For employers responding when a candidate asks to opt out of AI scoring.
A candidate has the right to ask not to be scored by AI, and Truffle gives them a way to do that from the screening welcome page. When they do, you get notified, and the request lands in your court. You have two options: offer them an alternative way to be considered, or close the application. Either is valid. Reach out to the candidate directly, then come back to Truffle and click Mark as handled.
What an alternative selection request is
An alternative selection request is what happens when a candidate clicks Prefer not to be scored by AI? Request an alternative selection process on the screening welcome page. Three things happen next:
They fill in a short form: name, email, and optionally a reason.
Truffle sends them an acknowledgment that says their request was received and that your company will be in touch about next steps.
Their screening pauses. They don't take the AI-scored interview.
You're notified on your home page and on the position detail page. The request stays in your pending list until you mark it handled.
Why alternative selection requests exist
A few US laws give candidates the right to opt out of automated employment decisions. NYC's Local Law 144 is the best-known. Illinois and Colorado have similar rules on the books.
Truffle handles the technical side: a visible opt-out link on every screening, the request form, the acknowledgment email, and the audit trail. Responding to the candidate is your part. The candidate applied to your company, not to Truffle.
What to do when you get a request
You have two paths when a request comes in. Both are valid, both are common, and the law doesn't tell you which one to take.
Offer an alternative. Reach out through your normal channels (email, phone, whatever you usually use) and suggest a path that doesn't involve AI scoring. A live phone screen, a written application, a portfolio review. Whatever fits the role.
Close the application. If you can't reasonably offer an alternative for this role, that's also a valid outcome. Tell the candidate.
Either way, communicate the decision directly to the candidate. Then come back to Truffle and click Mark as handled to clear the request from your pending list.
Don't penalize the request
This is the part the law is clearest about, and it's good practice anyway. The fact that a candidate asked for an alternative shouldn't count against them.
If you offer a phone screen and they're a strong fit, hire them. If you close the application, do it for reasons you'd close any other application, not because they asked.
What Truffle tracks, what you track
Truffle logs the technical side of the request: who asked, when they asked, when you marked it handled. Your records (emails, ATS notes, whatever you normally use) cover the actual conversation. Between the two, you have a clean audit trail.
Common questions
How quickly do I need to respond?
There's no universal deadline. Treat it like any other candidate communication: timely and respectful. Faster is better.
Do I have to offer an alternative?
No. The law requires that the candidate have a way to request one. It doesn't require you to grant one. Use your judgment based on the role and the candidate.
What does the candidate see while I'm deciding?
They've received Truffle's acknowledgment email and their screening is paused. They're waiting on you.
What if the candidate didn't fill in a reason?
That's fine. The reason field is optional. Treat the request the same way regardless.
Can I see their resume before deciding?
For candidates who came in through an invite link, you'll already have their information. For self-applied candidates, you'll see what they shared in the request form: usually just name and email, optionally a reason.
What if I just ignore the request?
Don't. The candidate is waiting on you, and silence is a bad signal both to them and to your compliance posture. Mark the request handled once you've reached out, even if your message was "we're not able to offer an alternative for this role."