Acceptable Use Policy

1. Permitted use

You may use Onrolo to lawfully source, screen and manage job applicants for genuine employment vacancies within your organisation, subject to applicable employment and data protection law.

2. Prohibited activities

You must not:

• Spam or unsolicited messaging: send bulk unsolicited messages, or contact individuals who have not applied to a vacancy you have posted, except via lawful opt-in lists obtained outside the Platform.
• Scraping: use automated tools to extract data from the Platform beyond the permitted API.
• Harassment: contact candidates in a manner that is harassing, threatening, defamatory or discriminatory.
• Misrepresentation: post fictitious job listings, impersonate another organisation, or misrepresent the nature of a role.
• Illegal discrimination: discriminate on grounds protected under the Equality Act 2010 (or equivalent in your jurisdiction) in screening criteria, scoring weights, or communications.
• Data re-use: use candidate data obtained via Onrolo for any purpose other than evaluating that candidate for the role to which they applied.
• Security attacks: probe, scan or test the vulnerability of the Platform; attempt unauthorised access; introduce malware.
• Circumventing controls: bypass rate limits, credit controls, or subscription gates.
• Resale: resell, sublicense or white-label access to the Platform without written consent from Augustova Limited.

3. AI screening rules

Onrolo’s AI features produce competency scores, rationale, and shortlist suggestions. These outputs are advisory only and must be reviewed by a qualified human before any candidate-facing decision is taken. When you use Onrolo you agree to the following obligations:

• Human review is mandatory. You must not reject, advance, or otherwise communicate a decision to a candidate based solely on an AI score, ranking, or other automated output of the Platform. A qualified person within your organisation must review the supporting evidence and take the decision.
• Respect Article 22 rights. Candidates have the right under UK GDPR Article 22 not to be subject to a decision based solely on automated processing that produces legal or similarly significant effects. You must honour any request from a candidate for human review of their assessment, and you must not configure your workflow in a way that would deny that right.
• Do not feed Article 9 data into scoring. Do not configure screening questions to elicit special-category data (health, disability, ethnicity, religion, sexual orientation, trade-union membership), and do not weight any scoring criterion on the basis of such data where it appears voluntarily.
• Test for adverse impact. Where you rely on automated screening at scale, monitor outcomes for unlawful adverse impact under the Equality Act 2010 and stop using a configuration that produces such impact until it is corrected.
• Be transparent. Tell candidates in your recruitment notice that an AI-assisted screening tool is used, who the controller is, and how to contact you to exercise their rights or request human review.
• Do not present AI output as a deterministic verdict. Communicate outcomes (including rejections) in terms of your human decision, not the AI score, and retain records of the human decision-making for audit.

Onrolo enforces a human-in-the-loop architecture in the Platform (no automated send-on-rejection or send-on-advance) to support these obligations, but compliance with the obligations themselves rests with you as the recruiting organisation.

4. Enforcement

We may, at our discretion and without prior notice, suspend or terminate your account if we reasonably believe you have breached this AUP. We will notify you where required by law.

5. Reporting

To report suspected AUP violations contact trust@onrolo.ai.