Accessibility Statement

Our target is WCAG 2.2 Level AA for personegy.ai and for every candidate-facing surface of the Personegy platform: career site components, chat and text apply, the scheduling flow and the voice screen.

Where a customer embeds Personegy in their own career site, we meet the standard for the parts we render and give the customer what they need to meet it for the rest.

Conformance is tested with automated tools and with people who use assistive technology. The current audit status and the date of the last audit will appear here once the first audit is complete.

The apply flow is built for a phone first, because that is where most candidates are. Everything a candidate can do by typing they can do with a screen reader, a switch device or voice control. Nothing in the flow depends on color alone, on a time limit, or on completing a step in one sitting.

A candidate who prefers text can complete the whole application by text message with no web page involved. A candidate who prefers a person can ask for one at any point in a chat or text conversation and the customer's recruiter is notified.

Where a customer's process requires a step we cannot make accessible in a given channel, the flow offers the same step in another channel.

A voice screen is an automated phone conversation. For a candidate who is deaf, hard of hearing, has a speech disability or prefers not to speak to an automated system, the same screen is available by text, with the same questions, the same scoring and the same outcome.

Choosing the text version is never held against a candidate and is never visible to the recruiter as a reason for a different result.

The screening models score answers against requirements the customer wrote. They do not score tone of voice, speed of speech, accent, pauses, vocabulary level or any other feature of how a candidate speaks or writes.

A candidate who takes longer to answer, uses a screen reader, or answers in short sentences is scored on the content of what they said.

Candidates are told at the start of a voice or chat screen that they are speaking with an automated system, how to switch channel, and how to reach a person.

A candidate may request a reasonable accommodation at any point and the request goes to the customer's recruiter, outside the automated flow, without affecting the screen.

We list each limitation we know about, what a candidate can do in the meantime, and when we expect to fix it.

If something on this site or in an application you are completing does not work with your assistive technology, or if you need the process in a different form, tell us.

You do not need to explain your disability, only what is not working and, if you are a candidate, which company you are applying to. We will respond and offer another way to complete the step.