JobMojito produces assistive output for hiring workflows. Interview scores, transcripts, summaries, pre-screening results and reports are decision-support material — inputs for a qualified human, not decisions in themselves.
This page states the obligations that come with driving JobMojito from an AI agent. They are not optional extras: employment decisions are a designated high-risk category under the acceptable-use policies of every major AI provider whose clients can connect to this server, and under regulations including the EU AI Act and a growing number of US state and municipal hiring laws.
The two obligations
1. A qualified human reviews before any decision is final. No candidate is advanced, rejected or finally ranked by the platform. A person with relevant expertise must review AI-generated content before it informs or finalises an employment decision. Build your workflow so that a human sees the transcript and analysis and makes the call.
2. Candidates are told AI is used. Anyone being assessed must be informed that AI is part of the process — at minimum at the start of each session. JobMojito surfaces this in the candidate experience, and your own careers pages, invitation emails and job postings should say so too. Where local law requires explicit consent, obtain it before the interview begins.
What this means when an agent is driving
An AI agent connected over MCP can create interviews, invite candidates and read results. That makes it easy to build a pipeline with no human in it. Don’t.
Appropriate agent use
- Drafting and configuring interviews for a recruiter to review and publish.
- Registering candidates a recruiter has already selected.
- Retrieving, summarising and comparing results for a human to evaluate.
- Generating reports that a hiring team reads and discusses.
- Answering questions about the platform, credits, or a position’s setup.
Not appropriate
- Automatically rejecting, advancing or ranking candidates without human review.
- Presenting a JobMojito score as a hiring decision, or as an objective measure of a person’s ability.
- Inferring emotional state, personality traits, health, disability or protected characteristics from a candidate’s voice, face or wording.
- Using interview recordings to build biometric identification datasets.
- Screening on criteria that are proxies for protected characteristics.
If you write prompts or agent instructions on top of these tools, do not instruct the model to make the final call. Ask it to prepare a recommendation with its reasoning and the underlying evidence, and to state plainly that a human must decide. Agents follow the framing they are given.
Language to reuse
For candidate-facing material:
This interview is conducted with an AI interviewer. Your responses are recorded and analysed to produce a summary for the hiring team. A member of the hiring team reviews the results — no decision about your application is made automatically. You can request a human alternative by contacting us.
For agent system prompts:
JobMojito scores, transcripts and reports are decision-support material, not hiring decisions. Never describe a candidate as accepted, rejected or finally ranked. Present findings with their evidence and note that a qualified human must review before anything is decided.
The MCP server ships this framing in its own instructions, so a connected model receives it automatically — but that does not override how you prompt the model.
Fairness and record-keeping
- Apply the same process to every candidate for a given role: same questions, same rubric, same review.
- Keep the human decision auditable. Record who reviewed what and when — several jurisdictions require you to be able to show this.
- Offer an alternative. Candidates who cannot or prefer not to use an AI interview should have another route, and asking for it must not disadvantage them.
- Watch for drift. Review outcomes periodically for disparate impact across demographic groups. JobMojito gives you the transcripts and scores to do this; the analysis is your responsibility as the employer.
Who is responsible for what
JobMojito is a processor: we run the interview and produce the analysis on your instructions. You — the employer or agency operating the account — are the controller, and you decide how the output is used. The lawful basis for processing, the candidate notice, the human review step and the outcome are yours. See Data & privacy for the data-flow detail.
