before they start. Evaluation never scores speech delivery, only the substance of what is said. Employers remain responsible for reasonable accommodation within their own processes, and Stori's design supports rather than replaces that duty.

What happens to candidates who aren't advanced?

Stori supports employer compliance with applicable notice, explanation, correction, review, and adverse-action obligations. Those obligations vary by jurisdiction and remain the employer's responsibility — Stori's source-linked outputs make the explanations answerable.

Has Stori been independently audited?

Not yet, and this page will say so until it has. Where an employer's use triggers an independent bias-audit requirement, Stori provides the structured data the auditor needs, and our own testing program — scope, methods, and dated results — is published in Validation & testing and the Bias risk assessment. We state testing exactly as it stands, nothing beyond it.