Fluidstack Management Inc.
Notice Regarding Use of an Automated Employment Decision Tool
Effective Date: October 26, 2026
Fluidstack Management Inc. ("Fluidstack") uses Ashby's Criteria Evaluation feature, an artificial-intelligence-based tool developed and provided by Ashby, Inc., to assist with the initial screening of applications submitted for open positions.
How the tool works. Ashby's Criteria Evaluation feature evaluates each application against the job-related criteria stated in the applicable job description. A human recruiter reviews the tool's output alongside the application, and a human being makes the decision whether to advance a candidate or make an offer.
Employment decisions informed by the tool. Recruitment and initial screening for open positions across all Fluidstack roles that accept applications through our Ashby-hosted careers portal. The tool is not used to make final hiring decisions, or to determine compensation, promotions, discipline, or termination.
Positions covered. All open positions to which candidates apply through Fluidstack's careers portal, including without limitation roles in the following categories: physical engineering and design; networking and compute; construction and project management; software and automation; supply chain and logistics; data center operations and safety; manufacturing; energy, land, and development; security and IT; people and workplace; finance; and legal.
Data used. The tool processes information submitted in the application, including resume/CV content, work history, education, skills, and other information the candidate provides through the application. The tool does not process demographic information for purposes of the screening decision.
Bias audit. An independent bias audit of Ashby's Criteria Evaluation feature was conducted by Warden AI (Warden Technologies, Inc.), an independent auditor, with the most recent audit dated September 21, 2026. The audit used historical applicant data and reported scoring rates and impact ratios by sex, race/ethnicity, and intersectional categories; every group with sufficient sample size had an impact ratio of 0.80 or higher. Fluidstack began using the tool on April 25, 2025. The bias audit results, including the full audit report, are available at fluidstack.io/legal/ashby-bias-audit.
Data retention and sources. For details about the types of data the tool collects, the sources of that data, and Fluidstack's retention practices for that data, please see our Job Applicant Privacy Notice posted on our careers page, submit a request at https://fluidstack.io/privacy-request, or send a written request to privacy@fluidstack.io. Fluidstack will respond to written requests within 30 days, except where disclosure would be inconsistent with applicable law.
Requests, questions, and accommodations. To request an alternative selection process, a reasonable accommodation, or additional information about the tool, please contact peopleops@fluidstack.io or write to Fluidstack Management Inc., Attn: People Operations, 780 Third Avenue, 31st Floor, New York, NY 10017. Fluidstack will consider each request in accordance with applicable law. Requesting an alternative selection process will not adversely affect the candidacy.
Point of contact. Fluidstack People Operations, peopleops@fluidstack.io.
Illinois notice. Under Section 2-102(L) of the Illinois Human Rights Act (775 ILCS 5/2-102(L)), an employer may not use artificial intelligence (including generative artificial intelligence) with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment if it has the effect of subjecting employees to discrimination on the basis of a class protected by the Act, or use zip codes as a proxy for a protected class. Fluidstack does not use the tool in a manner intended or expected to do so. Fluidstack may also use artificial intelligence to compare interviewer scores against our interview rubric in order to train and calibrate our interviewers; that comparison is not used in hiring decisions.
This notice is available on request in accessible formats and translations for candidates and employees with disabilities or limited English proficiency.