Candidate Notice.

Status as of 2026-08-09

If an employer client of ours ever uses VEX Role Fit, our automated hiring-fit feature, as part of a hiring, promotion, or placement decision about you, this page is the notice you receive and the rights that come with it. It exists now, before the feature is live for anyone, so the policy is public and reviewable rather than something we write the day we need it.

Current status

No automated employment decision tool is active today, so no one has received this notice for a real hiring decision yet. See Bias Audit for the switch that has to flip, publicly and verifiably, before that changes.

The 10-business-day rule

New York City Local Law 144 requires that a candidate be notified at least 10 business days before an automated employment decision tool is used to assess them. We hold to that as a floor everywhere, not only for New York City roles. Concretely:

The notice is sent (email, job posting disclosure, or another channel the employer specifies) and timestamped.
The tool cannot be used on you until at least 10 full business days have passed, counting only weekdays and excluding the day the notice was sent.
If the notice is resent or corrected, the clock restarts from the most recent send, never the first one.

What the notice tells you, in plain terms

An automated system reads consented answers about you and produces a written fit assessment for the role you are being considered for. It does not decide anything by itself: a named human reviews it and makes the actual call, and can override or ignore it entirely.

You can ask what the system considered, ask a human to review the outcome, and ask for correction if something about you is wrong. You can also ask what type of data the tool used and where it came from.

That is the same language the tool's own EU AI Act transparency disclosure carries, so what you are told matches what the system is actually built to log.

If you want an alternative process

Local Law 144 does not require us to offer an alternative selection process ourselves; that is the employer's policy to set. If you want to request one, or request a reasonable accommodation, ask the employer who is running the hiring process, and they can tell us. We will honor a documented request from them.

FCRA: if a score is shared with an employer

When we furnish a fit assessment to an employer for an employment decision, we act as a consumer reporting agency for that purpose under the Fair Credit Reporting Act, and you get the rights that come with that:

Before any adverse decision: a pre-adverse notice, a copy of the report we furnished, and a summary of your rights under FCRA, with a reasonable window to respond before the decision is finalized.
If the final decision goes against you: an adverse-action notice naming us as the source, confirming the decision was made by a human reviewer and was not automated, and explaining how to dispute it.
Always: the right to dispute anything you believe is inaccurate and to have it corrected or removed if the dispute is upheld.

EU AI Act

Employment-context automated systems are treated as high-risk under the EU AI Act. For any candidate the Act covers, the same transparency notice above applies, every use of the tool is logged (what was checked, when, and which human reviewed it), and a named human retains the ability to override the system's output at every stage. None of that is optional or engagement-specific; it is how the tool is built.

Disputes and corrections

Email hello@noctaracorp.com with "dispute" in the subject line and what you believe is wrong. We aim to acknowledge within 5 business days and resolve within 30, consistent with standard FCRA reinvestigation practice. Every notice sent, every dispute received, and every resolution is recorded in an append-only log that cannot be edited after the fact, so the record of how your dispute was handled cannot be quietly rewritten either.

See also: Bias Audit, Privacy, Terms of Service.