Fuzu AI System Information

Fuzu uses artificial-intelligence and machine-learning technologies ("AI Systems") within the Service to support recommendations, candidate-to-opportunity matching, ranking and prioritisation of opportunities, personalisation, content moderation and abuse detection, and platform improvement.

The Service relies primarily on rule-based, expert-defined logic. Where statistical or machine-learning components are used — for example in ranking weights or relevance scoring — they operate on transparent inputs (the profile and listing attributes you and employers declare) and produce outputs that can be interpreted by reference to those inputs. This page explains how those systems work, the main parameters they use, and your rights in relation to them. It complements Section 7 of the Service Terms and Section 7 of the Privacy Policy.

The AI Systems operated by Fuzu within the Service comprise the following functional components:

• Candidate-to-opportunity matching: a machine-learning model that matches the attributes on a Candidate's profile (skills, experience, education, languages, location) and the Candidate's stated interests and preferences (the jobs or career goals that interest them) against the attributes of an Employer's job advertisement (required and preferred skills, experience level, location, salary range, work arrangement), to identify opportunities likely to be relevant to a Candidate and Candidates likely to be relevant to an opportunity.
• Ranking and prioritisation: a rule-based, expert-defined algorithm that scores matches based on the overlap of declared attributes between a Candidate's profile and an Employer's job advertisement. Rankings are presented to human users; they are not used to remove Candidates or opportunities from view.
• End-user support tools: large-language-model-based tools that help with core tasks — from profile creation (analysing a CV you upload to draft a profile) to career coaching (support with job hunting or career planning) and Employer campaign creation (from a chat-based interview or an uploaded job description).
• Recommendations and personalisation: surfacing opportunities, learning content, and platform notifications based on your declared preferences and recent activity.
• Content moderation and platform integrity: detecting policy violations (such as misleading job advertisements, impersonation, or abusive content) using rule-based and analytics-based signals. Final removal and account-action decisions involve human review (see Service Terms Section 7.3).
• Search and discovery: keyword and semantic search of opportunities, content, and — with the appropriate visibility controls — Candidate profiles by Employers.
• Operational support: spam, fraud, and abuse detection; performance monitoring; and analytics.

In accordance with Article 5 of the P2B Regulation (Regulation (EU) 2019/1150) and our wider transparency commitments, the main parameters that determine how opportunities and Candidates are ranked and matched are:

• Declared profile attributes — the skills, experience, education, languages, and location on a Candidate's profile.
• Stated preferences and career goals — the roles, locations, and career directions a Candidate has indicated interest in.
• Employer-defined criteria — the required and preferred skills, experience level, education, languages, location, salary range, and work arrangement set out in a job advertisement.
• Attribute overlap — the degree of match between the declared Candidate attributes and the Employer's criteria, scored by transparent, expert-defined rules.
• Activity signals — for recommendations, your assessments, application history, and recent platform activity may also influence what is surfaced to you.

Rankings are presented to human users for their consideration and are never used to silently remove Candidates or opportunities from view. The logic is interpretable by reference to the declared inputs above. Crucially, our matching does not produce scores, predictions, or evaluations about you as a person — it does not predict your performance at work, reliability, behaviour, or suitability. It matches the structured attributes that you and employers declare.

Fuzu's AI Systems are designed to support — not replace — decisions made by people. The Service matches, ranks, and surfaces information; it does not autonomously screen or filter applications, evaluate Candidates, or take a recruitment decision. Filtering, selection, and the decision to hire remain under the control of the Employer.

Fuzu does not make decisions about you based solely on automated processing that produce legal or similarly significant effects, in the course of providing the core recruitment and career-platform functionality of the Service. Final hiring, engagement, promotion, performance, and termination decisions are made by Employers, recruiters, workforce clients, or other authorised parties.

Where Fuzu itself uses an AI System to make or materially influence a platform-level decision about you (for example, account suspension, listing removal, or eligibility for a workforce opportunity), we provide human review of decisions that would significantly affect you.

We have assessed our AI Systems against the EU AI Act (Regulation (EU) 2024/1689). Recruitment-related uses can fall within Annex III, point 4 of the AI Act, so we have considered whether our systems are "high-risk".

Because our AI Systems perform narrow, procedural, and preparatory tasks that support recruitment and career-development decisions taken by people, operate on transparent, declared inputs, and do not autonomously make or materially influence the outcome of those decisions, we consider that — by application of Article 6(3) of the AI Act — they are not currently classified as high-risk AI systems under Annex III. In particular, our matching and ranking do not profile you within the meaning of Article 4(4) of the GDPR: they do not analyse or predict personal aspects such as your performance, reliability, or behaviour.

Regardless of this classification, we comply with the obligations of the AI Act that apply to all AI systems (in particular the transparency obligations in Article 50 and the AI-literacy obligation in Article 4), with the GDPR (including Article 22 in respect of any solely-automated decisions), and with the equivalent provisions of the data-protection laws of the countries where we operate. We keep a documented internal record of this assessment, which we make available to competent supervisory authorities, auditors, and business customers on request and subject to appropriate confidentiality.

Where the Service includes a feature that involves direct interaction with an AI System (such as an AI-assisted CV-drafting tool or a conversational assistant), we inform you of the AI nature of the interaction at the point of first use, except where it is obvious to a reasonable user. AI-generated content surfaced through the Service is identified as such where required by law, and we review watermarking and content-provenance measures as standards in this area develop.

The Service does not include emotion-recognition or biometric-categorisation systems, and does not generate or manipulate deepfakes in its ordinary operation.

In line with Article 4 of the AI Act, Fuzu maintains an AI-literacy programme appropriate to the role of our personnel. It covers how the Service's AI Systems operate, their limitations and risks, our policies on responsible AI use and human oversight, and escalation pathways for issues identified in use. The programme is delivered at onboarding and refreshed at least annually, with additional sessions for personnel who directly configure or use the AI Systems.

You have a range of rights in relation to the AI Systems and the personal data they use, described in full in Section 13 of the Privacy Policy. In particular:

• You can object to processing carried out on the basis of our legitimate interests, including the operation of our recommendation and matching features, and to the use of your data for AI and machine-learning development.
• You have the right not to be subject to a decision based solely on automated processing that produces legal or similarly significant effects, and — where automated processing supports a decision — the right to obtain human intervention, to express your point of view, and to contest the decision.
• As a voluntary commitment, where a decision made through the Service significantly affects you and is based wholly or in part on the output of an AI System, you can request a clear and meaningful explanation of the role of the AI System and the main parameters and types of input relied upon (Service Terms Section 7.4).

Employers and other Business Users may, in their own operations, combine outputs from the Service with their own systems, models, or processes. Where such a combination results in a combined system that meets the definition of a high-risk AI system under the AI Act, the Employer or Business User becomes a deployer (and, where applicable, a provider) of that combined system and is responsible for its own obligations under the AI Act and applicable law. This allocation is recorded in Section 7.2 of the Service Terms. Fuzu provides the information necessary for an Employer to understand how the Service operates so that it can carry out its own assessment.

This information reflects how our AI Systems work at the date above. We review our AI Systems and this assessment on an ongoing basis and at least once a year, and we re-assess whenever we introduce materially new AI features or where the applicable law or guidance changes. Where our position changes, we update this page and the relevant sections of the Service Terms and Privacy Policy.

If you have questions about how Fuzu uses AI, or you want to exercise any of the rights described above, you can contact our Data Protection Officer at privacy@fuzu.com or through www.fuzu.com/contact.