How We Use AI in Hiring

Effective October 7, 2026 · Notice version 2026-10-07.2 (Instant Matching clarified)

Applies to: everyone who applies through the Premier Staff candidate application portal (the "RecruitGenie" Platform). This page is the plain-language notice we point to from the application form, and it carries the state-specific notices listed in Section 6. It forms part of our Candidate Privacy Policy and Candidate Terms of Service.

1. What the AI does

Every applicant records short video answers to a few interview questions. Then:

Transcription. A speech-to-text service turns what you said into text.
Answer review. An AI model reads the transcript, together with the position and city you applied for and any résumé you added, and rates how well your answers fit the role: relevant experience, clear communication, and the hospitality mindset the role needs. It writes a short reason for its rating.
Setup and presentation review (with your consent). If you consented on the application form, the same model also looks at a small number of still frames from your video to check whether you followed the interview setup we ask for before you record: a quiet, well-lit spot; seated and upright; dressed as you would for a shift; speaking at an audible, steady pace; engaged with the camera. It rates only those observable things and writes a one-line reason. We ask for this because it is the same thing a client expects on the day of an event.
Recommendations (Instant Matching). If you turned on Instant Matching, the system uses the same ratings to suggest other open roles you could fit, now and as new positions open, and recruiters can find you by the skills and experience you described in your interview. If you kept it off, your interview is used only for the positions you applied for. If you applied before October 7, 2026, you were not asked; you remain in our candidate pool for current and future placement opportunities, as the policy you accepted described, and you can turn this off at any time by emailing us.

The ratings and reasons appear next to your application in our recruiting tools. A person on our recruiting team watches every video and makes every decision. No application is advanced, declined, or filtered by the AI alone, and there is no score threshold in our systems that decides an outcome.

2. What the AI never does

It does not use or infer race, ethnicity, religion (including religious dress or hair), sex, age, disability, accent, or national origin, and it is instructed to ignore them if they are visible or audible.
It does not identify you by your face or voice. No face geometry, faceprint, or voiceprint is created or stored. The setup-and-presentation review looks at the room, your posture, your clothing, and your audibility, not at who you are.
It does not use your ZIP code, address, or location as a factor in any rating. Your ZIP code is used only to show you roles near you.
It does not make the decision. See Section 1.

3. Human review, and how to ask for it

A recruiter reviews your video before any decision. If your application is declined and you would like to know the reasons, correct information we relied on, or have a different person review the decision, email support@premierstaff.com with the name and mobile number you applied with. We respond to these requests for every applicant, wherever you live.

If you cannot meet the interview setup described in Section 1 — for example because of a disability or your living situation — email the same address and we will arrange an alternative way to apply, such as a phone or in-person conversation. Asking does not affect how your application is considered.

4. Your choices

Consent on the application form. One box, ticked before you apply, covers the Terms, how we contact you, and the AI review of your video; the full statement is one tap away on the form. The exact wording you agreed to, its version, the date and time, and your device are kept in our consent records (Privacy Policy, Section 2).
Video deletion within 30 days. Email us at any time and we delete your video and every copy (including at our video vendor) within 30 days of your request. Your application, transcript, and ratings stay on file unless you also ask us to delete them (Privacy Policy, Section 9).
Instant Matching (optional). On the application form you choose whether to turn on Instant Matching. When it is on, we use your interview, transcript, ratings, and outcomes to match you to other open positions as they open and to improve our own matching and evaluation models. When it is off, your interview is used only for the positions you applied for. It is off unless you turn it on, your application is considered the same way either way, and you can turn it off at any time by emailing us. Only Premier Staff uses it; it is never sold, and the AI vendors that process your video are contractually barred from training on it.
Your privacy rights (access, correction, deletion, portability, and others depending on where you live) are described in the Privacy Policy, Section 9.

5. Retention

Our full retention schedule is in the Privacy Policy, Section 8. In short: your candidate file is kept for 10 years from your last interaction with us, your video for 5 years from your last interaction (or within 30 days of your deletion request), and no biometric identifiers are created. De-identified data used to improve our models is kept without a time limit and is never re-identified.

6. Notices for specific places

We apply one standard everywhere, which meets or exceeds each of the laws below. Where a law asks for a specific notice, it is here. We determine which notices apply from where the job is based and from the ZIP code you give us, whichever is stricter.

6.1 New York City (Local Law 144 of 2021). For positions based in New York City, an automated employment decision tool is used to help assess the qualifications and characteristics described in Section 1: relevance of experience, clarity of communication, hospitality mindset, and adherence to the interview setup. The tool assists recruiters; it does not replace their judgment. Our data retention policy is in the Privacy Policy, Section 8. Bias audit: an independent bias audit of the tool is being commissioned, and the summary of results and its distribution date will be published on this page. Until the summary is published, the setup-and-presentation review in Section 1 is not applied to positions based in New York City. You may request an alternative selection process or a reasonable accommodation by emailing support@premierstaff.com.

6.2 Illinois (Artificial Intelligence Video Interview Act). For positions based in Illinois: before you record, we tell you that AI may be used to analyze your video and consider your fitness for the position; this page and the form explain how the AI works and the general characteristics it uses (Section 1); and you consent on the application form before you record. We share your video only with people whose expertise or technology is needed to evaluate you. On your request we delete the video and all copies within 30 days and instruct anyone we shared it with to do the same. Consistent with the Illinois Human Rights Act, we do not use ZIP codes as a factor in any AI rating.

6.3 Colorado (Colorado Artificial Intelligence Act). For Colorado residents: we use an AI system of the kind the Act calls high-risk to help inform hiring decisions. Its purpose and the characteristics it rates are described in Section 1. If a decision is adverse to you, you may request the principal reasons, correct any personal information used, and appeal for human review (Section 3). We maintain a risk-management program and impact assessment for the system, and this page is our public statement of the AI systems we use in hiring.

6.4 California (CCPA/CPRA and the automated decision-making regulations). For California residents: this page is our pre-use notice. It explains how the technology works (Section 1), the personal information it uses (your transcript, application details, and, with your consent, still frames), the outputs it produces (ratings and written reasons), and that a person makes every decision. You may ask for human review of any decision and exercise the rights in the Privacy Policy, Section 9, including the right to limit the use of sensitive personal information.

6.5 Maryland. We do not use facial recognition technology during interviews, so no facial-recognition consent waiver is requested.

6.6 México. Tu video de entrevista y su evaluación son datos personales sensibles conforme a la Ley Federal de Protección de Datos Personales en Posesión de los Particulares. Obtenemos tu consentimiento expreso en la pantalla de grabación, en español, y nuestro Aviso de Privacidad describe tus derechos ARCO.

7. Changes to this notice

We update this page when the way we use AI changes, with a new version number and effective date. Material changes are also reflected in the consent shown on the application form, so what you agree to is always the current version.

8. Contact

Premier Staff
Attn: Candidate Support / AI Notice
Email: support@premierstaff.com