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Last Updated: 6/25/2026

Boostie is committed to transparency about how we use artificial intelligence in our platform. This page describes, in plain terms, the AI features Boostie provides, the data those features use, how they work, and their limitations. It is intended to help employers and job applicants understand how AI supports — but does not replace — human judgment in hiring.

This page is maintained in accordance with Section 5.10 of Boostie's Terms of Use and will be updated when material changes to our AI methodology occur.

1. What AI Features Does Boostie Use?

Boostie's platform includes AI-assisted features designed to help recruiting and talent acquisition teams work more efficiently. These features include:

  • Resume and application scoring — Boostie analyzes application materials and assigns a relevance score based on how well a candidate's background matches the requirements of a specific job.
  • Candidate categorization — Boostie categorizes applicants within a role by assessed fit, helping recruiters prioritize who to review.
  • Skills and experience matching — Boostie compares a candidate's stated skills, credentials, and experience against the job description to identify alignment and gaps.
  • Applicant summaries — Boostie generates a brief written summary of an applicant's background to give recruiters a quick overview before reviewing the full application.
  • Job description writing assistance — Boostie can help employers draft and improve job postings using natural language generation.
  • Talent rediscovery — Boostie uses matching algorithms to identify candidates from an employer's existing talent pool who may be a good fit for a new opening.
  • Voice AI screening — Boostie may use voice AI to conduct voice interviews via computer or phone to validate stated experiences directly from the applicant.

2. What Data Does Boostie's AI Use?

Depending on the feature, Boostie's AI may use the following categories of input data:

  • From applicants: resume content (work history, education, skills, credentials), application responses, and job preferences
  • From employers: job descriptions, required qualifications, role requirements, and hiring criteria
  • From platform interactions: behavioral signals such as engagement with job postings, click patterns, and application completion data

Boostie does not use protected characteristics (such as race, gender, age, disability status, or national origin) as inputs to its AI scoring or ranking features. Boostie's AI is designed to evaluate candidates based on job-relevant criteria only.

3. How Does Boostie's AI Work?

Boostie's AI features use a combination of the following techniques:

  • Natural language processing (NLP) — to read, interpret, and extract meaning from unstructured text such as resumes and job descriptions
  • Skills ontology matching — to identify and compare skills, credentials, and experience using a structured taxonomy of job-relevant attributes
  • Statistical scoring models — to assign relevance scores based on the degree of match between candidate attributes and role requirements
  • Large language models (LLMs) — to generate written content such as applicant summaries and job description drafts

Boostie's AI features are built using a combination of proprietary models and third-party AI providers. A list of our AI subprocessors is available on our Subprocessors page.

4. Limitations of AI Outputs

AI outputs are inherently imperfect. Boostie's AI features are designed to support human decision-making, not to replace it. Employers and applicants should be aware of the following limitations:

  • AI outputs are probabilistic. Scores, rankings, and summaries are based on statistical inference from available data. They reflect patterns in that data and may not capture every relevant quality of a candidate or role.
  • AI can reflect bias in training data. Like all AI systems, Boostie's features may reflect patterns from historical data that could disadvantage certain groups. We take steps to monitor and mitigate this, but no AI system is bias-free.
  • AI summaries may be incomplete or imprecise. Automatically generated summaries are intended as a starting point for recruiter review, not as a complete or definitive representation of a candidate's background.
  • AI should not be the sole basis for employment decisions. Boostie's Terms of Use require employers to involve qualified human reviewers in all final hiring decisions. AI outputs are intended to support, not replace, that review.

5. Human Oversight Requirements

Boostie requires all employer customers to maintain meaningful human oversight of AI-assisted hiring processes. Specifically, employers using Boostie's AI features must:

  • Ensure that qualified human reviewers actively consider AI outputs alongside other relevant information
  • Retain authority to override AI recommendations
  • Document their review and the basis for final employment decisions
  • Not use AI outputs as the sole or automatic basis for adverse action against any applicant

These requirements are reflected in Boostie's Terms of Use and apply to all customers using AI features.

6. Updates to This Page

Boostie will update this page when material changes to our AI features or methodology occur. The "Last Updated" date at the top reflects the most recent revision.

For questions about Boostie's AI features, contact us at privacy@boostie.com.