# Candidate Privacy Notice.

> If an employer uses Scrini AI in its hiring, this notice explains what data is processed, how AI is used, who decides and how to use your privacy rights.

URL: https://landing.qa.scrini.ai/candidate-privacy-notice  
Breadcrumb: Home > Candidate Privacy Notice

Last updated: October 2, 2026. For people who apply to, or are contacted by, an employer that uses Scrini AI to source, screen or assess candidates.

## Summary

- The employer you applied to, or that contacted you, decides how your data is used. Scrini processes it on the employer's behalf.
- You are always told when you are speaking with an AI agent. Calls and video interviews are recorded and transcribed.
- Every candidate for a role gets the same questions and the same scorecard. People at the employer review the results and make the hiring decision.
- Your data is not sold, not shared with other employers and not used to train shared AI models.
- To access, correct or delete your data, or to ask for a human review or an accommodation, contact the employer or email support@scrini.ai and we will help.

## 1. Who this notice is for

This notice is for job applicants and potential candidates whose personal data is processed through Scrini AI by an employer, staffing agency or recruiter that uses our platform (the "employer"). If you applied for a job at Scrini itself, our Privacy Policy applies instead.

## 2. Who is responsible for your data

The employer is the controller of your data. It decides which roles you are considered for, which Scrini features are used and how long your data is kept. Scrini AI (Scrini AI Private Limited) is the employer's processor, also called a service provider: we process your data only on the employer's instructions and under a contract that protects it. If it is not clear which employer contacted you, reply to the message or email support@scrini.ai and we will tell you.

## 3. Where your data comes from

From you, when you apply, reply to a message, take a phone screen, video interview or assessment, or book an interview. From the employer, for example from its applicant tracking system or past applicants. From public and professional sources the employer chooses to search, such as job boards, LinkedIn, GitHub and niche talent networks, and from Workor if you have a profile there. Where the law requires it, the employer must tell you where your data came from, at the latest at first contact or within one month.

## 4. What is processed at each stage

Employers choose which stages they use, so not every stage applies to every candidate.

| Stage | Data processed | What happens |
| --- | --- | --- |
| Sourcing and matching | Name, contact details, resume, work history, skills, location and public profile information | Your profile is compared with the role's requirements and given a fit score with reasons |
| Outreach | Contact details, messages and replies by email, SMS, WhatsApp or phone, and the details you share, such as availability, salary expectations and notice period | An AI agent contacts you, answers questions and records your answers |
| AI phone screen | Voice recording, transcript and answers | You are told it is an AI. Everyone for the role gets the same questions and the answers are scored on one scorecard |
| AI video interview | Video recording, transcript and answers | An AI agent asks questions and adaptive follow-ups. You get the same core questions as other candidates, and your transcribed answers are scored against the role's rubric |
| Assessments | Answers, code, written work and task results, plus screen activity during technical assessments to check integrity. Screen activity follows the same retention and deletion rules as your other data | Your work is scored against the role's rubric |
| Identity checks | Liveness and session signals, such as IP address, and video from the session. Where a law such as the Illinois Biometric Information Privacy Act requires notice and consent before an identity check, the employer is responsible for providing it | Checks that a real person is present and that the person taking the assessment is the person who applied. Possible issues are flagged for the employer's team to review |
| Ranking and shortlist | Scores, the evidence behind them and stage history | The employer's team sees a ranked shortlist and can review and override any score |
| Scheduling | Your availability and interview bookings | Interviews are added to the employer's calendar |

## 5. How AI is used and who decides

Scrini's AI agents source, contact, screen and assess candidates and summarize the evidence. They do not make the hiring decision. The employer's recruiters and hiring managers review the results and decide, and they can override any score. You can ask the employer for a human review of an AI-assisted result, for an explanation of how it was reached or for an alternative way to be assessed. Our AI Transparency Notice explains each AI feature, what it considers and the laws that apply.

## 6. Why your data is used

Your data is used to consider you for roles, contact you, assess your fit and skills, schedule interviews, keep a record of the hiring process and keep the platform secure. The employer chooses the lawful basis, usually taking steps at your request before a possible employment contract or its legitimate interest in hiring. Where the law requires consent, for example for some recordings or AI video interviews in Illinois, the employer asks for it before that step.

## 7. Who can see your data

The employer's hiring team. Scrini staff who need access to provide support, security or maintenance, under confidentiality duties. Our subprocessors, such as cloud hosting and communication providers, listed on our Subprocessors page. Tools the employer connects, such as its applicant tracking system or calendar. Authorities, only where the law requires it. We never sell your data, never share it with other employers and never use it to train or fine-tune shared AI models.

## 8. How long your data is kept

The employer sets how long your data is kept. When the employer asks us to delete it, or its contract with us ends, we delete or anonymize it within 30 days, and backups are deleted on a 35-day cycle. If you live in Illinois and took an AI video interview, you can ask the employer to delete the video, and it and everyone it shared the video with must delete it within 30 days.

## 9. Your rights

Depending on where you live, you can ask to access your data, correct it, delete it, receive a copy, restrict or object to its use, withdraw consent and not be subject to a decision based solely on automated processing that significantly affects you. You can also ask for an explanation of an AI-assisted result and for a person to review it.

## 10. How to use your rights

Contact the employer first, since it controls your data. If you are not sure who that is, or need help, email our privacy team at hello@scrini.ai (subject: Privacy) or support@scrini.ai with the employer's name and the role. We will pass your request to the employer within 5 business days and help it respond. You can also complain to your data protection authority.

## 11. Stopping messages

You can stop outreach at any time. Use the unsubscribe link in any email, reply STOP to an SMS or WhatsApp message or tell the agent on a call that you do not want to be contacted again. Your opt-out is recorded and the employer must honor it. If you keep receiving messages after opting out, email support@scrini.ai.

## 12. Recordings

Phone screens and video interviews are recorded and transcribed so the employer can review exactly what was said. You are told when you are speaking with an AI agent. Where the law requires notice of recording or every party's consent to record, the employer is responsible for giving that notice and getting consent before recording starts.

## 13. Security and international transfers

Data is encrypted in transit and at rest, access is limited by role and activity is logged. Data is hosted on AWS in India and Germany, and employers can choose EU-only hosting. When data leaves the EEA, the UK or Switzerland, we use the EU Standard Contractual Clauses (with the UK Addendum) where required. Our Privacy Policy and Data Security Policy have the details.

## 14. Accessibility and accommodations

If you need an accommodation, such as more time, a different format or a conversation with a person instead of an AI agent, ask the employer or reply to the message you received. Our Accessibility Statement explains how we support this.

## 15. Children

Scrini is not directed at children. Employers must not use it to assess anyone under 16, or under 18 where local law requires it, or anyone below the minimum working age where they hire.

## 16. Changes and contact

We will update this notice when our processing changes, and the date at the top shows the latest version. Questions? Email our privacy team at hello@scrini.ai (subject: Privacy) or support@scrini.ai.

## Related policies.

### Privacy Policy

How Scrini collects, uses and protects personal data.

[Read](https://landing.qa.scrini.ai/privacy-policy)

### AI Transparency Notice

How our AI agents work and the choices candidates have.

[Read](https://landing.qa.scrini.ai/ai-transparency)

### Cookie Policy

Cookies, consent and how to change your choices.

[Read](https://landing.qa.scrini.ai/cookie-policy)

### Terms of Service

The agreement for using the Scrini platform.

[Read](https://landing.qa.scrini.ai/terms-of-service)

### Acceptable Use Policy

What customers may and may not do with Scrini.

[Read](https://landing.qa.scrini.ai/acceptable-use-policy)

### Data Processing Addendum

Key terms for processing personal data on your behalf.

[Read](https://landing.qa.scrini.ai/dpa)

### Subprocessors

Third parties that process data for Scrini.

[Read](https://landing.qa.scrini.ai/subprocessors)

### Data Security Policy

How we protect data and respond to incidents.

[Read](https://landing.qa.scrini.ai/data-security-policy)

### Refund Policy

Credits, billing disputes and refunds.

[Read](https://landing.qa.scrini.ai/refund-policy)

### Accessibility Statement

Our accessibility commitment and accommodations.

[Read](https://landing.qa.scrini.ai/accessibility)

### Vulnerability Disclosure

How to report a security issue.

[Read](https://landing.qa.scrini.ai/vulnerability-disclosure)