Revised October 4, 2026.
The planned supported markets for the underlying Service are the Republic of Korea, Australia, Singapore, the United States and Canada; a language option or shared link does not extend the program to another contracting market, and each market still requires local consent and notice review. These Badge Terms supplement the AI Psychometrics Inc. Terms of Service (“Terms”) for organizations and describe optional rules for credential holders. They do not substitute for a holder-facing privacy notice and separate consent. If these terms are to bind a holder, the holder must affirmatively accept a displayed version; store version, timestamp, purpose and scope. Neither Customer assent nor participation in an assessment is holder assent. Separate optional publication consent remains necessary even if the holder accepts these terms. If the Terms and these Badge Terms conflict on badges, these Badge Terms control; the Privacy Policy and Data Processing Addendum govern the applicable data processing. A badge means only the specific verification fact displayed at the time checked. It is not a professional license, official government certification, accreditation, background check, guaranteed employment, ability prediction, or guarantee of the Customer’s legal compliance.
1. Badge categories and claims
Employer registration: a company-level credential associated with an eligible Customer’s real assessment activity and its current account entitlement. Its public page may display company name, registration number, tier, issue date and status. “Verified Employer” is a program label, not a representation that we independently audited every hiring practice, business registration, job posting or workplace. Company will document the precise qualifying evidence, first issuance and renewal rules before issuing a credential.
Partner registration: a company-level partner tier issued under an approved partner arrangement, with its own number and public status. It does not mean that a partner is licensed, endorsed for every service, or entitled to use another Customer’s information. A partnership contract governs commercial rights.
Assessment credential: a per-person, per-assessment Theta AI or Titan AI credential after completion, held privately until the holder makes a separate informed publication choice. A credential indicates that the recorded assessment was completed under the stated product and criteria version and that its listed band and dates came from our record. It does not certify general ability or fitness for a job. Prior “employee”-tier assessment credentials are not proof of employment and must not be described as such.
Employment credential: a separate optional credential that a holder requests or accepts and a company portal administrator confirms, intended to reflect an employer attestation for a defined period. It is not issued solely because an applicant completed an assessment. The holder’s consent and employer attestation are separate requirements; the source, exact employment claim, time window and revocation basis must appear on the credential. Every six months the employer may be asked to reconfirm, and failure to reconfirm may cause expiry. Departure or employer withdrawal can end a current claim.
2. Holder choice and consent
A Customer’s invitation, the holder’s assessment consent, or a badge’s technical creation does not permit public personal verification. Before publication, the holder must separately see the fields to be displayed, audience (anyone with a code/link and potentially search engines), expiry and withdrawal procedure, and choose to opt in without losing access to assessment participation or results. The holder may choose full name, initials or anonymous presentation where the feature supports it. A company or job application name must not appear on a public assessment credential, wallet page, URL metadata or LinkedIn preview merely because the company invited the holder. A score band may appear; raw scores, answer text and the employer’s private comments do not. “Anonymous” cannot prevent re-identification if the holder shares the code from a named profile. Any marketing reuse of a holder’s name, image or testimonial requires an independent optional permission.
A public wallet collecting credentials across years or email addresses requires the holder to claim each credential through the assessment email’s own magic link. Records from different employers or addresses are not automatically merged. Wallet visibility is a separate choice; expired credentials are hidden publicly by default unless the holder elects to show them. The holder can revoke consent for public display without undoing assessment completion. Company will hide or replace the page consistently and prevent its generated previews from disclosing withdrawn fields; Company cannot recall copies saved by third parties. Company will apply withdrawal consistently across its routes and generated metadata and authenticate the holder’s request before changing the record.
3. Sharing and permitted use
A holder may use an active credential link, image or QR code in a CV, portfolio or LinkedIn flow, subject to the current verification status and the platform’s own terms. A LinkedIn share initiated by a holder may send selected content or a link to LinkedIn; the share UI will explain what it submits and will not silently submit additional data. A Customer may display its own active company registration, use approved assets and an embed code accurately, and link directly to our current verification page. If the company elects private registry status, our public registry, verification pages, embeds, APIs and generated link metadata must stop exposing the private record; third-party caches may remain beyond our control. A stop-issuance choice applies to new company credentials, not automatic revocation of already issued ones. These choices do not themselves amount to a misconduct finding. No one may alter badge numbers, dates, status, product name or program mark to imply a credential or endorsement not actually recorded. Permission to display our brand is limited, non-exclusive, revocable for misuse and subject to published brand specifications. We may change asset formats without changing the underlying record.
4. Status and verification
For a publicly visible credential, the live verification page, not a static image or social preview, is the current authoritative status. A private or withdrawn record must not disclose its details to an unauthenticated visitor; an authorized holder or Customer may see a distinct private view where applicable. Company registrations may display Active, Inactive, Under Review, Expired, or Revoked; their meanings must be clearly separated. Inactive can reflect a closed account or loss of a paid plan and unexpired Credits; it is not by itself a finding of misconduct and may return to Active after a renewed entitlement. Under Review is not a misconduct determination. Expired means the stated credential validity elapsed. Revoked means Company has withdrawn a credential under an applicable, documented cause and process. Candidate assessment credentials may have a distinct Withdrawn state reflecting a holder’s publication withdrawal; a missing or withdrawn record should not display private applicant data. Badge families and public routes are distinct. A registration number or QR code is not sequential proof of issuance volume.
5. Changes, notice and disputes
We may suspend public display immediately to address a credible security, impersonation or legal risk, but a public Revoked label for an employer or named individual can cause reputational harm. Unless immediate action is needed to protect users or comply with law, Company will notify the affected organization or holder of the proposed adverse status and the basis and evidence available to share, allow 30 calendar days after written notice to respond or appeal, and provide a reviewer other than the initial decision-maker who will send a written decision after considering the response. An appeal or response must be submitted in writing to help@ai-psychometrics.com and identify the credential and the grounds; Company may combine related appeals and may decline a repeated appeal that raises the same grounds without new evidence, giving its reasons in writing. The 30-day intake window is the program rule. A public Revoked status should not be posted while a genuine appeal is pending unless immediate legal or safety necessity justifies it; use non-public or Under Review status where accurate. While investigating a genuine dispute, Under Review or a non-public state may be more accurate than public Revoked. Objective triggers should distinguish fraud, falsified evidence, misuse, employer entitlement lapse, voluntary withdrawal and administrative error. A mistaken status should be corrected promptly, with proportionate notice to parties who received the wrong status where they can be identified. Lost entitlement is Inactive, passage of a stated validity date is Expired, a holder withdrawing display is Withdrawn or non-public, and proven misconduct after process may warrant Revoked. An employer attestation challenged by the holder must be reviewed separately and must not remain displayed as current while the dispute is unresolved. We may retain a limited non-public audit record after withdrawal where lawful.
6. Renewal, expiry and employer confirmation
Assessment credentials may have an indicated validity period (the prior code sets a 12-month default, subject to current configuration); expiry does not erase the historical assessment record automatically. Employer credentials depend on current entitlement under published rules, but cancellation and misuse must not be collapsed into one negative status. An employment credential must cease to state “current” employment after employer withdrawal, departure notice, expiry or lapse of the six-month confirmation window, subject to a fair dispute process. We do not independently verify payroll, salary, work authorization, identity documents or continuing employment unless a separate, expressly described process has been performed.
7. Data, rights and liability
The Privacy Policy describes public fields, storage, transfers, lawful grounds and rights. A holder may contact help@ai-psychometrics.com to withdraw publication or request data-rights handling; Customer may also have duties toward its invited applicant. Badge issuance never gives a Customer ownership of the holder’s optional public display choice. As between Company and a Customer, the Customer is responsible for the accuracy of any employer attestation or other information it supplies or confirms for a badge, and for claims by its own employees or applicants arising from that information or its own hiring decisions, except to the extent caused by Company’s breach, negligence or unlawful conduct; Company is responsible for the credential records and verification pages it operates as provided in the Terms. We do not warrant that a platform, search engine or third party will update a cached copy immediately. Contractual liability between Company and a Customer follows the Terms, but nothing here curtails a holder’s non-waivable privacy, employment or reputation rights. Legal disputes over an applicant credential cannot be placed under a Customer-only arbitration clause merely because the Customer bought assessments. Company will obtain the holder’s affirmative acceptance before treating these terms as binding on that holder.
8. Changes, contact and language
Material program changes should be notified to affected Customers and holders as law and the chosen communication mechanisms require. A new badge purpose or expanded public field requires a new relevant choice rather than silent reuse of an old consent. Contact legal@ai-psychometrics.com for program terms and help@ai-psychometrics.com for data rights. Language. These Badge Terms are in English, which is the controlling language of this agreement. Any translation is provided for convenience only. Where Customer is located in Korea, Quebec or another jurisdiction whose mandatory law requires a local-language version or notice, Company will make that version available before acceptance, and Customer confirms by its acceptance that it has had the opportunity to review it and to obtain advice, and that it agrees to be bound by the English version. Nothing in this Section limits mandatory law that requires a term, notice or consent to be provided in a particular language or that gives priority to the local-language text. Notices to individuals, including privacy notices, are effective in the language in which they are provided to those individuals. A Customer located in Quebec confirms that the parties have expressly required that this agreement and all related documents be drawn up in English, and Company will provide a French translation on request.