Notice of Automated Screening Tools Used in Our Hiring Process (AI Usage)

Effective date: August 10, 2026

This notice explains how Acquia, Inc. ("we," "us") uses automated tools, including artificial intelligence, to help screen job applications, and what rights you have in connection with that use. It supplements, and should be read alongside, our general Privacy Policy and our Candidate Privacy Policy, which covers how we handle your personal data more broadly. Where this notice and the general privacy policy overlap, this notice governs for AI-specific screening questions.

This notice applies to all applicants to Acquia Inc., and its affiliates, regardless of location of employment or employing entity.

1. What automated tools we use

As part of our hiring process, we use software that helps us review applications more consistently and efficiently. This includes:

Resume/application screening tools, which help identify whether an application matches the qualifications listed for a role.
Application integrity screening, which analyzes patterns in submitted applications to flag signals commonly associated with fraudulent, duplicate, or automated (bot-generated) applications. This helps us protect genuine applicants from being crowded out by fraudulent submissions and protects the integrity of our hiring process.

We do not use these tools to make final hiring decisions on their own. A trained member of our recruiting team reviews the output of these tools before any decision affecting your application is made. No applicant is rejected, advanced, or otherwise affected based solely on an automated output without human review.

If you are invited to complete a video interview, we may also use automated tools to help score or analyze your responses. If we do, you will be asked for your separate, explicit consent before that interview, and you may ask to be evaluated through an alternative process instead.

2. What information these tools look at

The application-integrity tool reviews information you submit as part of your application — such as your resume, application form responses, and technical metadata generated when you apply (for example, timestamps and general submission patterns) — to assess the likelihood that an application is fraudulent, duplicated, or auto-generated.

We do not use these tools to evaluate your race, ethnicity, sex, age, disability, religion, national origin, or any other protected characteristic, and we do not intend for these tools to use such characteristics, or close proxies for them, as a basis for any output. We periodically test our tools to check for this (see Section 6).

We don't publish the specific technical signals or thresholds these tools use, because doing so would reduce their ability to catch genuinely fraudulent activity. You're entitled to ask what general categories of information were considered in a decision affecting you, see Section 4.

3. Human review

Every application that is flagged by an automated screening tool is reviewed by a real person before any adverse action is taken. That reviewer:

Has the authority and training to disagree with, and override, the tool's output;
Considers the specific circumstances of your application, not just the automated score; and
Documents the reason for the outcome.

If you believe an automated tool has incorrectly flagged your application, you can ask for that flag to be reviewed, see Section 5.

4. Your rights

Depending on where you are applying from, you may have some or all of the following rights. We honor these rights for all applicants, regardless of location, as a matter of policy, not only where legally required.

Right to know: You can ask whether an automated tool was used in connection with your application, and what general category of information it considered.
Right to human review: You can ask that a human specifically review any automated flag or score connected to your application before a final decision is made.
Right to an alternative process: If you'd prefer not to be evaluated by an automated tool, or need an accommodation, you can request an alternative review process.
Right to contest an outcome: If you believe an automated tool produced an inaccurate or unfair result, you can ask us to reconsider, explain the general factors involved, and correct any inaccurate underlying data.
Right to non-discrimination: You have the right not to be evaluated on the basis of a protected characteristic, whether directly or through a proxy signal, and to raise concerns if you believe this has happened.
Right to lodge a complaint: You can raise concerns directly with us (Section 8), and, depending on your location, with your local data protection or employment regulator (Section 7).
Right to opt-out: You may also have the right to opt out of automated decision-making technology in our hiring process and to access additional information about how it's used. Contact us using Section 8 to exercise this right.

5. How to exercise these rights / request human review

To ask a question about our use of automated tools, request human review of a specific flag, request an alternative process, or exercise any right described above, contact:

Talent Acquisition Team: [email protected]

We aim to respond within 5 business days. Making a request will never negatively affect your application.

6. Fairness testing

We periodically test our automated screening tools to check whether they produce different outcomes across demographic or geographic groups, and we take corrective action if they do. Where legally required, results of these tests are published or made available, see Section 7 for jurisdiction-specific details.

NYC Applications only: If you are applying for a role based in New York City, a summary of our most recent independent bias audit of this tool, including selection rates and impact ratios by sex, race, and ethnicity, is available upon request.

7. Jurisdiction-specific information

New York City: This notice is provided at least 10 business days before this tool is used to evaluate your application. See Section 6 for our published bias audit summary. You may request an alternative selection process or a reasonable accommodation by contacting Section 8.

Illinois: We comply with the Illinois Human Rights Act's AI provisions. If we use an automated tool to analyze information about you for an employment-related purpose, we will provide written notice disclosing that fact, the purpose of the tool, its trade name, the categories of personal data it analyzes, how it processes that data, the source of the data, and contact information for the tool's provider. If AI is used to evaluate a video interview you submit, we will separately request your consent before doing so. We retain records related to this notice for at least four years.

California: Since October 1, 2025, California's Fair Employment and Housing Act regulations prohibit the use of automated decision systems, including the tools described in this notice, in a way that discriminates against you based on a protected characteristic, and we retain related data for at least four years. Beginning January 1, 2027, if you are evaluated using automated decision-making technology in connection with a hiring decision or other employment opportunity, you will also have the right to a pre-use notice explaining the specific purpose of the tool, and the right to opt out of and access information about that technology. Contact us using Section 8 to exercise these rights.

Colorado: If you are a Colorado resident, or are being evaluated for a role based in Colorado, we use automated decision-making technology to help screen applications, as described in Section 1 of this notice. This technology materially influences whether your application proceeds to human review. If this technology contributes to an adverse outcome on your application, we will provide you a plain-language explanation of the decision and this technology's role in it within 30 days, and you may request correction of any inaccurate personal data used and a meaningful human review and reconsideration of the decision. Contact us using Section 8 to make either request.

Connecticut: If our use of automated tools is a substantial factor in a decision about your hiring, promotion, discipline, or other employment-related opportunity, we will provide you written notice disclosing that an automated tool was used and its purpose. If that decision results in an adverse outcome for you, we will provide a plain-language description of the tool's role in that decision, and you may request a meaningful human review and reconsideration of the decision. Contact us using Section 8 to make this request.

European Union / EEA: Under the GDPR, you have the right not to be subject to a decision based solely on automated processing that produces legal or similarly significant effects on you without appropriate safeguards, including the right to obtain human intervention, express your point of view, and contest the decision. You may lodge a complaint with your local data protection authority. Our lawful basis for this processing is legitimate interest. Where our tools fall within scope of the EU AI Act's employment provisions, we provide the additional transparency and human-oversight safeguards required under that Act, and, where applicable, consult with employee representative bodies before deployment.

United Kingdom: Under UK GDPR as amended by the Data (Use and Access) Act 2025, you have safeguards including the right to be informed of automated decision-making, to request human review, and to challenge a decision. You may complain to the Information Commissioner's Office (ico.org.uk) if you believe these rights have not been respected.

Canada: Under PIPEDA, we limit the data used in automated screening to what is necessary for the hiring decision and seek your consent where required. If you are applying from Quebec, Law 25 gives you the right to be informed that an automated decision was made about you, to request an explanation of the factors and parameters that led to the decision, and to have supporting personal data corrected.

India: Under the Digital Personal Data Protection Act, 2023, we process your application data on the basis of your consent, provided when you submit your application. You may contact our grievance officer at [email protected] with any concerns about how your data is processed, including by automated tools.

Australia: Under the Privacy Act 1988, we take reasonable steps to keep your application data accurate, up to date, and secure. Contact Section 8 with any concerns.

Costa Rica: We process your application data with your informed consent, consistent with Law No. 8968, for the specific purpose of evaluating your job application, including through the automated tools described in this notice.

Other locations: If your location isn't specifically listed above, the rights in Section 4 still apply to you as a matter of our policy, and we will address requests consistent with applicable local law.

8. Contact us

People Team: [email protected]

Data Protection Officer / Privacy Team (US, EU, UK): [email protected]

India Grievance Officer: [email protected]

9. Changes to this notice

We may update this notice as our tools, or the laws that apply to them, change. The "Last reviewed" date above reflects the most recent update. Material changes will be reflected in an updated notice provided before the change takes effect.