Transparency
AI Disclosure
How JobFit uses artificial intelligence across the platform — what AI does, what it does not do, and where human oversight applies.
Our Approach to AI
JobFit uses artificial intelligence as a tool to help job seekers work more efficiently — not as a replacement for human judgment. AI assists with matching, drafting, and analysis. It does not make hiring decisions, guarantee outcomes, or replace professional advice.
We use OpenAI models through the OpenAI API for our AI-assisted features. We chose this model family for its accuracy, safety features, and ability to follow nuanced instructions — qualities that matter when the output affects real people's job searches and immigration decisions.
Where AI and Automated Scoring Are Used
Job Matching & Scoring
When you create a profile, our algorithm scores each job listing against your skills, experience, location preferences, salary expectations, and career goals. The match percentage you see on job cards reflects how closely a position aligns with your profile across multiple dimensions.
This matching score is rule-based, not generated by an AI model. It compares categories, provinces, salary ranges, experience, LMIA preferences, and overlapping skill terms. Weights are applied to each dimension: category relevance, geographic preference, salary fit, experience level, LMIA status, and skills overlap.
Human oversight: The algorithm is designed and tuned by our team. Match scores are informational — they do not filter out jobs or prevent applications.
Optional Application Evidence Analysis
When applying to an employer-hosted job, candidates may opt in to AI-assisted analysis. If both the candidate consents and the employer has access to the feature, JobFit can compare the resume, cover letter, and application message with the stated job requirements.
The result is an evidence summary with section scores. It excludes contact details and is instructed not to infer personality, culture fit, or protected characteristics. Candidates can apply without consenting, and employers then review the application without AI analysis.
Human oversight: The analysis cannot reject a candidate, change an application status, or make a hiring decision. Employers remain responsible for a direct, fair review of every application.
Immigration Readiness Score (PR Score)
Each job listing receives a PR Score (0-10) indicating how well the position supports a path to permanent residency. This score considers five weighted factors: LMIA sponsorship potential (30%), provincial immigration program alignment (25%), occupational demand (20%), employer track record (15%), and job stability indicators (10%).
Human oversight: Scoring weights and criteria are based on published IRCC program requirements. The PR Score is an estimate, not immigration advice. Consult a licensed immigration consultant (RCIC) for personalized guidance.
Cover Letter Generation
The cover letter generator uses OpenAI to draft personalized cover letters based on your profile and a specific job listing. It analyzes the job description, matches relevant experience from your profile, and produces a tailored draft in Canadian professional format. Bilingual generation (English and French) is available.
Human oversight: Generated cover letters are drafts. We strongly recommend reviewing, editing, and personalizing every output before submitting to an employer. AI cannot know the nuances of your experience the way you do.
Resume Analysis & Feedback
Our resume checker and resume builder use AI to analyze resume content against Canadian hiring standards. The tool evaluates structure, keyword optimization, ATS compatibility, and content quality. Suggestions are generated to help you improve specific sections.
Human oversight: AI suggestions are recommendations, not rules. Different industries and roles have different resume conventions. Use the feedback as a starting point and adapt to your target industry.
Where AI Is Not Used
- Editorial articles and guides. Our blog posts and guides are researched, written, and fact-checked by our editor, Claire Bergeron, against primary government sources (IRCC, ESDC, Statistics Canada, Job Bank). They are not auto-generated. See our Editorial Policy for the full process.
- Automated hiring decisions. AI cannot accept, reject, contact, or change the status of a candidate. Employers make and remain responsible for every hiring decision.
- Immigration advice. Our tools provide informational estimates (CRS scores, PR scores), not legal or immigration advice. These are not substitutes for consultation with a Regulated Canadian Immigration Consultant (RCIC) or immigration lawyer.
- User data selling or profiling. AI does not analyze user behavior for advertising targeting. We do not sell user data to third parties or use AI to build advertising profiles.
- Automated application submission. JobFit never submits job applications on your behalf without explicit action. You control every application.
Data and Privacy in AI Processing
When you use AI-powered features (cover letter generation, resume analysis, skill gap assessment, or consented application analysis), the data needed for that request is sent to OpenAI's API for processing. OpenAI states that API inputs are not used to train its models by default unless the customer opts in. Depending on the service configuration, provider systems may retain API data for a limited period for safety and abuse monitoring; OpenAI's current standard retention period is up to 30 days.
For full details on how we handle your data, see our Privacy Policy.
Questions About Our AI Use
If you have questions about how AI is used on JobFit, or concerns about a specific tool output, contact us at tryjobfit.com/contact.