Responsible AI & Fair Hiring

Does Nuvett make hiring decisions automatically?

Nuvett does not decide who to hire — that judgment always belongs to the employer. By default, Nuvett provides assessment results, verification status, and organized information, and a person at the employer reviews it and makes every hiring decision. Some employers optionally turn on autonomous screening, which advances or declines candidates automatically against criteria the employer sets — their own rules, applied on their behalf, not the AI deciding on its own. Even then the employer stays in control: they can change the criteria, override any outcome, or switch it off entirely. Employers retain full control and responsibility for their hiring choices.

What does Nuvett actually assess?

Depending on the role, an employer may include: a cognitive/aptitude assessment, a knowledge assessment relevant to the job, a work-style (personality) profile, a business-case exercise, a structured interview, and a situational-judgment assessment. Employers choose which of these apply to each role. Assessments are intended to measure job-relevant capabilities.

How does Nuvett verify identity?

In two distinct stages. At registration, verification is entirely in-house: the candidate captures a selfie, completes a liveness check, captures their government ID, and the platform matches the selfie to the photograph on the ID — with the facial analysis running in the candidate's own browser. No third-party provider is involved and the document is not checked against government records; this stage establishes that the person present matches the document they presented. Later, if an employer invites the candidate on a role that requires identity verification, the candidate may complete a second, employer-funded check through Smile Identity, which validates the document and identity against government records — the only government-verified step. The candidate initiates that check and may decline; declining simply leaves the profile without a verification badge for the employer to weigh. Employers are also verified (business verification) before they can access candidate information.

Why does Nuvett verify identity, and what does it do with that data?

Identity verification exists to answer one question for the employer: is the person who took the assessment the same person who is applying? Verification data is used for that purpose, handled with appropriate security, and retained for the periods set out in our Privacy Policy — including a duplicate-detection registry of facial templates (enrolled only on the candidate's separate consent, visible to Nuvett administrators only, never to employers, and deleted automatically after its fixed retention period). Specific retention periods, storage locations, and data-subject rights are set out in our Privacy Policy, which governs in case of any conflict with this page.

Is the assessment monitored (proctored)? What is recorded?

When an employer enables proctoring, the platform periodically compares the face on camera against the candidate's stored reference image (to confirm the verified candidate is still the person present) and periodically runs object detection on the camera frame (to detect, for example, a phone or an additional person). All of that analysis happens on the candidate's own device — no continuous video of a proctored test session is transmitted or stored; only discrete integrity events are recorded. The AI interview and business-case presentation are different: those are recorded as part of the assessment itself, and the recordings are transcribed, scored, and available to the employer. Proctoring events are provided to the employer as context to review — they are not a score, do not affect the assessment score, and are not used to automatically reject candidates.

Do the monitoring signals decide whether I pass?

No. Monitoring signals do not contribute to a candidate's assessment score. They are separate, informational context for the employer's review. In certain configurations an employer may choose to have a session paused if monitoring indicates a serious, sustained problem during the test — this is an integrity safeguard for the assessment session, not a scoring or hiring decision.

How does Nuvett guard against bias and unfair outcomes?

Nuvett provides employers with fairness/adverse-impact analysis tools (including analysis based on the four-fifths rule) so that outcomes can be examined across groups and disproportionate impact can be identified and addressed. We design assessments to focus on job-relevant capability. Fairness is an ongoing practice, not a one-time claim: we continue to test, monitor, and improve.

Can a candidate find out they were assessed by AI, and can they ask for review?

Yes. Candidates are informed that assessments are part of the application and that AI is used to help evaluate certain responses — the AI interview additionally shows a notice before it begins. Every candidate has the right to human review of any automated score: email dpo@getnuvett.com with your account email and the role concerned, or raise it with the employer, and a person will review the scored material and respond. Where local law provides additional rights (such as the right to explanation or to contest automated processing), we honour those too.

What role does AI play, exactly — and what are its limits?

AI helps score certain assessment responses (for example, comparing an open-ended answer to a model answer) and helps organize and summarize information for the employer. AI does not make the hiring decision. It is a tool to help employers evaluate candidates more consistently and fairly; its outputs are inputs to a human decision, not a substitute for one. We are transparent about where AI is used.

How does Nuvett handle candidates and clients from different countries?

We hold ourselves to a high common standard — human oversight, job-relevant assessment, candidate awareness, bias analysis, and secure data handling — across all markets. Where a specific jurisdiction imposes additional requirements (for example, bias-audit disclosure rules, automated-decision protections, or data-localization requirements), we work with our clients to meet them for hiring conducted in that jurisdiction.

How does Nuvett handle the personal data of people in Nigeria?

Because we serve employers and candidates in Nigeria, we handle personal data in line with the Nigeria Data Protection Act 2023 (NDPA). We process personal data on recognised lawful bases, limit our use of it to what a hiring process requires, keep it secure, and retain it only as long as needed. Nigerian data subjects have rights over their personal data — including the right to access it, correct it, and request its deletion — which we support through the mechanisms described in our Privacy Policy.

What rights do Nigerian candidates have over their data?

Under the NDPA 2023, individuals in Nigeria have rights including access to their personal data, correction of inaccurate data, deletion in appropriate circumstances, the ability to object to certain processing, and to lodge a complaint with the Nigeria Data Protection Commission (NDPC). Candidates can exercise these rights through the contact and request channels set out in our Privacy Policy.

Does Nuvett transfer Nigerian data outside Nigeria?

As a global company, some processing may occur outside Nigeria (for example, secure cloud infrastructure). Where personal data of individuals in Nigeria is processed across borders, we do so on the lawful bases and with the safeguards recognised under the NDPA 2023, and we describe these arrangements in our Privacy Policy.

What are Nuvett's responsible-AI commitments, in summary?

• Human decisions. Employers, not algorithms, decide who to hire.
• Job-relevance. Assessments aim to measure what the job actually requires.
• Verified fairness. Identity is verified so results are attributed to the right person; outcomes can be analyzed for disproportionate impact.
• Transparency. Candidates know they're assessed and that AI is involved.
• Candidate respect. Clear process, informational (not punitive) monitoring, and avenues for questions and review.
• Secure, purpose-limited data. Verification and assessment data used for hiring integrity, handled securely, retained only as needed.
• Continuous improvement. Fairness and accuracy are ongoing commitments.