Attestation current as of 30 September 2026

Compliance posture

RaaS is architecturally incapable of algorithmic discrimination, because RaaS is architecturally incapable of evaluation. Below is the regulatory surface we do not touch.

Read this part properly. This entire website is satire. Nothing here is legal advice, no statute is being interpreted in good faith, and no compliance claim on this page is real. The regulations cited, however, are — and the practice of auto-rejecting applicants in under five minutes while claiming human review is the thing being mocked.

The regulatory surface

Instrument	What it restricts	Our position
GDPR Art. 22	Decisions based solely on automated processing with legal or similarly significant effects.	Not engaged
GDPR Art. 13(2)(f)	Obligation to disclose the existence of automated decision-making and profiling logic.	Nothing to disclose
EU AI Act, Annex III §4	Classifies employment and worker-management AI as high-risk, triggering conformity assessment.	Out of scope
NYC Local Law 144	Annual independent bias audit for Automated Employment Decision Tools.	Not an AEDT
Illinois 820 ILCS 42	Consent and reporting duties for AI analysis of video interviews.	No analysis performed
Colorado SB 24-205	Duty of care against algorithmic discrimination in consequential decisions.	No algorithm
EEOC Title VII guidance	Adverse impact arising from selection procedures, including automated ones.	Your problem

Our data processing commitments

Data minimisation

We collect nothing. The form posts to the server, a letter comes back, and the request ends. There is no database of candidates because there is no database.

Storage limitation

Retention period: the duration of one HTTP request. We believe this to be the shortest retention period commercially available.

No profiling

We do not evaluate the candidate. We have never seen the candidate's CV. We are, in the most literal sense available, impartial.

Explainability

Every decision is fully explainable: a person moved a slider. We can reproduce any letter from its reference number, which is more than most ATS vendors can say.

Seriously, though

Automated rejection within minutes of applying is now normal. Many of those systems have never been audited for disparate impact. Many of the letters they send claim a human reviewed the application. That claim is often false, and it is the specific lie this site exists to imitate.

If you run hiring somewhere: tell candidates the truth about how they were screened, audit your tooling, and reply to people who ask why. None of that is expensive. It is just unglamorous.