Applicant Rights and Disclosures

This page provides important legal notices and information regarding your rights as an applicant for roles at RadNet, including affiliates and subsidiary companies, where necessary for centralized recruitment management, reporting, and IT system administration.

General Applicant Privacy

For a full description of how RadNet collects and process your personal information, the purposes of this processing, how we share your information, and your rights (including access, correction, and deletion), please review our comprehensive Recruitment Privacy Notice.

RadNet is committed to fair and efficient hiring. We may use technology, including tools with artificial intelligence (AI) capabilities, to assist in reviewing and managing applications. A final hiring decision that produces a legal or similarly significant effect is never made based solely on automated processing. Our process requires substantive human review and intervention by our hiring teams before any final decision is made.

Jurisdiction-Specific Disclosures

Depending on the location of the role you are applying for, you may be entitled to additional rights or disclosures mandated by local law.

You should review the disclosures below that are relevant to your location.

Notice of Automated Tools Use & Bias Audit (NYC)

Last Updated: 11.11.2025

RadNet, Inc. (“RadNet”) uses an Automated Employment Decision Tool (AEDT) to assist in its candidate screening and assessment process for certain job postings. This notice is provided pursuant to New York City Local Law 144.

An AEDT refers to a software or system that uses algorithms, machine learning, artificial intelligence, or other computational methods to assist in or make decisions related to employment processes. These decisions can include hiring, firing, promotions, or job assignments. The tool may analyze resumes, evaluate candidates’ responses in interviews, or assess employee performance. It aims to streamline the decision-making process, increase efficiency, and potentially reduce human bias.

1. How We Use This Tool

RadNet uses the iCIMS talent acquisition platform as an AEDT to assess and screen candidates who apply for roles located in New York City. The tool assists our talent acquisition team by systematically analyzing application materials (such as resumes, cover letters, and application responses) to assess job-related qualifications and characteristics.

2. Job Qualifications and Characteristics Assessed

The AEDT is used to assess qualifications and characteristics relevant to the specific role, which may include, but are not limited to:

  • Analysis of prior work experience and tenure
  • Assessment of specific skills as listed on the resume against job description requirements
  • Evaluation of education and certification levels

3. Independent Bias Audit

As required by law, RadNet has ensured that an independent bias audit of the iCIMS platform has been conducted. This audit assesses whether the tool’s use results in a disparate impact based on race/ethnicity or gender. A summary of the most recent bias audit, including the source and date of the data assessed, can be found here: iCIMS Bias Audit

4. Your Rights as an Applicant

Request for Alternative Selection Process or Accommodation:

If you are a resident of New York City, you have the right to request an alternative selection process or a reasonable accommodation that does not involve the use of the AEDT.

To request an accommodation or alternative process, please contact accessibility@radnet.com with the subject line “NYC AEDT Accommodation Request.”

5. Data Retention

Information collected from your application and through the use of this tool will be retained in accordance with RadNet’s candidate data retention policy. For more information about our data practices, please see our Recruitment Privacy Policy.

Notice for Los Angeles and California Applicants: Fair Chance Initiative

We consider for employment qualified applicants with criminal histories, or arrest or conviction records, in a manner consistent with relevant legal requirements, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, the San Francisco Fair Chance Ordinance, and the California Fair Chance Act, where applicable.

To read a copy of the NOTICE TO APPLICANTS & EMPLOYEES FAIR CHANCE INITIATIVE FOR HIRING ORDINANCE, please [click here].