Contest a trait
No score is final without a way to challenge it.
You should never be labelled by a machine you can't talk back to. Before any trait reaches an employer, you see it, you see the exact moment it came from, and you can accept, hide, or formally contest it.
You first
Candidates review traits before any employer does
Every trait
Shows the transcript moment it was drawn from
Human review
A person re-examines anything you contest
Your rights over your own signal
A Placedon profile is yours before it is anyone else's. Every trait we extract is shown to you with the evidence attached — the specific passage from your own words that produced it. Nothing is published to an employer that you haven't had the chance to see and respond to.
- See everything. Full visibility of each trait, its score, its confidence band, and its source moment.
- Hide what you don't want shared. You control which traits appear on a shared profile.
- Contest what feels wrong. Flag a trait, say why, and trigger human review.
- Retake if the day wasn't your day. One interview is a snapshot, not a verdict.
How contesting a trait works
The process is deliberately simple and quick:
- 1. Open the trait. On your profile, expand any trait to read the evidence Placedon linked to it.
- 2. Flag it. If the evidence doesn't support the score — or misses context — mark it as contested and tell us why in your own words.
- 3. Human review. A reviewer re-examines the moment against your note. Automated scoring alone never settles a contest.
- 4. Resolution. The trait is corrected, re-scored, annotated with your response, or removed. A contested trait is never shown to an employer as if it were settled.
Why we build it this way
Contestability isn't a courtesy — it's how the system stays honest. It's also what the law increasingly expects: meaningful human oversight under the EU AI Act and a real alternative process under NYC Local Law 144. To understand how a trait was scored in the first place, see How scoring works.
Primary sources
This page explains our approach in plain language for candidates and hiring teams. It is a summary, not legal advice — employers should confirm their own obligations with counsel. Last reviewed July 2026.