This policy is a practical starter policy for HiringOpsHQ and should be reviewed by counsel before a full public launch, especially for customers outside the United States or in regulated industries.
Information we collect
HiringOpsHQ may collect business account information, owner and team member contact details, job details, application questions, candidate contact information, resumes, application answers, video links, consent records, AI-assisted review outputs, internal notes, pipeline activity, email logs, billing status, and technical usage data.
How we use information
We use information to provide the hiring funnel, authenticate users, create job application links, collect candidate applications, generate AI-assisted review summaries, support pipeline activity, send transactional emails, provide exports, troubleshoot the service, secure the product, and communicate with account owners.
Candidate data
Candidate information is provided for hiring review by the business that published the application link. HiringOpsHQ is designed to keep candidate data scoped to the correct business account and guarded behind sign-in for employer users.
AI-assisted review
AI features may process resumes, application answers, job descriptions, and related candidate materials to create summaries, scorecards, missing-information notes, and suggested interview questions. AI output is assistive and must be reviewed by a human before any hiring decision.
Sharing information
We may share information with service providers that help us operate HiringOpsHQ, such as hosting, database, authentication, storage, payment, email, and AI providers. We do not sell candidate data. Businesses are responsible for how their authorized team members use candidate data inside their account.
Payment information
Payments are handled through Stripe. HiringOpsHQ should not store full card numbers. Charges may appear from FocalPoint Coaching / Coach Joey or another configured merchant descriptor for HiringOpsHQ access.
Retention and export
HiringOpsHQ is built around rental access periods. When access ends, the product is designed to preserve a closeout period for review and export rather than abruptly deleting candidate data. Long-term retention, deletion, and export policies may vary by customer settings, legal requirements, and operational needs.
Security
We use administrative, technical, and operational safeguards designed to protect hiring data. This includes account authentication, business-scoped access, provider-based storage controls, production guard checks, and a preference for collecting only data needed for the hiring workflow.
Your choices
Account owners can request help accessing, exporting, correcting, or deleting business and candidate data by contacting support@hiringopshq.com. Candidates should generally contact the business they applied to for application-specific requests.
Source-informed principles
Our privacy and security posture is informed by practical data security principles such as knowing what data is collected, keeping only what is needed, protecting retained data, disposing of data when no longer needed, and planning for security incidents.