Terms

RoundWise conducts a structured first-round interview with candidates an organisation has already qualified, and produces a report containing scores against that role’s competencies, the transcript evidence behind each score, and an advisory recommendation.

It is an assistant to a hiring process, not the process. It does not source candidates, does not decide who is worth interviewing, and does not decide outcomes.

These are not settings. They are properties of the product, and they are the reason it is safe to put an AI in front of a candidate at all.

• It will not record a hiring outcome without a human. Any decision requires an authenticated recruiter, and is stored against their identity.
• It will not send a candidate an outcome automatically. No notification the system can send communicates a hire or reject decision.
• It will not start an interview without consent, and an invitation is not consent.
• It will not use video, a camera, or facial or emotion analysis.
• It will not ask a question grounded in a protected characteristic, or a proxy for one.
• It will not report a score it cannot evidence. Where there is no supporting quote, the competency is marked not assessed and flagged.

There is no self-serve sign-up. Recruiter accounts are provisioned, and access is by sign-in only. You are responsible for who at your organisation holds an account and for keeping those credentials secure. Tell us promptly if an account should no longer have access.

• Only invite candidates who have applied to you and whom you have qualified for the role.
• Keep the AI disclosure intact in any message you send. A candidate must be told the first round is conducted by AI before they click, not after.
• Honour a request for a human interview. The consent screen promises one, and the system notifies you when someone asks; that promise is yours to keep.
• Make the hiring decision yourself. The recommendation is advisory and must not be treated, presented, or automated as a decision.
• Do not use the service to evaluate anyone on a protected characteristic, or attempt to elicit one.
• Do not upload personal data the round does not need.

You decide who is interviewed and who is hired, so the obligations that attach to those decisions are yours. That includes telling candidates what you are doing with their data, having a lawful basis for processing it, honouring requests they make to you, and complying with the employment law that applies where you hire.

RoundWise is built to make those obligations easier to meet — the consent gate, the evidence trail and the audit log exist for exactly that — but meeting them remains yours.

The product is under active development and features change. Where a change affects how candidates are assessed or what is disclosed to them, the candidate-facing copy changes with it. We do not commit here to a specific uptime level; any such commitment would come from a written agreement rather than this page.

How candidate data is handled — what is collected, what is deliberately not collected, how long it is kept, and who else sees it — is set out on the privacy page.

Warranties, limitation of liability, indemnities, termination, fees and governing law are not addressed on this page. They allocate risk between two organisations and need to be drafted by someone qualified to do it rather than inferred from how the software behaves. Until they are, this page describes the product and its commitments; it is not a complete agreement.

If you are evaluating RoundWise and need contractual terms, get in touch and we will handle it properly rather than by web page.