Recruitment Privacy Notice

Information collected

We may collect contact details, resumes, employment and education history, skills, work authorization, location, availability, compensation expectations, portfolio links, interview notes, references, background information where lawfully requested, communications, and technical data from recruitment systems.

Sources

Information may come from candidates, recruiters, staffing partners, clients, references, public professional profiles, job boards, assessment providers, and screening providers where permitted.

Purposes

• Evaluate qualifications and suitability.
• Communicate, schedule interviews, and administer assessments.
• Match candidates to internal or client opportunities.
• Verify information and conduct lawful checks.
• Prepare offers, onboarding, workforce planning, and records.
• Meet legal, equal-employment, security, and compliance obligations.

Disclosure

Information may be disclosed to authorized employees, clients considering a candidate, recruitment and assessment providers, background-screening providers, advisers, and authorities as legally required. Candidate profiles should not be shared with a client without an appropriate lawful basis and clear recruitment purpose.

Retention and rights

Applicant data is retained only for as long as reasonably necessary for the purposes described, legal obligations, dispute resolution, security, and legitimate business records. Depending on location, candidates may request access, correction, deletion, restriction, or other rights by contacting the privacy email.

Automated tools

If automated tools materially assist screening or decisions, their use, human oversight, data inputs, validation, and legally required notices should be separately assessed and disclosed.

Contact us

Questions about this policy may be directed to:

Review notice: This document is generated from configurable business information and is intended as a starting template. It is not legal advice and does not guarantee compliance with any law. Have qualified counsel review it before publication and whenever your practices or applicable laws change.