AI assists. People decide.

1. What the AI is used for

The hiring company can use Reclyra's AI features to support the human review of an application. The analysis structures professional information from the CV and compares it with the job-related criteria set by the company.

Career history, education, certificates, skills and languages can be displayed with evidence from the document. The analysis also takes running text and different wordings into account; particular CV headings or a layout optimised for applicant tracking systems are not required.

The AI does not make any hiring or rejection decision. The final review and personnel decision lie with the responsible company and its responsible employees.

2. Which data is analysed

For the CV analysis, text is extracted from the submitted PDF or DOCX file. This text is transmitted to the AI service together with the criteria of the specific job. The analysis does not process embedded photos, voices or videos. Internal recruiting notes and interview conversations are not inputs to this analysis.

Certain recognised names and contact details from the application are removed from the extracted text before transmission. The text may nevertheless contain other personal information. Complete anonymisation is therefore not guaranteed.

For the analysis, we use Vercel AI Gateway with the model Claude Haiku 4.5 from Anthropic. Information about service providers, data transfers and data protection can be found in our privacy policy. For the specific application, the privacy notice of the hiring company also applies.

3. What the results mean

• Met (MET): The analysis has found evidence that meets the criterion in substance. The evidence must be checked by a responsible person.
• Not met (NOT_MET): The analysis has identified an explicit contradiction to the criterion and cites evidence for it. This indication may also be wrong or misleading and requires human review.
• Unclear (UNKNOWN): The information is not sufficient for a clear assessment. Missing evidence is not automatically treated as a missing skill. A review or follow-up question is required here.

Evidence refers to passages in the CV. Confidence values displayed are technical indications of the assessment and not an objective probability of personal suitability. The summary counts the criteria states; it does not replace an individual assessment.

4. Human review and correction

Authorised employees can view original documents, source references and analysis results. They can manually override criteria results with a justification. For traceability, Reclyra records, among other things, the model identifier, prompt and criteria version and the criteria corrections made.

The company must ensure that professionally suitable persons take into account the documents and the overall context, resolve uncertainties and decide independently. A personnel decision must not be derived solely from an AI result. Automatic hiring or rejections based on the analysis result are not intended for this feature.

5. Limits and possible errors

AI results may be wrong, incomplete or misleading. Unusual formatting, poorly legible documents, ambiguous dates or unusual career paths can lead to errors. Transferable skills may also be overlooked or assigned incorrectly.

A technically verified text passage does not guarantee that the model has correctly understood its meaning. Original documents and human review therefore remain decisive. Missing information must not lead to a negative assessment without further review.

6. Criteria and responsibility of the company

The hiring company sets the selection criteria. They must be relevant to the specific job, sufficiently clear and legally permissible. Protected or non-job-related characteristics must not be used as selection criteria. This concerns in particular ethnic origin, sex, religion or belief, disability, age and sexual identity as well as irrelevant information on political opinions or trade union membership.

Freely uploaded CVs may contain such information. The technical analysis does not replace a review of the permissible criteria or measures against discrimination. Inferring sensitive characteristics, emotion recognition and personality diagnoses are not part of the intended purpose of this feature.

The company remains responsible for the legal basis, informing the data subjects, authorised access, the retention period and the human decision. It must also carry out the data protection, co-determination and AI law assessments required for its use. A final human decision does not remove these requirements.

7. Questions about an application and data subject rights

If you have questions about a specific application or about incorrect information, please contact the hiring company. You can find its contact details in the privacy notice on the application form. There you can point out incorrect analysis results and ask for a human review.

Subject to the statutory requirements, there are in particular rights of access, rectification, erasure, restriction of processing and objection. Reclyra supports the company in handling these as a technical processor. Information on Reclyra as a platform provider is available in the privacy policy.

8. Reporting technical errors

Recruiting teams can report technical errors or recurring problems with the analysis to our support. Please initially send a short description of the error and no complete application documents by email.

Information on data protection and on reporting security problems can be found on our security page.