Candidate Privacy Notice

[Insert NHIP legal entity name] provides the NHIP Hiring Network. Contact NHIP at [insert candidate privacy email].

The agency or employer named before you apply will receive your application and may control its recruiting records. NHIP may process those records for that organization. NHIP may act as a controller for your NHIP account, platform security, billing, and Talent Network choices. Counsel must confirm these roles and add agency-specific notice language.

• name, email, phone, location, time zone, and account identifiers;
• resume files, summary, work history, education, skills, languages, certifications, and portfolio links;
• salary expectations, availability, notice period, work preferences, and work authorization;
• job applications, screening answers, interview details, feedback shared with you, offers, and outcomes;
• saved jobs, alerts, consent records, visibility settings, profile views, and contact requests.

An agency may add a candidate record before you create an NHIP account if the agency has authority to hold that record. The agency remains responsible for its collection notice and lawful basis.

You may apply as a guest or use a signed-in profile. Before a native NHIP application, the page should identify the company or agency, the data recipient, the information included, and the available privacy choices.

An external role sends you to the original application destination. NHIP should label that route and preserve the original source. The external site applies its own privacy terms.

NHIP may extract text from PDF, DOCX, or TXT files. An AI provider may structure the extracted text into contact details, work history, education, skills, languages, certifications, location, and portfolio links.

You or an authorized recruiter should review extracted fields. NHIP should preserve the original resume and record the parser version, provider, model, extraction time, and review status. The service should ask for confirmation before replacing reviewed information.

NHIP may compare your reviewed information with stated job requirements. Application code calculates the result from weighted components such as skills, relevant experience, location, authorization, compensation, employment type, and availability.

A match result may show evidence, missing information, conflicts, source records, and confidence. Recruiters may use evidence-only mode. NHIP will not reject you from a role based on the match result alone.

NHIP must not use age, gender, race, ethnicity, religion, disability, medical information, pregnancy, sexual orientation, political beliefs, photographs, voice, faces, or inferred personality for matching.

An agency may maintain application stages, tasks, email history, interviews, scorecards, submissions, offers, and placement records. Recruiters may write private notes for lawful recruiting work. Candidates do not receive access to another organization's records or private recruiter notes through the candidate portal.

An agency must keep its data separate from other agencies. NHIP should use organization-scoped authorization and database rules to enforce that boundary.

You may choose one of these visibility settings:

• Private: your profile remains outside recruiter discovery.
• Applied organizations: organizations that received your application may access the relevant record.
• Verified network: verified NHIP agencies and employers may discover the permitted profile fields.

Verified-network discoverability requires your separate opt-in. You may pause discovery, hide contact details, change visibility, or block an organization. NHIP should log profile views and contact requests. A recruiter should receive contact details when your settings permit access or another valid authority allows disclosure.

NHIP may send application confirmations, screening requests, interview invitations and reminders, follow-ups, rejection notices, offer-stage messages, profile verification, and job alerts. Recruiter-authored email may appear in the application timeline.

Interview records may include time zone, location or meeting link, participants, scorecard, feedback, structured ratings, and notes.[Insert communication preference and unsubscribe rules].

You may request an export or account deletion through the candidate workspace or the contact route below. An agency may need to keep part of an application record to meet legal duties, defend claims, or document a hiring process. NHIP should explain any retained record and the responsible controller.

[Insert candidate retention periods, backup window, and deletion response time].

Your location may give you rights to access, correct, export, delete, restrict, or object to processing. You may withdraw consent and complain to a regulator. NHIP may verify your identity and may send an agency-controlled request to that agency for response.

Submit a request through [insert candidate privacy portal or email]. Counsel must add jurisdiction-specific response periods, appeal routes, and regulator details.

NHIP uses access controls, secure file storage, signed file links, input validation, rate limits, and audit records. Data may move to provider locations outside your country under a lawful transfer tool selected for the applicable route.

[Insert hosting locations, transfer safeguard, privacy contact, and postal address].