AI Transparency

Ascent never makes a hiring decision. People at the hiring company decide who advances, who is rejected and who gets an offer. Ascent helps them in two ways: a rule-based resume score that the recruiter configures, and AI-drafted feedback for candidates who aren’t selected, which a recruiter reviews before it’s sent.

Recruiters can set criteria for a role, such as skills, years of experience, a degree or a certification, and how many points each is worth. Ascent reads each resume and checks it against those criteria with fixed rules. No AI or machine learning is involved. Each match shows the line of the resume it came from, so a recruiter can see exactly why a score is what it is.

A score is a starting point for a recruiter’s own review. It never advances or rejects anyone on its own, and candidates never see it.

When a recruiter closes a candidate’s application with feedback, Ascent can ask Google’s Gemini AI model to draft specific, evidence-based feedback. To do this, it sends Google the job description, the candidate’s resume, and the resumes of a few candidates who advanced further for the same role, so the draft can compare them.

• The recruiter reviews every draft and chooses what to send.
• The AI is instructed to describe differences between resumes and never to name or identify another candidate; the recruiter’s review is the check on that.
• If the resumes don’t show a clear, evidence-based difference, no AI feedback is written.
• Google processes this data under its terms as our service provider.

Some things happen automatically but involve no AI: emails when your application moves to a new stage, your place on the hiring mountain, and counts of how many candidates are at each stage.

You can ask the company you applied to for a human explanation of any decision about your application, and to correct information about you. You can also contact us at ascentapplications.assist@gmail.com with any question about how Ascent’s automation handled your information. Our Privacy Policy explains your other rights.

Since January 1, 2026, Ontario’s Employment Standards Act requires employers with 25 or more employees to say in a publicly advertised job posting if they use artificial intelligence to screen, assess or select applicants. Ascent’s resume scores are rule-based, but if you use AI-drafted feedback or any other AI tool in your hiring, check whether that disclosure applies to you and include it in your posting.

The same rules require, among other things, an expected pay or pay range in the posting, whether it’s for an existing vacancy, no requirement for Canadian experience, and telling interviewed applicants the outcome within 45 days. Each hiring company is responsible for its own postings; confirm the details with the Ontario Ministry of Labour or your legal adviser.