Candidate privacy notice.

1. Who is responsible for your data

When a company invites you to an Infyva interview, or you apply on a careers page it hosts with us, that company decides why and how your data is used. In data protection terms it is the controller, and Infyva ("Infyva", "we") is its processor: we run the interview and store the results for the company under a contract that limits what we may do with your data (our Data Processing Agreement).

That means the company's own privacy notice also applies to you, and questions about the hiring decision, or about what the company does with your results in its own systems, are best sent to the company. Questions about how Infyva handles the data are welcome at privacy@infyva.ai. This notice works alongside our general Privacy Policy.

2. What is collected, step by step

We do not use facial recognition to identify you, facial expression analysis, emotion recognition, voice analysis, keystroke rhythm profiling or browser fingerprinting.

3. How AI is used, and what it does not do

AI helps in these steps:

• Questions: written from the job description and, if the company provided it, your resume.
• Transcription: your spoken answers are turned into text.
• Scoring: each transcribed answer is scored from 0 to 100 against the skills for the job, with a short written reason, and the report adds an overall summary and a suggested next step for the hiring team.
• Translation: answers in another language are translated into English for the hiring team.
• Resume screening: if the company uses it, AI compares your resume with the job and gives a match score with reasons.

AI does not:

• see your video or any image of you. The scoring models only receive text;
• score your appearance, face, expressions, clothing, surroundings, voice tone, accent, fluency or emotions;
• consider your gender, race, age, disability or any other personal characteristic. Your optional demographic answers are stored apart and never reach the scoring model or the hiring team;
• reject or advance you on its own.

A fuller explanation of how scoring works, including what the hiring team sees, is on How Infyva AI scores interviews.

4. Decisions and human review

Infyva does not make hiring decisions. A person at the hiring company makes them and can see the evidence behind every score. Scores can be wrong, for example if the transcript misheard you. Use "Request a human review" on your interview completion screen. The request goes to the hiring company, which makes the hiring decision. If you closed that screen, email privacy@infyva.ai and we will add it to the same queue.

5. Who sees your data

• The hiring company that invited you: its recruiters and hiring managers see your interview, report and integrity signals. It may send your results to its own recruiting systems, such as an applicant tracking system.
• Our sub-processors, which run parts of the service for us under contract, for example hosting, email and AI models. The full list, with what each receives and where, is on the sub-processors page.
• Authorities, only when the law requires it.

We do not sell your data, share it for advertising, or send you Infyva marketing because you interviewed.

6. How long it is kept

A hiring company can set a shorter period for its own recordings, transcripts and reports. The shorter period then applies to that company's interviews. The full schedule, including account and billing data, is on our data retention page.

7. How it is protected

All traffic uses HTTPS. Recordings are kept in private storage and only played through short-lived signed links. Each company can only see its own candidates. These items are also encrypted in our database: Interview answer transcripts, Consent record IP address, Consent record browser details, Accommodation requests, Phone numbers on candidate profiles, resumes and text message settings, Resume files. More is on our security page.

8. Your rights and how to use them

Depending on where you live, you can ask to:

• get a copy of your data, including in a portable format;
• correct it, or delete it;
• limit or object to a use of it;
• have a person review an AI result;
• withdraw a consent you gave, without affecting what happened before.

Where to send it. The hiring company decides about its interview records, so you can contact it directly. You can also use our privacy request page or email privacy@infyva.ai. We confirm your email, give you a reference and reply within 30 days. We tell the company about your request; for a deletion we give it up to 30 days to say whether it must keep something for a legal reason, then delete and tell you the outcome. Using your rights never affects how you are treated.

You can also complain to your data protection authority.

9. Notes for specific places

Illinois

Under the Artificial Intelligence Video Interview Act, the hiring company must tell you before the interview that AI may be used, explain how it works and what it evaluates, and get your consent. The notice screen and this page give that explanation, and the interview does not start until you agree. Recordings are shared only with the people at the company who assess you and the providers that run the service. If you ask the company to delete your interview videos, the Act requires it to delete them, and have the providers it uses delete them, within 30 days of your request. The company can tell us to delete them at any time. If you send the request to us instead, we pass it to the company and may wait up to 30 days for its answer before deleting, so the whole process can take longer than 30 days. To be sure of the 30-day limit, send your request to the company as well. Biometric information is covered by our biometric information policy.

Maryland

Interviews do not use facial recognition to create a facial template. The only face comparison is the optional ID check, which happens with the identity provider and only after you give separate consent.

New York City

If the company uses Infyva to substantially assist a hiring decision for a New York City role, the company must give you notice at least 10 business days before, publish a bias audit summary, and tell you how to ask for an alternative process or accommodation. Ask the company for these.

California

Job applicants have rights under the California Consumer Privacy Act. What we collect and why is described above; the categories, and our "do not sell or share" status, are in the California section of our Privacy Policy.

European Union, United Kingdom and Switzerland

The hiring company decides its legal basis, usually its legitimate interest in hiring, and the explicit consent you give for optional checks. The score is decision support: a person makes the decision, and you can ask for that person to review it, explain it, or hear your view. Transfers outside your country use the safeguards described in our Privacy Policy.

10. Contact

• About a hiring decision: the company that invited you (reply to your invitation email).
• About how Infyva handles your data: privacy@infyva.ai
• Privacy requests: privacy request page