Retaind.ai Ltd — Last updated: 18 October 2026
Retaind.ai is designed to help recruiters and employers make more informed hiring decisions using structured evidence, consistent assessment methods and clearly presented information. Our aim is to make recruitment more transparent, more consistent and easier to explain—not to replace the judgement and accountability of the people making hiring decisions.
We evaluate our AI methods and outputs against applicable EU AI regulatory requirements and guidance. We take precautions to support responsible, transparent and compliant use, and we expect recruiters and employers to use the platform in accordance with their own legal and professional responsibilities. Compliance depends on how a system is operated as well as how it is designed.
Retaind supports the recruitment process by helping teams define job requirements, establish a client benchmark, compare applicant responses against that benchmark, organise CVs by relevance, and present evidence from candidate assessments and transcribed video responses.
Candidates completing the behavioural assessment can access their assessment report and see how their responses compare with the client benchmark. The accompanying explanation is intended to help them understand potential areas of alignment and differences in working preferences or approach. These are points for consideration, not definitive statements about personality, performance or future employment outcomes.
Retaind provides information and workflow assistance. Recruiters and employers remain responsible for deciding whom to interview, progress, shortlist, offer employment to or decline. They should consider the full evidence, exercise independent judgement and avoid relying on a single percentage, ranking or AI-generated summary.
Employers and recruiters are also responsible for setting lawful, relevant selection criteria, considering reasonable adjustments where required, applying fair processes and meeting their own privacy, employment and anti-discrimination obligations.
Retaind’s assessments compare applicants with criteria and benchmarks set for a particular role. A high alignment score is not a guarantee of job performance, cultural suitability or retention; a lower score does not mean someone cannot succeed in the role. Client-defined criteria should be reviewed for relevance and fairness, and the platform’s outputs should be interpreted alongside experience, skills and other appropriate evidence.
AI-generated summaries can be incomplete or mistaken. Users should review important statements against the underlying candidate information and seek clarification where evidence is missing or unclear.
Recruitment involves personal information. Retaind aims to limit access to authorised users and to use appropriate safeguards when processing candidate information. The details of how personal data is collected, used, shared, stored and retained should be read in our separate Privacy Notice and any applicable customer data-processing terms.
Candidates should be able to raise questions about information held about them and seek correction of inaccurate personal data through the relevant recruiter, employer or Retaind contact route, depending on who is responsible for that information. Recruiters and employers should investigate material concerns about assessment accuracy or fairness before relying on the output.
We use defined tests and review processes to check that important platform functions behave as intended. The technical verification programme covers candidate visibility, optional progression, repeatable scoring, transcript-based interpretation, evidence-linked summaries, CV ordering, candidate access to reports, relevant activity records, access controls and data handling.
We also review applicable regulatory requirements and the responsibilities that fall on Retaind as a technology provider and on organisations using the platform. The precise legal classification and compliance obligations may vary by function, market and use case.
| Safeguard | Public explanation after verification |
|---|---|
| Candidate access and progression | Recruiters can review every applicant. Optional progression rules do not automatically reject candidates. |
| Repeatable assessment scoring | Behavioural alignment scores follow documented, repeatable calculation rules. |
| Transcript-only interpretation | Our AI interprets the text of candidate responses, not facial expressions or vocal emotion signals. |
| Evidence-based reporting | Candidate summaries are designed to reflect recorded answers, role requirements and assessment evidence. |
| CV visibility and ordering | CV relevance ordering helps recruiters navigate applications without hiding candidates. |
| Candidate access to reports | Candidates can view their behavioural assessment results and explanations. |
| Access, activity and data handling | Access controls and relevant activity records are tested, and external AI data flows are documented. |
| Ongoing checks | Key tests are repeated when material assessment or workflow functions change. |