Privacy Policy

Who controls your data

The distinction below decides who you ask for what, so it is worth two sentences.

• The employer is the controller. They decide the role, the questions, the rubric, the thresholds, and whether you advance. Requests about a hiring decision go to them.
• TalentValue365 is the processor. We run the platform on their instruction, hold the data on their behalf, and act on their documented instructions. Requests about the data itself can come to us and we will route them.

For our own website visitors and prospective customers, we are the controller and this policy applies to us directly.

If you are a candidate

We collect what you give us and what the process generates:

• What you submit.Name, email address, phone number, résumé, work history, and your answers to the employer's screening questions.
• What the interview produces. The call recording, the transcript, the rubric scores, and the reasoning attached to each score.
• What the pipeline records. Stage changes, timestamps, and recruiter notes about your application.
• Voluntary self-identification. Only if you chose to provide it. It is stored apart from the hiring record, is used only for aggregate reporting, and is never shown to the AI or to the people reviewing you.

We do not run facial recognition, we do not analyze your voice for emotion or personality, and we do not buy data about you from third parties to enrich your profile.

Call recordings and transcripts

The interview call is recorded. Before the interview begins, the AI states that the call is being recorded and asks you to confirm. We do this on every call in every state, not only in the states whose statutes require all-party consent, because a script that changes by area code is a worse design than one that always asks.

If you decline, the call ends and no recording is retained. Declining is not a withdrawal of your application, and you can ask the employer for a human interview instead.

Recordings and transcripts are stored in a private bucket. They are never publicly addressable. When a recruiter opens one, the platform issues a signed link that expires after fifteen minutes.

If you are a customer

For the companies that license the platform, we hold account and billing information, the identities of your users, your configuration, and operational logs. We use it to run the service, bill you, support you, and keep the system secure. We do not use your candidate data to market to you.

How your data meets the AI

Interview scoring and résumé parsing call a third-party large language model. Three things about that are worth stating plainly:

• No training on your data. We use these providers under agreements that prohibit training their models on our inputs or outputs.
• Masking where the employer asks for it. Where a customer enables PII masking, direct identifiers are stripped before the prompt is sent, so the model scores the answer rather than the person.
• Logged. Every model call is recorded with the model, the token counts, and the cost, which is what makes the process auditable after the fact.

Who else sees it

Your data goes to the employer you applied to, and to the vendors that make the product work: cloud hosting and storage, telephony for the call, speech processing, the model provider, and transactional email. Each is bound by contract to process it only for that purpose.

Current sub-processor list: publish the named sub-processor list and location here.

We will also disclose data where the law requires it. We do not sell personal information, and we do not share it for cross-context behavioral advertising, as those terms are defined under California law.

How long we keep it

Employers set retention for their own hiring records, within the floor that US federal record-keeping rules impose on them. Recordings, transcripts, and applications are deleted or anonymised at the end of the configured period, or earlier on a valid deletion request.

Default retention windows in force: state the default retention period for applications, recordings and transcripts.

Exercising your rights

Depending on where you live, you can ask to:

• Know what we hold about you and get a copy of it.
• Correct it if it is wrong.
• Delete it.
• Limit how sensitive information is used.
• Not be discriminated against for asking.

California residents have these rights under the CCPA as amended by the CPRA, and applicants count as consumers. Residents of Colorado, Connecticut, Utah, Virginia, Texas and other states with comprehensive privacy statutes have comparable rights. If you were interviewed in the EU or UK, see the GDPR page.

Ask through the contact page and name the company you applied to so we can route it. We verify identity before acting, because handing an interview recording to the wrong person would be its own privacy failure. Where the employer is the controller, we pass the request to them and support them in answering it.

Security

Data is encrypted in transit and at rest. Every tenant's data is isolated at the database level and enforced again in the application layer, so one customer's recruiters cannot reach another's candidates. Access to production is limited to staff who need it and is logged.

Current certifications and audit reports: list any SOC 2, ISO 27001 or penetration-test status here, or state that none are held yet. We would rather leave this blank than imply an audit we have not had.

Changes and contact

If we change this policy in a way that materially affects you, we will say so here and update the date at the top. Reach us through the contact page.

Registered entity and postal address: legal entity name and mailing address.