How we use AI
AI assists the people hiring. It never decides.
Plumb's AI drafts and summarises to save time. An organisation can also switch on advisory ranking, which suggests an order for the review queue — but never selects, rejects, or filters anyone. Every AI action is logged and auditable.
What AI does
Plumb uses AI for drafting and summarising: job descriptions, application summaries, interview question suggestions, rejection feedback drafts, translation, and process summaries. Every AI output is reviewable and editable by a human.
What AI never does
Whichever features an organisation switches on, Plumb does not use AI to reject, advance, or invite a candidate, to filter or auto-shortlist anyone, to apply a cut-off or pass mark, or to make a hiring decision. AI does not see or use demographic data for any purpose. A person reviews and decides every candidate.
Advisory AI ranking (off by default)
An organisation can choose to switch on advisory AI ranking. When it is on, AI suggests an order for the review queue based on the role's own scoring rubric, with a confidence level and a trace of the evidence used. It is a starting order, not a verdict: every candidate stays visible, reviewers can re-sort to a neutral order at any time, and a person decides each one.
Advisory ranking runs only on anonymised application evidence and the role rubric — never on names, contact details, or demographic data — and every run is logged. It is off unless an organisation deliberately turns it on, and where it is used, candidates are told.
Regulatory stance
EU AI Act: recruitment and candidate-evaluation AI can fall within high-risk employment uses. Plumb is designed around human oversight, transparency, audit logs, and no automated selection — advisory ranking orders a queue for people to review and never decides.
NYC Local Law 144: where an organisation enables advisory ranking, it remains responsible for the applicable bias-audit and candidate-notice obligations. Plumb keeps ranking off by default, treats notice and auditability as baseline, and keeps human discretion central.
Colorado AI Act: Plumb keeps candidate-affecting decisions with the employer and keeps records that support notices, reviews, and impact assessment work.
Illinois: Plumb does not allow AI to make discriminatory employment decisions, and AI use is visible rather than hidden.