The employer owns the hiring decision and its lawful process.

Employer responsibility

• •Use Babu only for roles, candidates, records, and communications your organization is authorized to handle.
• •Configure notices, retention, accommodations, evaluation plans, assignments, and decision authority for the actual role and jurisdiction.
• •Do not treat a Babu control, release record, or beta label as a universal compliance determination.

Access and sensitive information

• •Use server-enforced roles and assignments; do not share accounts or attempt to bypass tenant, invitation, expiration, or candidate/internal-note boundaries.
• •Accommodation details are restricted. Interviewers may receive only approved operational logistics needed to provide the adjustment.
• •Do not put medical details or voluntary demographic information into hiring evidence, scorecards, ordinary analytics, search, or decision views.

Candidate rights and retention

• •Respond through the durable rights-case workflow, verify identity, scope exports to the correct employer, record exceptions, and provide a delivery receipt.
• •Do not delete records subject to an active legal hold, required retention, protected pre-hire handoff, or unresolved storage ownership.
• •Babu application retention uses policy-driven anonymization where deletion would improperly remove candidate-owned Portfolio evidence.

Employment AI

• •Every enabled AI path is advisory and requires the named human action before its output is used or published.
• •Do not use Babu or exported output to rank candidates, auto-reject, infer protected traits or proxies, or generate hire/no-hire recommendations.
• •The employer remains accountable for validation, notices, review, and any jurisdiction-specific automated-employment-tool obligations triggered by its actual use.

Outreach and abuse

Counsel boundary