How we handle candidate data
Evaltick helps make consequential decisions about people’s careers. We think you should be able to see exactly how it works before you trust it with a single applicant.
The rubric is ours, and it is closed
Every evaluation runs against a competency rubric authored and validated by our team of police professionals. The system cannot evaluate against anything else. It does not improvise criteria, weight factors on its own, or draw on general-purpose judgment about what makes a good officer. If a competency is not in the rubric, it is not assessed.
Automated scoring, human review — every time
Evaltick uses automated analysis to apply the rubric consistently across candidates. Every assessment is then reviewed by a qualified human assessor before any result reaches the hiring agency. There is no exception to this and no sampling threshold — no candidate is ever scored by software alone.
We are not the decision-maker
Evaltick does not hire, rank, advance or eliminate anyone. We provide evidence against a defined standard; your agency weighs it alongside everything else it knows about a candidate and makes the call. Candidates who want their results, or who want a decision reconsidered, go through the agency — the same route as every other part of your process.
Where data lives, and for how long
Candidate responses are processed and stored on Microsoft Azure infrastructure located in the United States. Candidates are identified to us only by an alphanumeric reference number issued by your agency — we never receive names, and only your agency can link a result back to a person. Records are retained for one year from the date of assessment, after which they are permanently deleted. Candidate data is never used to train external models and is never sold, shared or licensed to third parties.
How we use aggregate data
We analyze assessment results in aggregate to monitor how the rubric performs, improve consistency between assessors, and report on trends across cohorts. This work is done at the group level and is never used to profile an individual candidate.
Fairness
The rubric assesses only competencies demonstrably required for the role. We monitor aggregate results for divergence across cohorts and report any that emerges to the agencies we work with.
What candidates are told
We require agencies to inform every candidate, before assessment, that we use automated analysis, what we measure, that a qualified assessor reviews their result, and how we handle their data.
Questions we're happy to answer in writing
Data residency, retention, subprocessors, security certifications, accessibility accommodations, assessor qualifications, and how the rubric was validated. Contact hello@evaltick.com