Responsible AI
Software that records people has to answer for itself first
What is recorded, what never is, who can see it, how long it is kept, how a person objects, and what an employer must complete before any of it runs. Published in full, before you ask.
Our position
A record of how someone is developing should be built from what they actually did, and it should be something they can see, question and object to. Capture without notice is surveillance; capture that scores behaviour is discipline dressed as development. We are building neither. The purpose is to show growth, the people in the room know, and a person always stands between an observation and a decision about someone.
Recorded, and never recorded
Two lists rather than a paragraph, because this is the part people actually need to check.
Recorded
- On the organisation’s channel: the moments it has declared, and only those
- On the person’s channel: the sources they connected themselves, at the scope shown on the provider’s consent screen
- What was covered, demonstrated, asked and left unresolved
- Who was present, where that is needed to attribute what was demonstrated
- The conclusions drawn, and the confidence attached to each
Never recorded
- Any source the person has not authorised — nothing is connected by default
- Anything from a source after the person has revoked it
- Any room where the people in it were not told first
- Productivity, attitude, tone or behavioural scoring of any kind
- A development record about people who are present but are not the subject
- Anything at all before the employer has completed what the law requires
The other people in the room
A meeting contains colleagues; a seminar contains other participants. They are told before capture begins, the same limits apply to them, and no record is built about them: being present does not make someone a subject, and that is enforced in how the product works rather than in a policy. A candidate in a selection interview is different, and the site should not blur the two — that interview is captured precisely to start their record, before any employment relationship exists. It makes candidates the most sensitive group on this page, and it is the employer who must hold a lawful basis for them and must say what happens to the material of someone who is not hired.
What a person can do
Subject to applicable law, and to the arrangement their employer has put in place.
- Be told, before a moment is captured, that it will be
- See the declared list of moments that apply to them
- See what is held about them, and the moments it came from
- See every source currently connected on their behalf, and what each one feeds
- Disconnect any source at any time, stopping the flow and removing what it fed
- Object to a conclusion, and have the objection recorded alongside it
- Ask for correction or erasure
- Know how long material is kept, and see it deleted when that period ends
What the employer must complete first
These obligations belong to the organisation deploying the product. We support them; we do not remove them, and any vendor telling you otherwise is worth a second look.
- In Italy, a union agreement or authorisation from the Ispettorato del Lavoro under Article 4 of the Statuto dei Lavoratori, before it is switched on
- A data protection impact assessment
- A lawful basis, and notice to employees and to candidates — who are not employees
- A declared list of moments, agreed rather than imposed
- A retention period, and someone accountable for it
- Consultation with worker representatives where required
- Leaving the personal connections genuinely optional: consent between an employer and an employee is only valid if refusing it costs the person nothing, so connecting a source must never be a condition of a role, an appraisal or a programme
Our principles
- 01
Notice before capture
Nobody is recorded without knowing. There is no configuration in which this is off.
- 02
Nothing without authorisation
Capture in the room is limited to a list the organisation declares and the people concerned can see. Everything else comes from a source the person connected themselves, and stops when they disconnect it.
- 03
Development, not discipline
The record exists to show growth. It does not score behaviour, productivity or attitude.
- 04
Human decision
Nothing derived from a captured moment reaches a decision about a person without someone who can disagree with it.
- 05
Evidence you can follow back
Every conclusion points at the moment it came from, and carries the confidence attached to it.
- 06
Data minimisation
What a purpose actually requires, and not everything a session happens to contain.
- 07
Role-based access
What a person or an agent can see follows from their role, not from convenience.
- 08
Retention with an end
Material is kept for a period the organisation sets, and then it goes.
- 09
Auditable activity
Who looked, what was derived, what was decided and what followed are all recorded and reviewable.
- 10
Respect for the person in the room
The subject of a record is a colleague, not throughput. So is everyone else present.
What we do not claim
We do not claim guaranteed outcomes, perfect interpretation of a conversation, complete accuracy, or an absence of bias in what a model concludes from a room full of people. A Learning Twin built from real moments is still a model of a person and not the person. We do not claim to remove any legal obligation from an employer. We would rather state these limits than let you find them.
Certifications and compliance
We publish certifications and compliance statuses only once they are formally obtained and documented. Where this page does not name one, we do not hold it. Given what this product does, we expect that list to matter more here than it does for most software, and we would rather it be short and true.