AI and Automated Decision-Making Notice

Top Applicant LLC

Effective Date: August 24, 2026
Last Updated: August 24, 2026

Top Applicant uses automated processing to help job seekers find relevant openings and to help employers find relevant candidates. This page explains exactly how that works, what it does and does not do, what information it uses, and what rights you have. It also sets out information that employers using Top Applicant may need in order to meet their own legal obligations.

We publish this because we think you’re entitled to know how a system that touches your career actually works — and because a growing number of laws require it.

In plain terms: we use your location, job title, experience, skills, and the workplace values you rank to suggest jobs and surface candidates. Employers read profiles, résumés, and assessment results themselves and make every hiring decision. Our system never sees your race, gender, age, disability status, or any other protected characteristic, because we don’t collect that information at all.

1. Who this notice is for

If you are…	Read
A job seeker using Top Applicant	Sections 2 through 8
An employer using Top Applicant to recruit	Sections 2 through 5, then Sections 9 and 10

2. What is automated

We use automated processing to generate compatibility and matching results. These results suggest jobs that may fit an applicant and surface candidates who may fit an employer’s opening.

The automated portion of matching uses exactly these inputs:

Input	Where it comes from
Location and location preferences	Provided by the applicant; job location provided by the employer
Current or most recent job title	Provided by the applicant
Experience	Provided by the applicant
Skills	Provided by the applicant
Comparison of workplace values and rankings	Selected and ranked by the applicant, compared against those selected and ranked by the employer

Every one of these inputs is information you or the employer chose to provide. Nothing is inferred from outside sources, purchased from a data broker, or gathered from your activity elsewhere on the internet.

3. What is reviewed by people, not machines

The following are read and evaluated by human beings at the employer. They are not scored, ranked, or filtered by our automated system:

Profile details — the substance of what you’ve written about yourself
Bruder Index assessment results
Your résumé

This split is deliberate. The automated portion handles the narrow, mechanical question of whether stated requirements and stated preferences line up. The judgment calls stay with people.

4. What we deliberately do not use

Our matching does not use — and structurally cannot use — any of the following, because Top Applicant does not collect this information anywhere in the platform:

Race or ethnicity
Gender or gender identity
Age or date of birth
Disability status
Religion
National origin
Citizenship, immigration status, or work authorization
Marital or family status
Sexual orientation
Biometric identifiers, including facial geometry, voice analysis, or fingerprints
Health or medical information
Criminal history, credit history, or background check results

There are no fields, forms, or database columns for these categories. See our Privacy Policy for the full list of what we do and do not collect.

On location and ZIP codes

Location is used only to compare where you want to work against where a job is located. We do not use ZIP code, census tract, neighborhood, or any other geographic unit as a stand-in or proxy for a protected characteristic. This is both our policy and, in some states, the law.

On video and voice

We do not analyze video interviews, audio recordings, facial expressions, tone of voice, or any similar signal. We do not use emotion recognition or personality inference from media.

5. What compatibility results do — and don’t do

What they do

Rank and surface potential matches so applicants see relevant openings and employers see candidates worth reviewing
Reduce the volume of irrelevant listings and applications on both sides

What they don’t do

They do not make hiring decisions. Every decision to review, contact, interview, advance, reject, or hire a candidate is made by the employer, exercising human judgment, typically after reading the profile, résumé, and assessment results described in Section 3.
They do not predict job performance. A compatibility result is a comparison of stated requirements against stated preferences, not a forecast of how you’d do in a role.
They do not evaluate your ability, character, intelligence, or worth.
They do not block you from applying. A low compatibility result never prevents an applicant from applying to any job posted on Top Applicant. You can always apply directly.
They do not reject anyone automatically. Top Applicant does not auto-reject, auto-screen-out, or auto-disqualify any applicant.

Top Applicant is not an employer and does not participate in employment decisions. See Section 3 of our Terms of Use.

6. The Bruder Index

The Bruder Index is an assessment available within Top Applicant.

Results are provided as one input among many, for the employer’s human review.
Results are not used by our automated matching or ranking system.
An assessment result is not a measure of your intelligence, ability, or worth.
We make no claim that the assessment is validated for any particular role or purpose.
Employers who use assessment results in employment decisions are responsible for ensuring that use is job-related, consistent with business necessity, and compliant with anti-discrimination and disability law — including providing reasonable accommodations.

Need an accommodation? If you need a reasonable accommodation to complete an assessment or any part of an application, email privacy@topapplicant.com and contact the employer directly. We will work with you and, where appropriate, connect you with the employer.

7. Your rights regarding automated matching

You can do all of the following. Most take effect immediately.

Right	How to exercise it
Understand how it works	This page. For anything it doesn’t answer, email privacy@topapplicant.com
Correct the inputs	Update your location, job title, experience, skills, and value rankings in your profile. Because matching uses only what you provide, this directly changes your results
Opt out of being matched	Turn off profile visibility in your settings. You’ll be removed from employer-side matching and can still apply to any job directly
Request human review	Email privacy@topapplicant.com if you believe a compatibility result is wrong. A person will look at it
Request an explanation	Ask us how results were generated for you and which categories of information were used
Request an accommodation	Email privacy@topapplicant.com, and contact the employer directly
Access, download, or delete your data	Instantly at Settings → Your Data and Settings → Profile, or via our Data Request page

We will not treat you differently, downgrade your account, or reduce your visibility because you exercised any of these rights.

8. Information for employers using Top Applicant

This section is written to help you meet your obligations. It is not legal advice, and providing it does not transfer your compliance responsibilities to us. Consult your own counsel.

8.1 You are the deployer

If you use compatibility results, matching, ranking, filtering, or assessments in connection with an employment decision, you are the party deploying that tool in your hiring process. The legal obligations that attach to using automated tools in employment decisions generally fall on the employer or employment agency, not on the software provider. Section 6.4 of our Terms of Use sets this out.

8.2 Reference information for your notices

Several laws require you to tell candidates when automated tools are used. Here is the information you’ll likely need:

Item	Detail
Tool name	Top Applicant compatibility matching
Developer	Top Applicant LLC, St. Joseph, Missouri
Vendor	Top Applicant LLC
Employment decisions it may influence	Sourcing, candidate discovery, and the order in which candidates and openings are surfaced for review
What it does	Compares stated job requirements and stated candidate attributes and workplace value rankings to produce a compatibility ranking
Inputs used	Location, current or most recent job title, experience, skills, and a comparison of applicant-selected and employer-selected workplace values and rankings
Inputs not used	No protected characteristics; none are collected by the platform. No ZIP code or geographic proxy for protected class. No video, audio, biometric, or emotion analysis
Human review	Profile details, Bruder Index results, and résumés are reviewed by the employer, not scored by the system. All hiring decisions are made by the employer
Data retention	See our Privacy Policy, Section 9
Contact for questions and accommodations	privacy@topapplicant.com

You may reproduce this table in your own candidate notices.

8.3 Your responsibilities

Determine whether the laws in Sections 10 apply to your organization and roles
Provide any required candidate or employee notices, on the required timeline
Obtain a bias audit and publish the summary, if required of you
Monitor your own selection outcomes for disparate impact
Keep records of notices given and decisions made, for the period your jurisdiction requires
Provide reasonable accommodations
Ensure a human makes the final decision, and that you can identify who that was

9. Changes to this notice

We will update this page as our functionality changes and as the law develops, and we will revise the Last Updated date. If we materially change how automated matching works — for example, by adding a new input, expanding what is automated, or changing what the output influences — we will update this page before or at the time the change takes effect, and will notify affected users where required.

10. Contact

Top Applicant LLC
4201 Greystone Drive
St. Joseph, MO 64505

Questions about matching, explanations, human review, accommodations, or concerns: privacy@topapplicant.com