Anti-goals
What Aikiyam will not build, not do, and not become. These reflect our product philosophy and trust architecture - they are permanent, not temporary.
The decision to exclude always involves a human. The system may flag or withhold profiles - but never reject without human review.
Signal is always contextual - relative to a specific role, company, and moment in time. No candidate receives a universal score.
Evaluation criteria must be demonstrably role-relevant. Gender, age, religion, caste, and language are never used as signal inputs.
Aikiyam's evaluation framework is blind to pedigree - it evaluates what people have built, not where they studied.
No ranking or recommendation is produced without an explainable, evidence-backed rationale. If it cannot be explained, it will not be surfaced.
Aikiyam provides the signal. Humans exercise the judgment. The hiring decision always belongs to the company.
A candidate's signal profile is not a permanent verdict. It evolves as they grow and as outcome data comes in. No single evaluation defines anyone permanently.
Candidate data is never sold, licensed, or shared with any third party without explicit, informed consent from the candidate.
A candidate's identity and contact details are never revealed to a company without the candidate explicitly accepting that company's interest.
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