An architect is reviewing a Claude-based candidate-screening tool prior to deployment.

The absence of company-specific training does not establish unbiased behavior. A foundation model may reflect demographic associations or unequal treatment patterns originating from pretraining data, model behavior, prompt framing, retrieval content, or the surrounding decision workflow. Because candidate screening can materially affect employment opportunities, the complete system must be evaluated across relevant protected groups before deployment. Appropriate measures include selection-rate differences, false-positive and false-negative rates, calibration, intersectional slices, and human override patterns. Disclosure that AI is used does not replace empirical fairness testing. Protected-class labels need not have been explicit in training data for proxy variables or inferred attributes to produce disparities. Provider policies similarly do not validate a customer’s specific implementation. Anthropic system cards document discriminatory-bias evaluations, reinforcing the need for application-level testing. Claude model system card