Artificial Intelligence in the SE Hiring Process
Artificial Intelligence in the SE Hiring Process via HireVue Interviews
Schneider Electric uses technology to support certain stages of its recruiting and hiring processes. For some positions, this may include artificial intelligence-assisted interviews or assessments provided through HireVue. All hiring decisions are made by a human recruiter and the hiring manager. This notice explains how artificial intelligence may be used, what information may be processed, and how candidates may request additional information.
Use of artificial intelligence
Artificial intelligence may be used to analyze information from candidate interview responses or assessment activities in connection with evaluating qualifications for employment. The technology may provide assessment results, competency evaluations, or other information that recruiters and hiring managers may consider as part of the hiring process.
Human Review
Schneider Electric does not make hiring decisions solely through automated means. Assessment results may be considered by recruiters and hiring managers, but all employment decisions are made by Schneider Electric personnel after human review.
The artificial intelligence product used for these interviews and assessments is:
Product: HireVue
Developer: HireVue, Inc.
Purpose: To support the evaluation of job-related qualifications, competencies, and characteristics based on candidate interview responses or assessment activities
Qualifications and characteristics assessed
The qualifications, competencies, or characteristics assessed will depend on the position. Information regarding the position requirements may be available in the job posting, assessment materials, or upon request where required by applicable law.
Information that may be processed
The information used in the assessment is provided directly by the candidate through interview responses, assessment activities, and interactions with the HireVue platform.
Depending on the interview or assessment, HireVue may process the following categories of candidate information:
Recorded video interview responses
Audio from recorded interview responses
Transcripts of spoken responses
Written interview or assessment responses
Responses to assessment exercises or activities
Assessment scores and competency-related results
Technical information needed to deliver and support the assessment
HireVue’s AI Explainability Statement contains additional information about how its technology processes and evaluates candidate responses
How the information is assessed
Artificial intelligence may evaluate candidate responses against job-related competencies or characteristics selected for the applicable position. For HireVue video interview assessments, the artificial intelligence evaluates the content of a candidate's responses. According to HireVue, the assessment does not evaluate facial expressions, body language, background, surroundings, or tone of voice.
Candidates should review the following information before beginning an interview or assessment for additional details regarding the assessment methodology:
Candidate notice and consent
Before beginning an applicable HireVue interview or assessment, candidates will receive notice that artificial intelligence may be used to analyze their responses. Candidates may also be asked to acknowledge the notice and consent to the use of artificial intelligence-assisted assessment by selecting “I allow” in HireVue.
Candidates should review the available artificial intelligence information from HireVue before providing consent and beginning the assessment.
Reasonable Accommodation
Candidates who require a reasonable accommodation during the hiring process, including an alternative method of assessment where required by applicable law, should contact their recruiter before completing the assessment.
Additional information
Candidates may request information about:
The type of data collected for the assessment
The sources of that data
How the data is used in the assessment
Schneider Electric’s applicable data-retention policy
The role the technology played in an employment-related decision
The personal data used in connection with a decision
How to request review or correction of factually incorrect or materially inaccurate personal data, where applicable
Requests should be submitted to:
Email: nam.careers@se.com
Subject: AI in Hiring Information Request
Schneider Electric will respond within the period required by applicable law.
Information following an employment decision
Where required by applicable law, Schneider Electric may provide additional information following an employment-related decision, including:
A plain-language description of the decision
An explanation of the role the automated technology played
The name and developer of the technology
The categories and sources of personal data used
Instructions for requesting access to or correction of applicable personal data
Information about requesting human review or reconsideration, where required
Data retention
Schneider Electric retains records relating to the use of artificial intelligence and automated decision-making technology in accordance with applicable law and Schneider Electric’s record –retention practices. Where applicable law provides deletion rights, Schneider Electric will process requests in accordance with those legal requirements.
Deletion of Illinois video interviews
For applicants subject to the Illinois Artificial Intelligence Video Interview Act applies, an applicant may request deletion of the applicant’s video interview by emailing nam.careers@se.com with "Illinois Video Interview Deletion Request" included in the subject line.
Upon receipt of a valid request, Schneider Electric will take the actions required by applicable law, including directing third parties that received copies of the recordings to delete them where required.
Preparation of this statement
Last Updated: September 21, 2026
