Information on the Use of lizzyAI in the Application Process
We want to be transparent about how we use the AI-powered interview tool lizzyAI during the application process, what data is processed, how artificial intelligence is used, and how we ensure that all decisions regarding applications continue to be made by people.
This information applies if you are invited to use lizzyAI as part of the application process.
1. What is lizzyAI?
lizzyAI is a digital, AI-powered interview and screening tool. The tool is used to conduct structured digital interviews as part of the application process. It can analyze applicants’ responses to job-specific interview questions and use them to generate structured results, summaries, assessments, and scorecards.
The platform is provided by:
NextFrontierAI, Inc.
c/o Onox
Ostseestrasse 111
10409 Berlin
Germany
NextFrontierAI, Inc. provides lizzyAI and processes applicant data on behalf of Fielmann Group/Fielmann as a data processor. Fielmann, or the respective Fielmann company advertising the position, remains responsible for all decisions made during the application process.
lizzyAI is designed to support structured interview methods. This means that applicants are assessed based on consistent, job-specific criteria wherever possible. The platform is intended to support our recruiters and the relevant decision-makers, not replace them.
2. Why do we use lizzyAI?
We use lizzyAI to make our application processes more structured, comparable, and efficient. Our goal is to provide applicants with a standardized digital interview experience and to evaluate their responses based on predefined, job-specific criteria.
In particular, lizzyAI is intended to help us:
- ask applicants consistent, comparable questions,
- organize responses in a structured way,
- present relevant information clearly to the recruiting team,
- make the pre-screening process more transparent and easier to understand,
- reduce subjective and inconsistent assessments.
The tool does not replace the individual decisions made by our recruiting teams.
3. How does the digital interview work?
If lizzyAI is used as part of your application process, you will receive an invitation to a digital interview.
The process generally works as follows:
- You will receive a link to the digital interview.
- lizzyAI will guide you through the interview and ask you the designated interview questions. An AI-generated voice is used during the interview.
- You will answer the questions via the IzzyAI platform.
- The interview will be recorded on video, including audio.
- The questions relate to the specific position and its relevant requirements.
- lizzyAI processes the content of your responses and evaluates them in a structured manner.
- If a transcript is created from the recording, the transcript will also be processed.
- lizzyAI generates an assessment, which may include a summary, assessments based on predefined criteria, and/or a scorecard.
- Our recruiters and, where applicable, the relevant subject-matter decision-makers review this assessment together with your resume and any other relevant application information.
- Decisions about the next steps in your application process are made by people.
There is no automated assessment of facial expressions, gestures, appearance, voice, accent, or emotions. This means that the video and audio recording may be processed for the purpose of conducting and documenting the interview and evaluating the content of your responses. However, your appearance, the way you speak or move, and any emotions you may display are not automatically assessed.
4. Where is AI used?
lizzyAI uses artificial intelligence primarily to support the digital interview process and to evaluate responses to interview questions in a structured manner.
In particular, AI can help to:
- support the interview process based on the predefined requirements of the position,
- analyze the content of applicants’ responses,
- identify relevant information in their responses,
- compare responses against predefined assessment criteria,
- generate structured summaries, assessments, or scorecards.
The assessment is based on job-specific criteria, such as relevant experience, skills, motivation, communication skills, problem-solving skills, or other requirements of the specific position.
5. What results does lizzyAI generate?
lizzyAI can generate a structured assessment of your interview responses. This assessment may include the following elements:
- a summary of your responses,
- an assessment of individual job-specific criteria,
- a numerical score or rating,
- a scorecard,
- information to support further review by the recruiting team.
These results are intended to support our recruiters and the relevant subject-matter decision-makers. They are not considered in isolation, but are reviewed together with the other information provided as part of your application.
6. Does lizzyAI make automated decisions?
No. lizzyAI does not independently decide whether you are hired, rejected, or invited to the next stage of the application process.
lizzyAI supports Fielmann in the structured evaluation of digital interviews. The tool is not designed to make independent decisions about applications.
The results generated by lizzyAI are intended to support the decision-making process. The final decision about the next steps in your application process is always made by people.
Our recruiters and the relevant subject-matter decision-makers can review and interpret the results, question them, and deviate from them where appropriate.
7. What data is processed?
The following types of data in particular may be processed in connection with lizzyAI:
- personal and contact information, such as your name, e-mail address, and application ID;
- information about the position you applied for, such as job title, location, department, and job requirements;
- the resume you submitted to Fielmann and that Fielmann provides to lizzyAI;
- your responses during the digital interview;
- video recordings of the interview;
- audio data or audio tracks, where these form part of the video recording;
- transcripts generated from the recording, summaries, or other text-based outputs;
- technical information related to the interview process, such as timestamps, status information, and log data;
- results generated by lizzyAI, such as summaries, assessments, scores, or scorecards;
- contact information where required for invitations or notifications, such as your e-mail address.
The assessment is based on job-specific requirements. Personal characteristics such as gender, age, ethnic origin, religion or beliefs, disability, or sexual identity are not used by Fielmann as criteria for determining suitability and are not part of the intended assessment criteria.
8. Are my video recording, voice, or appearance assessed?
The digital interview is recorded on video, including audio. The recording may be made available to authorized individuals involved in the recruiting process where necessary to review your application.
The AI-powered assessment focuses on the content of your responses and the job-specific assessment criteria.
Your appearance, facial expressions, gestures, gaze, voice, accent, or emotions are not automatically assessed. No biometric identification is performed.
In particular, this means that the recording is not used to automatically draw conclusions about your personality, emotions, background, health, or other personal characteristics based on your appearance, voice, or behavior.
Where the audio track is technically processed, this is done to conduct the interview and capture the content of your responses, for example by creating a transcript. Voice characteristics such as pitch, accent, speaking pace, or emotions are not automatically assessed.
9. Is my data used to train AI models?
No. Your application, resume, interview, video, audio, and assessment data is not used to train AI models.
Your data is processed only to conduct and evaluate your specific application process and for related technical, security, and legal purposes.
10. Who can access the results and recordings?
Access to the results is limited to individuals involved in your application process who need access to perform their respective responsibilities. This may include, in particular, recruiters, relevant subject-matter decision-makers, and authorized administrators.
Where necessary to conduct and review the application process, this access may also include the video recording, transcripts, summaries, and scorecards.
NextFrontierAI, Inc./lizzyAI may access this data to the extent necessary to operate and support the platform, ensure security, troubleshoot issues, or provide the tool as contractually agreed.
11. Which service providers and subprocessors are used?
lizzyAI uses additional technical service providers to operate the platform and provide certain features. These include, in particular:
- Amazon Web Services (AWS) as the primary cloud and hosting provider. The data is primarily processed in Frankfurt am Main, Germany.
- Microsoft Azure to access OpenAI models that may be used for conversational and analytical features, particularly for interview questions, analyzing applicants’ responses, and AI-powered conversational features.
- SendGrid/Twilio for transactional e-mails, such as invitations or notifications sent to applicants.
- ElevenLabs for AI-generated voice and audio features during the interview, particularly the voice used by lizzyAI. These services are used for the tool’s voice output and audio functionality, not to automatically assess applicants’ voices.
- Kombo for integrations with HR, applicant tracking, or similar systems, where such integrations are used as part of the specific application process.
Some service providers may process data in the United States, including SendGrid/Twilio and ElevenLabs. According to the information currently available, lizzyAI uses Standard Contractual Clauses for such data transfers.
12. Where is the data stored and how is it protected?
The platform is hosted in a cloud infrastructure. Data is primarily processed via AWS in the EU, particularly in Frankfurt am Main, Germany. Certain AI and model-related features may be processed via Microsoft Azure within the EU.
Based on the information available to us, lizzyAI uses the following security measures in particular:
- encryption of data in transit;
- encryption of sensitive customer data at rest;
- restricted access to production systems, production databases, networks, firewalls, and encryption keys;
- access limited to authorized individuals with a legitimate business need;
- formalized access control processes;
- separate development and production environments;
- vulnerability and system monitoring;
- regular penetration testing;
- procedures for the secure storage and deletion of data;
- business continuity and disaster recovery processes.
13. How long is the data retained?
Application, resume, interview, video, audio, and assessment data processed in connection with lizzyAI is generally retained for 6 months and then deleted or anonymized, unless a longer retention period is required by law or otherwise permitted in a specific case.
A longer retention period may be necessary, for example, where required by law, where legal claims need to be asserted or defended, or where you have expressly consented to a longer retention period.
14. How do we ensure fairness and non-discrimination?
We do not use lizzyAI to disadvantage applicants based on personal characteristics. Assessments are based on job-specific criteria.
To promote fairness and non-discrimination, we use the following measures in particular:
- structured interview questions;
- predefined, job-specific assessment criteria;
- human review of the results;
- the ability for recruiters and relevant subject-matter decision-makers to review the results and deviate from them where appropriate;
- governance, risk, and control processes at lizzyAI;
- monitoring for bias and discrimination risks;
- review of system performance and system outputs;
- escalation and complaint processes for identified issues.
In its governance documentation, lizzyAI describes processes including risk management, human oversight, bias and discrimination monitoring, drift detection, logging, complaint handling, as well as corrective and preventive measures.
In addition, lizzyAI underwent an independent bias audit conducted by Holistic AI in accordance with the methodology set out in New York City Local Law 144. The audit covered the lizzyAI interview system, which evaluates responses to structured interview questions and generates scores to support hiring decisions. As part of the audit, scoring-related results were assessed by gender and race/ethnicity. The reported impact ratios for the groups analyzed were above the reference value of 0.80. Based on the methodology used, the audit therefore did not identify any corresponding findings in the test data analyzed.
An audit can help reduce risks and identify potential bias, but it cannot guarantee that errors will never occur in individual cases. Human review, ongoing monitoring, and the ability to raise concerns therefore remain an integral part of the process.
15. What can I do if I have questions, experience technical issues, or need an alternative?
If you have questions about the use of lizzyAI, experience technical difficulties, or need an alternative way to complete the interview, please contact our Applicant Service team at:
We will review your request. You will not be disadvantaged simply for making such a request.