Brilliant Careers is a boutique, principal-led recruitment and workforce-assurance practice for independent and faith-based schools, and university residential halls and colleges. We also run career transition and masculinity mentoring programs for young people.

This statement explains how we use artificial intelligence (AI), and how we protect the people we work with. We are not required by law to publish it. We do so because organisations that help appoint the people who shape school and college communities should be open about their use of AI. It follows the structure of the Australian Government’s Standard for AI transparency statements and is written in plain language.

Our approach to AI

Our approach is simple: AI supports our people, it does not replace them. We use it to reduce routine administrative work and improve the clarity of our writing, so our consultants can spend more time on exercising professional judgement and nurturing human relationships. Every decision that affects a person’s career, character, or opportunities is made by a human being who is accountable for it.

We are guided by four commitments: we keep people, not tools, at the centre; we are fair and alert to bias; we are open about where AI is used; and we take particular care wherever AI touches child safety or young people.

What we use AI for

We use AI to:

• draft and refine written materials, such as role descriptions, advertisements, candidate information, proposals, reports, and correspondence
• summarise, structure, and standardise documents to improve clarity and consistency
• support background research and planning
• organise our own information and administrative tasks.

A member of our team reviews and approves any AI-assisted material before it is used. We treat AI as a drafting and productivity tool, never as a source of final judgement.

What we do not use AI for

We will not use AI to:

• screen, rank, shortlist, or filter candidates, applicants, or program participants
• decide, or automatically influence decisions about, a person’s suitability for a role, program, or appointment
• assess a person’s character, capability, merit, or wellbeing
• carry out or replace the screening and child-safety checks for people who work with children and young people
• profile or draw conclusions about the young people we mentor
• replace the human mentoring, coaching, or advisory relationship
• monitor or covertly analyse the people we work with
• generate references or assessments presented as the independent work of a person
• create synthetic images, audio, or video of real people
• put personal, sensitive, or confidential information into public AI tools, or allow it to train public AI models.

If we ever consider a use of AI that could materially affect a person, we will assess it carefully, keep a person in control, and update this statement first.

Keeping people at the centre

Every decision that matters is made by a person. Our recruitment is principal-led: each engagement is led and overseen personally by Jeremy Boland. Decisions about a candidate’s progression are made by our consultants in consultation with our clients using evidence and professional judgement, and the final appointment decision always rests with the school or college. No algorithm decides who is shortlisted, recommended, or appointed, so no one is significantly affected by our use of AI without human review.

Child safety and young people

Child safety is fundamental to our work. Much of our recruitment places people into roles involving children and young people, and our career transition and masculinity mentoring programs work with young people directly. We do not use AI to profile or make judgements about them, and we do not enter identifiable information about a young person, or about a candidate’s background checks, into public AI tools. Our aim is always for technology to strengthen, not replace, genuine human connection and guidance.

Fairness and non-discrimination

People should be considered on their merits. We are alert to the well-documented risk that automated tools can entrench bias, for example on the basis of age, gender, or background. For that reason, we do not delegate screening, selection, or assessment to AI, we keep people accountable for fairness, and we comply with anti-discrimination law.

Privacy and data

We handle personal and sensitive information in accordance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles. Where we use AI, we use established, subscription-based tools within a secure, privacy-protected account, configured so that information is kept secure and is not used to train public AI models. We only enter identifiable information into approved, secure tools, and only where there is a proper basis and, where relevant, consent.

Governance, compliance, and updates

Overall accountability for our use of AI rests with Jeremy Boland, Director and Principal Consultant. We use AI consistently with our legal obligations, including anti-discrimination law, privacy law, and our child-safety obligations, and we have voluntarily aligned this statement with the Australian Government’s Policy for the responsible use of AI in government.

We review this statement at least once a year, and whenever we make a significant change to how we use AI.

We welcome questions: please contact Jeremy Boland at jeremy@brilliantcareers.com.au.

Last updated: July 2026.