Privacy statement

We collect information from and about candidates in connection with available employment opportunities at Hipertalent. The information that we collect, the manner in which it is used, and the timing in which it is gathered varies depending on the country in which you apply. As general matter, the data we collect regarding our job applicants includes resumes or CVs, identification documents, academic records, work history, employment information and references.

We use your personal data to match your skills, experience and education with specific roles offered by Hipertalent. This information is passed to the relevant hiring managers and persons involved in the recruitment process to decide whether to invite you for an interview. Hipertalent will collect further information if you are invited to the interview (or equivalent) stage and onward. Such information includes interview notes, assessment results, feedback and offer details.

In connection with our recruitment activities including applications and onboarding, we also collect special category data from candidates where we have an employment law obligation to do so. This information is relevant to their future working environment at Hipertalent or the future provision of employment benefits, or with the individual’s explicit consent, where collecting such information is permitted by law. For example, where allowed under applicable law, we will collect information about an individual’s disabilities in order to analyse the diversity of our workforce. Once onboarded, an individual’s provision of information regarding disabilities will also be used to provide a suitable working environment. We will also need to conduct criminal background checks for certain candidates to assess their eligibility to work at Hipertalent or for Hipertalent clients. In certain countries, we will also ask candidates to provide diversity information about their race and ethnicity, and sexual orientation for diversity monitoring purposes, although the provision of this information will be entirely voluntary. However, where a candidate does not voluntarily provide such information, we could be required by law to make our own assessment of such criteria.

Our recruitment tools and websites contain their own privacy notices explaining why and how personal data is collected and processed by those applications. We encourage individuals using our recruitment tools and websites to refer to the privacy notices available on those tools and websites.

Depending on the country in which you apply, Hipertalent collects personal data about candidates (“you”) from the following sources:

Directly from you – for example, information that you have provided when applying for a position directly through the Hipertalent careers website (for additional information about the processing of your personal data via our recruitment management system, please read the data privacy statement available in this system)
From recruitment agencies – for example, when a recruitment agency with your details contacts us to suggest you as a potential candidate;
Through publicly available sources online – for example, where you have a professional profile posted online (e.g., on your current employer’s website or on a professional networking site, such as LinkedIn)
By reference – for example, through a reference from a former employee or employer, or from a referee you have identified
Results of background screening checks

Legal grounds for processing personal data of our job applicants are:

Explicit consent of the candidate
Our legitimate interest in attracting, identifying and sourcing talent
Our legitimate interest to process and manage applications for roles at Hipertalent, including the screening and selecting of candidates
Our legitimate interest to hire and onboard candidates by making an offer to successful candidates, and carrying out pre-employment screening checks
Our legitimate interest to manage our career websites (including conducting statistical analyses)
Compliance with a legal or regulatory obligation (when carrying out background checks to warrant a candidate is eligible to work)

Introduction

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