AI may assist the work. It does not decide the person.

Last reviewed: August 2026

This notice explains the intended safeguards for AI-supported features. It should be read with our privacy notice and candidate data page. The EU’s guidance on AI Act transparency obligations informs our commitment to clear notice where people interact with or receive content from relevant AI systems.

What AI may be used for

• Drafting concise CV, LinkedIn, application and interview wording from candidate-approved facts.
• Structuring a Career Storyboard entry or Evidence Bank record.
• Generating practice questions and coaching prompts for an Interview Studio session.
• Suggesting a field-mapping preview when a candidate imports an approved template.
• Helping a candidate identify questions, gaps or next actions for human review.

AI-generated suggestions will be presented as suggestions. Candidates and consultants retain responsibility for reviewing facts, context, tone and suitability before use.

What AI must never do

• Assess or infer protected characteristics, including health, disability, ethnicity, religion, political views, sexuality, age or other sensitive traits.
• Score employability, decide whether someone is suitable for work, or create a personality or risk score.
• Rank, reject or recommend candidates to employers as an automated hiring decision.
• Auto-apply, auto-send messages or auto-reply on a candidate’s behalf.
• Auto-update a Job Tracker from email without the candidate’s review and approval.
• Train external or general models on candidate data without a separate agreement, clear notice and an appropriate legal basis.

Data minimisation and human review

AI features should receive only the minimum relevant text for the requested task. Entries marked private are excluded. Where an AI provider is used, we will assess its role, contract, security, data location and retention controls before launch. We will maintain an activity record covering the feature, input source, time, output state and candidate decision where appropriate.

People remain in control: a candidate can edit, reject or use a manual route instead of an AI-supported feature. Consultants review service material; employers do not receive AI-generated candidate assessments because the service does not create them.

Opting out

AI assistance is optional for candidate-facing drafting and reflection features. You may opt out by choosing the manual route, disabling the relevant feature where available, or contacting info@gaeltalentbridge.in. Opting out will not prevent us from delivering non-AI parts of a requested service, although a particular optional feature may be unavailable without it.

Before any significant launch

We will complete a Data Protection Impact Assessment before large-scale AI or email processing goes live, and revisit it when the processing changes. The Data Protection Commission’s DPIA guidance describes when and how organisations should assess high-risk processing. We will also test privacy controls, bias risks, security, user comprehension and the approval flow before deployment.

Owner to confirm: the selected AI provider, contractual terms, data-hosting location, retention settings, human-review roles and final opt-out implementation before any AI feature is launched.