Terms of service

These terms are between ▲Legal entity — VV to supply (“Kira-AI”, “we”) and the organisation that opens a workspace (“you”, “the customer”). Whoever accepts them confirms they are authorised to bind that organisation.

They cover the Kira-AI application, the voice interviews it conducts, and this website. Together with the data processing agreement at /legal/dpa and the privacy policy at /legal/privacy, they are the whole agreement between us.

Kira-AI conducts a structured voice interview with the candidates you invite, records it, transcribes it, and returns a scorecard: a score per criterion with a written rationale and verbatim quotes from the conversation, plus must-have outcomes and short strength and gap notes.

The interview is audio only. There is no video and no camera access. A single interview may run for up to 90 minutes, after which the session ends.

Kira-AI does not decide anything. It does not reject, advance, shortlist or rank candidates, and there is no threshold in the product that changes a candidate’s status automatically. Every hiring decision is made and recorded by a person in your team. This is a property of how the system is built, and clause 06 places the matching obligation on you.

You open a workspace, invite colleagues to it, and are responsible for who has access and for what they do with it. There is no charge per seat and no cap on team members or on the number of roles you run.

Keep your account credentials secure. Disconnect any AI app you no longer use or trust. You are responsible for activity under your workspace, including activity through connected apps.

You must be at least 18 and use the service for a business purpose.

Subscriptions are monthly. Each plan includes an allowance of candidate interviews per billing period.

How an interview is counted

Sending or opening an invitation uses nothing. One interview is used when the live session starts, even if the candidate does not finish. Rejoining the same interview never uses another.

Team test sessions using a workspace member’s email are free, up to 10 per month.

Running out

There is no overage billing and no surprise invoice. When the allowance for a billing period is used up, the service stops admitting new interviews — a candidate who opens their link will be told the interview is not available. Move to a larger plan to continue.

Payment

Prices are in US dollars and exclude VAT and any other applicable tax, which is added where required. Payment is taken in advance by our payment provider; we never see or store card details. Fees already paid are non-refundable except where the law requires otherwise.

We may change prices on ▲Notice period — VV to supply notice before the start of a renewal period.

New workspaces receive a trial allowance of 25 interviews, with no card required. Set up at your own pace: the trial’s 30-day period begins when the first candidate interview on the workspace is completed. Interviews started before that count against the same allowance of 25 — starting the clock does not reset the allowance. Team test sessions never begin the period.

Once the 25 interviews are used, new counted interviews are refused; once the 30 days have run out, no new interview can start. Either way the workspace admits no new interviews unless a paid plan has been started, and an interview already started can finish within its existing recovery window. Your data is not deleted when a trial ends — see clause 12.

Where we have agreed a different trial duration or allowance with you in writing, that agreement applies instead. We may withdraw or change trial terms for future sign-ups at any time.

This clause matters more than the rest of this document. You are the employer and the data controller. Kira-AI supplies a tool; the hiring process is yours, and there are duties we cannot discharge on your behalf no matter how the product behaves.

• Lawfulness of the hiring process. You are responsible for complying with employment, equal-treatment and anti-discrimination law wherever you recruit, and for the criteria you ask us to assess against. You choose the questions and the must-haves; a criterion that is unlawful to screen on is unlawful whoever asks it.
• Telling candidates. You must tell applicants that an AI interview forms part of your process, and give them the information a controller owes a data subject. The product shows candidates a fixed disclosure and takes their consent before any recording begins, and links them to a candidate notice — but that is our description of what the tool does, not your privacy notice.
• Human decisions. A person on your side must review the evidence and make every decision that affects a candidate. You must not configure your process so that a scorecard band effectively decides who is rejected. The product will not do it for you, and doing it by policy would put you inside Art. 22 GDPR on your own account.
• Accommodations. You are responsible for offering an alternative to candidates who cannot reasonably take a voice interview, including for reasons of disability, and for handling those requests.
• Local AI-in-hiring rules. Several jurisdictions impose specific duties on employers using automated tools in recruitment — notice periods, bias auditing, record-keeping, or a right to an alternative process. Meeting them is your responsibility, and you should check them before you deploy.
• Retention. Interview data is kept until it is deleted. Deciding how long your candidate data should live, and asking us to delete it, is a controller decision and therefore yours.
• Accuracy of what you enter. Company knowledge, role descriptions and criteria you provide are used to brief the interviewer and are shown to candidates in effect. Do not put personal data about third parties, or confidential material you are not free to share, into those fields.

You may not, and may not allow anyone else to:

• interview anyone without telling them it is an AI interview and that it is recorded, or attempt to bypass the consent step;
• use the service to assess people for anything other than a genuine role you are recruiting for;
• ask the interviewer to elicit protected characteristics — health, disability, pregnancy or family plans, age, ethnicity, nationality, religion, sexual orientation, union membership, political opinion — or to draw inferences about personality, emotion or “culture fit”;
• upload or enter special-category data, or data about children;
• resell, sublicense or offer the service to third parties as your own, unless we have agreed that in writing;
• attempt to extract the underlying models, prompts or rubrics, to reverse-engineer the service, or to use it to build a competing product;
• circumvent metering, rate limits or access controls, or probe the security of the service without our written permission;
• use the service unlawfully, or in a way that damages it or other customers.

We may suspend a workspace immediately where use of it is unlawful, endangers candidates or the service, or breaches this clause, and we will tell you why.

You are the controller of candidate personal data and we are your processor. The terms on which we process it — instructions, security, sub-processors, transfers, deletion and audit — are in the data processing agreement at /legal/dpa, which forms part of this agreement.

Between us, the content of your workspace — your roles, criteria, notes, and the candidate data we hold for you — is yours. We do not use it to train models, and we do not use it for any purpose other than providing and supporting the service to you.

We aim to keep the service available and will give reasonable notice of planned maintenance where we can. We do not currently offer a contractual uptime commitment. ▲Service level — none offered; confirm

Support is by email at ▲Support email — VV to supply.

We improve the product continuously and may change how features work. We will not remove a material feature you are relying on without reasonable notice.

The service, the software, the interview methodology, the scoring rubric structure and everything we put into them remain ours. You get a non-exclusive, non-transferable right to use the service for your own recruitment for as long as this agreement lasts.

Scorecards and transcripts produced for your roles are yours to use in your hiring process. Feedback you send us about the product we may use freely.

We will provide the service with reasonable skill and care. Beyond that, and to the extent the law allows, the service is provided as is.

In particular: the AI can be wrong. Transcription can mishear. A scorecard can miss something a candidate said, or read an answer less generously than a person would. Scores are an aid to reading an interview quickly, not a measurement of a person, and they must not be treated as one. We do not warrant that any assessment is accurate, complete, or predictive of how anyone will perform in a job, and we do not warrant that the service will be uninterrupted or error-free.

Neither party excludes liability for death or personal injury caused by negligence, for fraud, or for anything else that cannot lawfully be excluded.

Subject to that, neither party is liable for indirect or consequential loss, loss of profit, revenue, goodwill or anticipated savings, and each party’s total liability arising out of this agreement is limited to the fees paid by you in the ▲Liability cap period — VV and counsel to set preceding the event giving rise to the claim.

You are responsible for your hiring decisions and for claims arising from them. ▲Indemnity position — for counsel

The agreement runs while you have a workspace. You may cancel at any time, effective at the end of the current billing period. Either party may terminate for material breach that is not put right within 30 days of notice.

When the subscription ends, the workspace stops admitting new interviews. Your data is not deleted automatically: interview data has no automatic expiry, and closing an account is a request you make to us. On request we delete customer personal data, including stored audio, and confirm it is gone — the mechanics and the timing are in the DPA.

We may update these terms; material changes will be notified to workspace owners by email and take effect at the start of the next billing period. Continuing to use the service after that is acceptance.

Neither party may assign this agreement without the other’s consent, except to a successor of its business. If a clause is unenforceable the rest stands. Failure to enforce a right is not a waiver of it.

This agreement is governed by ▲Governing law — VV to supply and the courts of ▲Jurisdiction — VV to supply have exclusive jurisdiction.

▲Legal entity — VV to supply
▲Registered address — VV to supply
▲Support email — VV to supply