AI Bias & Fairness

This page explains Wigiwork's high-level approach to fairness, bias risks, performance review, human oversight, and applicable audit or transparency requirements for relevant automated systems.

It is intended to help candidates, employers, recruiters, agencies, and other users understand:

• how Wigiwork approaches fairness reviews;
• the limits of automated outputs and fairness assessments;
• the responsibilities of employers and other hiring parties; and
• rights or compliance obligations that may apply under relevant law.

The systems, reviews, and legal requirements applicable in a particular situation may vary according to the feature, intended use, configuration, location, deployment context, and parties involved.

This page is not legal advice, a certification, or a representation that the same audit, assessment, or legal requirement applies to every Wigiwork system or use case.

This fairness summary applies to relevant automated systems described in AI Systems & Recommendations that support professional discovery, candidate evaluation, or employer-facing results, including systems used for:

• candidate-job matching and recommendations;
• professional sourcing, outreach matching, and job-requirements checks;
• Discovery Search ordering and ranking;
• recommendation and shortlist views;
• profile structuring, Wigi Highlights, and other automated profile explanations; and
• Wigi AI outputs where they support candidate explanation, recommendation, or evaluation.

The relevance of this page to a particular system depends on its intended purpose, configuration, deployment context, and use.

Profile Strength is a profile-completeness indicator reflecting the completeness, usefulness, and consistency of profile information. It is not an assessment of professional ability, employability, qualifications, experience quality, salary value, identity, or suitability for a role.

Wigiwork reviews relevant automated systems for fairness, performance, and potential bias using measures appropriate to the system, intended use, deployment stage, available information, and applicable legal requirements.

Where legally permitted, technically feasible, and supported by appropriate data, reviews may consider:

• whether outputs produce unfair or unjustified differences across relevant groups;
• whether information, features, or proxy effects may create material bias risks;
• accuracy, consistency, robustness, and limitations of relevant outputs;
• how human oversight and user practices affect outcomes; and
• whether corrective, monitoring, or risk-reduction measures are appropriate.

The timing, scope, methodology, and frequency of a review may vary according to the system, its use, material changes, identified risks, available data, and applicable law.

Where applicable law requires Wigiwork to obtain an audit or independent assessment, or to disclose assessment information, Wigiwork will meet those requirements.

A fairness review does not guarantee that a system is free from every bias, error, proxy effect, inaccurate output, or unjustified difference.

Where verification status is used as a signal, relevant reviews may consider whether access to or completion of verification creates unjustified differences, proxy effects, accessibility concerns, or other material fairness risks.

Wigiwork does not intentionally use protected characteristics as ranking, matching, recommendation, shortlist, or visibility factors. Wigiwork-controlled direct identity fields are not intentionally used to assess professional suitability or rank candidates. Relevant company identifiers may be used to apply Hide From, employer-conflict protections, and other privacy or access restrictions.

Identity-verification documents, selfie or liveness captures, and biometric verification material are not used as ranking, matching, recommendation, shortlist, or visibility factors.

Protected characteristics may include:

• sex or gender;
• race or ethnicity;
• age;
• disability;
• nationality or religion;
• sexual orientation; and
• other characteristics protected by applicable law.

Wigiwork-controlled direct identity fields may include names, direct contact information, real photos, and hidden employer-name information.

Verification status is separate from the underlying verification documents and biometric verification material. Where permitted by applicable law, Wigiwork may use successful verification status as one of several trust or authenticity signals affecting profile presentation, Discovery, ranking, recommendations, or shortlist views.

Even where those fields are not intentionally used, automated systems may still reflect indirect correlations, proxy effects, inaccuracies, or patterns arising from professional information, job criteria, user-provided data, or the way employers use an output.

Wigiwork reviews relevant risks where appropriate but does not guarantee that every bias, indirect difference, proxy effect, or discriminatory misuse will be prevented.

Employers, recruiters, agencies, and other users must not use automated outputs to infer protected characteristics or make unlawful discriminatory decisions.

Wigiwork carries out reviews required by applicable law and may also review a relevant automated system:

• before or during deployment where appropriate;
• after a material change to the system, intended use, or relevant information;
• when monitoring, complaints, incidents, or identified risks indicate that further review may be appropriate; or
• at another time or frequency required by applicable law.

The scope and timing of a review may depend on the system, use case, deployment stage, available data, identified risks, and applicable legal requirements.

Where applicable law requires Wigiwork to obtain an audit or independent assessment, or to disclose assessment information, Wigiwork will meet those requirements.

Nothing on this page represents that an independent assessment has been completed, published, or is legally required for every Wigiwork system or use case.

Where an employer or employment agency uses Wigiwork functionality in a manner that qualifies as an automated employment decision tool under New York City Local Law 144, that use must meet applicable requirements, including:

• an independent bias audit completed within the required period before use;
• public availability of required audit information;
• advance notices and disclosures to affected candidates or employees; and
• other obligations concerning the employer's or employment agency's particular use of the tool.

Applicability depends on the relevant functionality, employment decision, location, configuration, and manner of use. Not every Wigiwork feature or use case is necessarily an automated employment decision tool under that law.

Wigiwork may provide information reasonably available to support applicable compliance. Employers and employment agencies remain responsible for determining whether the law applies to their use, publishing or providing required information and notices, and satisfying their own legal obligations.

Nothing on this page represents that Local Law 144 applies to every Wigiwork system, employer, employment agency, candidate, employee, or use case, or that a particular audit has been completed unless Wigiwork expressly states otherwise.

Employers make final hiring and employment decisions. Wigiwork's automated sourcing, matching, and requirements checks can affect which professionals are invited, which jobs or profiles are presented, and whether an initial job-specific outreach share proceeds. Wigiwork remains responsible for the obligations applying to its own processing.

Employers, recruiters, agencies, and other responsible hiring parties must:

• independently review relevant information and automated outputs;
• apply appropriate human oversight;
• assess candidates fairly and in context;
• investigate potential errors or unfair outcomes where appropriate; and
• comply with applicable employment, equality, anti-discrimination, privacy, AI, and data-protection laws.

Automated outputs must not be treated as verified facts, definitive assessments, or guaranteed indicators of eligibility, qualifications, professional ability, suitability, or future performance.

Employers and other users remain responsible for decisions made using Wigiwork outputs and for identifying and addressing discriminatory, unfair, or unlawful outcomes arising from their own processes or use of those outputs.

No fairness review, bias audit, testing process, governance measure, or human-oversight control can guarantee that an automated system is free from every bias, error, inaccuracy, proxy effect, unjustified difference, or discriminatory misuse.

The relevance and reliability of a review may depend on:

• the system and intended use;
• available and legally usable data;
• the groups or outcomes that can reasonably be assessed;
• the deployment stage and configuration;
• changes to profiles, job criteria, settings, or platform conditions; and
• applicable legal and technical limitations.

Review findings for one system, version, configuration, population, or use case may not apply to another.

Automated outputs and fairness assessments may change as systems, information, risks, evidence, or legal requirements change.

Employers, recruiters, agencies, and other users remain responsible for reviewing their own hiring practices and addressing discriminatory, unfair, or unlawful outcomes arising from their decisions or use of Wigiwork outputs.

Where provided by applicable law, individuals may have rights concerning relevant automated processing, including the right to:

• request information about how relevant automated processing was used;
• access or correct inaccurate personal data;
• object to or request restriction of certain processing;
• request human review of a decision or outcome producing legal or similarly significant effects; and
• contest an outcome or provide additional information for consideration.

The availability and scope of these rights depend on the applicable law, processing activity, Wigiwork's role, and the circumstances of the request.

Members and non-members may submit applicable privacy and automated-processing rights requests to privacy@wigiwork.com without registering. You may request human review of an inaccurate matching result through support@wigiwork.com. Detailed rights and request procedures are described in the AI & Automated Decision Notice, Data Protection Notice, and Your Privacy Rights.

For questions about this summary, automated-processing rights, fairness, or related privacy matters:

Legal: legal@wigiwork.com
Privacy: privacy@wigiwork.com