Responsible business statement

Purpose and status

This statement describes HireHint’s responsible-business expectations for its product, people, suppliers, and customers. It is not presented as a statutory modern-slavery statement for a threshold or jurisdiction that has not been established.

hirehint LLC is an early-stage Virginia limited liability company. The controls below are intended to grow with the company and should be reviewed against applicable employment, human-rights, procurement, and reporting duties before external operations expand.

Core principles

• Respect human dignity, lawful work, freedom of movement, and freedom from forced labor, trafficking, child labor, harassment, and unlawful discrimination.
• Use recruiting and employee information only for a legitimate, disclosed, proportionate, and authorized purpose.
• Keep people responsible for consequential employment decisions and provide meaningful review of AI-assisted output.
• Provide a safe route to raise concerns without retaliation.
• Choose suppliers and product partners through documented security, privacy, resilience, and responsible-use review.

Responsible use of HireHint

Customers must not use HireHint to facilitate forced labor, trafficking, unlawful surveillance, discriminatory screening, deceptive recruitment, retaliation, harassment, or another violation of a person’s employment or human rights.

A permission, filter, AI suggestion, export, integration, or automation does not authorize an unlawful purpose. Customers remain responsible for the criteria, evidence, notices, accommodations, appeals, and human decisions in their workflows.

AI and people decisions

• Define the permitted purpose, affected people, input data, output, decision role, and human owner before activating an AI-assisted use.
• Minimize sensitive inputs and prevent protected characteristics from becoming unjustified decision criteria.
• Test for relevance, quality, explainability, accessibility, and disproportionate impact appropriate to the use and jurisdiction.
• Allow an authorized person to review evidence, challenge an output, correct context, and stop or reverse a supported action.
• Do not represent a generated score, summary, ranking, or suggestion as a fact or as the sole basis for a consequential decision.

Suppliers and service partners

Before a supplier is approved for production customer data or a material operating function, HireHint should review its legal identity, service purpose, locations, security, privacy, labor and human-rights expectations, subcontracting, incident process, continuity, deletion, and contract terms.

The current public subprocessor registry is intentionally empty. No provider is treated as approved merely because its integration, dependency, environment option, or trial exists.

HireHint workplace expectations

• Lawful employment terms and voluntary work.
• Equal opportunity and reasonable accommodation consistent with applicable law.
• No retaliation against a person who raises a concern in good faith.
• Access to personal information limited to a documented business need.
• Appropriate training for people who manage access, suppliers, security, support, or AI-assisted workflows.

Customer expectations

• Provide accurate employer and opportunity information and do not use deceptive or exploitative recruitment practices.
• Assign only the access, scopes, confidential-data permissions, and integrations a person needs.
• Review candidate and employee data sources, retention, exports, communications, and automated tools for legality and proportionality.
• Investigate reported misuse and preserve relevant evidence without exposing unrelated people.
• Cooperate with justified protective restrictions or remediation when HireHint identifies material abuse or risk.

Raising a concern

Use HireHint Support to report suspected product misuse, exploitation, trafficking, forced labor, unlawful discrimination, retaliation, supplier misconduct, or another responsible-business concern. Reports should be routed to an owner independent from the alleged conduct where practical.

HireHint should protect confidentiality to the extent reasonably possible, preserve relevant evidence, restrict access to the investigation, document the outcome, and prohibit retaliation for a good-faith report.

Response and remediation

• Triage the immediate risk to people, data, and evidence.
• Restrict a feature, account, integration, supplier, or access path when necessary to prevent harm.
• Investigate with appropriate independence and document facts, decisions, and affected parties.
• Remediate the underlying product, process, access, supplier, or contractual weakness.
• Notify an affected party or authority when required and safe to do so.

Governance and annual review

The responsible-business owner should review this statement at least annually and after a material product, supplier, workforce, jurisdiction, or incident change. The review should consider reported concerns, supplier findings, product misuse, corrective actions, training, and whether a formal jurisdiction-specific statement is required.

Any future statutory statement should identify the approving body, approval date, reporting period, required signature, organization structure, supply-chain facts, risk assessment, effectiveness measures, and publication location. Those facts should not be invented in advance.