AI & Automated Decision Notice

Wigiwork uses AI and automated systems, including Wigi IQ Labs™ (Wigi IQ), its intelligence layer, to support:

• Discovery, search, matching, ranking, recommendations, and shortlist views;
• sourcing and matching professionals and opportunities through the Wigiwork outreach program;
• Wigi Highlights, profile structuring, and automated profile presentation;
• Wigi AI and other assistance;
• compensation-related matching; and
• verification, moderation, safety, fraud prevention, platform integrity, personalization, and support.

Wigi Highlights are AI-generated professional narratives displayed in anonymous-facing profile views. They are generated from the candidate's complete professional profile, including information from sections not separately displayed under the selected visibility mode.

The purpose, information used, output, and legal treatment of each automated system may vary by its configuration, context, location, and applicable law. Wigiwork assesses relevant systems under applicable AI, privacy, data-protection, employment, equality, anti-discrimination, consumer, and platform laws, including the EU AI Act where applicable.

Automated systems support users and platform operations but do not replace human judgment, independent review, or compliance with applicable law.

Wigiwork's automated systems may support professional discovery, matching, ranking, recommendations, Wigi Highlights, automated profile explanations, shortlisting, moderation, verification, safety, and fraud-prevention functions.

They do not make final interview, rejection, hiring, compensation, or employment decisions or require an employer to reach a particular employment outcome.

Employers, recruiters, agencies, and other responsible hiring parties remain responsible for:

• independently reviewing relevant information and automated outputs;
• making recruitment, screening, interview, selection, rejection, compensation, hiring, and employment decisions;
• applying appropriate human oversight where required; and
• complying with applicable employment, equality, anti-discrimination, privacy, AI, and data-protection laws.

Automated outputs do not establish that a candidate is qualified, suitable, eligible, entitled to an interview or offer, or guaranteed any employment outcome.

AI-generated and automated outputs may be incomplete, inaccurate, outdated, misleading, or unsuitable for a particular purpose.

Automated outputs may also generate fabricated, unsupported, or invented information, sometimes referred to as a "hallucination," even where the output appears confident or convincing.

They may:

• misinterpret profile information, instructions, tone, or context;
• infer skills, experience, relevance, or preferences imperfectly;
• omit material information or generate incomplete Wigi Highlights or other automated outputs; or
• reflect errors or outdated information in user-provided or platform information.

Unless Wigiwork expressly marks information as verified, an automated output must not be treated as a verified fact, definitive assessment, professional advice, or complete representation of a person, company, role, or opportunity.

Users must independently review relevant information before relying on an automated output for hiring, rejection, compensation, employment, legal, compliance, financial, or other significant decisions.

Wigiwork does not guarantee the accuracy, completeness, currency, reliability, or suitability of automated outputs and limits liability for reliance on them to the maximum extent permitted by applicable law, without limiting obligations or rights that cannot lawfully be excluded.

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.

Protected characteristics may include sex, gender, race, ethnicity, age, disability, nationality, religion, sexual orientation, or other characteristics protected by applicable law.

Wigiwork-controlled direct identity fields may include:

• names;
• direct contact information;
• real photos;
• identity-verification documents; and
• hidden employer-name information.

Relevant company identifiers may be used to apply Hide From, employer-conflict protections, and other privacy or access restrictions. These checks are separate from assessments of professional suitability.

Wigiwork's automated systems are designed to limit unnecessary direct identity exposure and are not intended to identify, deanonymize, or disclose an anonymous candidate or hidden employer information.

However, no automated system can guarantee that inference, correlation, pattern matching, or unintended re-identification will never occur. Information users include in visible profile fields may also affect identifiability.

Users must not prompt, manipulate, pressure, jailbreak, or otherwise use Wigi AI, automated systems, external tools, or generated outputs to:

• identify or re-identify an anonymous candidate;
• infer hidden identity or employer information;
• connect an anonymous profile to a real person or organization; or
• conduct unauthorized external searches or cross-referencing.

Automated suggestions that resemble a real person, employer, or organization must not be treated as verified identity, employment, or affiliation information unless the relevant information is expressly visible, candidate-authorized, independently verified through a lawful process, or marked as verified by Wigiwork.

4.1 Ranking Fairness and No Paid Placement

Payments, credits, fees, Profile Access, messaging or other paid features do not purchase a higher ranking, preferential recommendations, shortlist placement, guaranteed visibility or employment outcomes.

Detailed matching, ranking, and no-paid-placement rules are described in AI Systems & Recommendations.

4.2 Display, Inclusion and Explanation Limits

Discovery, search, matching, recommendation, ranking, and shortlist features may display only a limited set of potentially relevant candidates, jobs, or results.

Visibility and inclusion may depend on relevant professional information, job criteria, candidate settings, privacy controls, availability, platform rules, safety, compliance, and system conditions.

Non-appearance in an automated search, matching, recommendation, ranking, or shortlist result does not by itself mean that:

• Wigiwork rejected the candidate;
• the candidate is unsuitable or unqualified;
• an employer made a final employment decision; or
• every potentially relevant result was displayed.

The initial sharing check for job-specific outreach invitations is explained in §8.

An employer's decision about a candidate is distinct from non-appearance in an automated result. Non-appearance does not itself establish an employer rejection.

Wigiwork does not guarantee visibility, inclusion, placement, ranking, shortlisting, engagement, interviews, offers, or hiring outcomes.

Where applicable law requires information or an explanation about automated processing, Wigiwork will provide the required information in an understandable form. Source code, trade secrets, third-party information, and security-sensitive implementation details are protected only to the extent permitted by applicable law.

Where provided by applicable law, individuals, including people who have not registered, may have rights concerning relevant AI or automated processing, including the right to:

• request information about how relevant automated processing was used;
• access or correct inaccurate personal data used or generated through that processing;
• object to or request restriction of certain automated 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. These rights may also be subject to lawful limitations or exceptions.

You may request human review of an inaccurate matching result through support@wigiwork.com. Applicable automated-processing and privacy-rights requests may be submitted through available account controls or to privacy@wigiwork.com without registering.

For other privacy requests, Wigiwork may request proportionate information reasonably necessary to verify the requester, identify the relevant processing, and respond securely, where permitted by law.

Wigiwork will honour objections to direct marketing, including related profiling. You can stop outreach emails at any time without an account; see the Privacy Policy.

Wigi AI is a conversational assistant designed to help users understand and navigate Wigiwork features and information.

Wigi AI may provide general career information, suggestions, and platform guidance. Its responses:

• are provided for general informational assistance;
• are not verified facts unless expressly marked as verified by Wigiwork;
• are not a substitute for professional career counselling or legal, financial, employment, recruitment, or compliance advice;
• do not replace independent review or professional judgment;
• do not make final hiring, rejection, compensation, or employment decisions; and
• do not guarantee interviews, offers, hiring outcomes, compensation, or career results.

Users must independently review relevant information before relying on a Wigi AI response for a significant decision.

Wigi AI is provided on an "as is" and "as available" basis. Wigiwork limits liability for reliance on its responses to the maximum extent permitted by applicable law, without limiting rights or obligations that cannot lawfully be excluded.

Wigi AI and other automated features may use limited contextual information relevant to the user, profile, account, conversation, approximate location, job, employer, recruiter, company, client relationship, or current platform activity to provide more useful and contextually relevant outputs.

Relevant professional information obtained from public sources or professional-information providers may also be used for matching and outreach, as described in the Privacy Policy.

This processing remains subject to applicable visibility, confidentiality, security, purpose, and data-protection controls. Wigiwork limits unnecessary use and exposure of direct identity information where appropriate.

Operational AI processing may include:

• generating Wigi Highlights and other summaries;
• supporting Discovery, search, matching, and recommendations;
• responding through Wigi AI; and
• operating, securing, improving, and supporting Wigiwork features.

Operational processing is separate from internal model training or refinement and from allowing a third party to train its general-purpose AI models.

Internal AI and matching-system improvement uses aggregated or anonymised information, except for conversations with Wigiwork AI, search activity and related feedback used as described in the Privacy Policy. That use may include model training or refinement and remains subject to the available improvement setting, applicable privacy rights and law.

Wigiwork does not authorize third-party AI providers to use personal data, candidate data, employer data, messages, or confidential platform content to train their general-purpose models, except where separately disclosed and legally permitted.

AI and service providers remain subject to applicable contractual, confidentiality, security, and data-protection restrictions.

Wigiwork may use automated systems to support Discovery, matching, ranking, recommendations, and shortlist views.

Visibility and inclusion may depend on:

• relevant professional and profile information;
• job criteria and hiring requirements;
• candidate availability, preferences, and settings;
• privacy and visibility controls;
• relevant activity or engagement information; and
• applicable platform, safety, compliance, and integrity rules.

The identity and protected-characteristic limits described in §4 apply to this processing.

Wigiwork-generated recommendations and shortlist views identify potential professional relevance. They do not, by themselves, mean that a company has shortlisted the candidate.

Outreach matching uses professional skills, experience, qualifications, and relevant job or company requirements, subject to applicable profile settings and company exclusions.

Initial sharing through a job-specific outreach invitation proceeds only where the completed profile meets the role requirements. Later profile updates use the normal matching and candidate-authorized sharing controls.

Invitations to connect with a company without a linked job do not require a further suitability check after onboarding. Sharing follows the valid invitation's conditions described in the Privacy Policy and Terms of Service.

Employers remain responsible for their own review and hiring decisions.

Wigiwork does not guarantee that a particular candidate, employer, job, recommendation, shortlist, ranking, or other result will appear or produce any particular outcome.

Employers make final hiring and employment decisions. Wigiwork's automated matching and requirements checks can affect which jobs and profiles are presented and whether an initial job-specific outreach share proceeds.

Wigiwork remains responsible for its own automated processing. Where a solely automated decision produces legal or similarly significant effects, Wigiwork applies the conditions and safeguards required by applicable law.

Where Wigiwork-controlled automated processing produces a legal or similarly significant effect, Wigiwork will provide any safeguards required by applicable law. Depending on the circumstances, these may include:

• information about the relevant automated processing;
• an opportunity to provide additional information or correct inaccurate data;
• human review;
• objection or contestation; and
• an explanation of the outcome at an appropriate level.

Employers remain responsible for their own recruitment and employment decisions and for any separate automated-decision obligations arising from their use of Wigiwork outputs.

Employers, candidates, recruiters, agencies, and other users must use AI and automated outputs lawfully, responsibly, and only for authorized purposes.

Users must:

• independently review important information before relying on an automated output;
• not present an output as verified fact unless Wigiwork expressly marks the relevant information as verified;
• not use automated outputs to discriminate, harass, deanonymize, mislead, or unlawfully disadvantage another person;
• ensure that decisions made using automated outputs comply with applicable employment, equality, anti-discrimination, privacy, AI, and data-protection laws.

Automated outputs must not be used as the sole basis for a significant hiring, rejection, compensation, employment, legal, or compliance decision where independent review or human oversight is required by applicable law.

Wigiwork provides information about AI-generated outputs and automated processing where required by applicable law. Additional notices may be provided where appropriate. The absence of a label does not mean that an output is verified, error-free or suitable for reliance without independent review.

This Notice may be updated to reflect changes in applicable law, platform features, or automated processing. Updated versions include a revised Last Updated date.

Where required by applicable law, Wigiwork will notify affected individuals of new processing purposes or other material changes before the relevant processing begins and obtain consent where required. Other changes take effect upon posting unless otherwise stated.

For questions about this Notice, automated-processing rights, AI transparency, or related privacy matters:

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