At all times, a Privacy Officer is designated, who develops, implements, and maintains organization-wide governance and privacy program, which complies with all applicable laws and regulations regarding the collection, use, maintenance, sharing and disclosure of personal information. Serving as the current Privacy Officer is Mark Salisbury, VP of Technology.
Information We Collect
We may collect the following types of information from you:
Personal Information: This may include your name, email address, postal address, phone number, resumes, background information, references, and other similar information that you provide voluntarily when you interact with us, such as when you express interest in and apply for a job opportunity.
Non-Personal Information: We may collect non-personal information about your interactions with our Website and Services. This information may include followers on social media, job boards or other sources that brought you to our site, your IP address, browser type, device type, and other technical information.
How We Use Your Information
We may use your information for the following purposes:
To Provide Services: We may use your personal information to assess and evaluate your qualifications for a particular job opportunity.
To Communicate with You (as Candidate): We may use your contact information to send you updates and information on potential jobs,
To Communicate with You (as Client): We may use your contact information to send you information on our products and services, potential candidates, and other marketing materials.
To Improve Our Website and Services: We may use non-personal information to analyze how users interact with our Website and Services, improve our offerings, and enhance user experience.
To Comply with Legal Requirements: TalentBridge may also disclose your personal information as required by law, such as to comply with a subpoena or other legal process, when we believe in good faith that such disclosure is necessary to protect our rights, protect your safety or the safety of others, investigate fraud or respond to a government request.
Information Sharing and Disclosure
We may share your information with third parties in the following circumstances:
Service Providers: We may share your information with third-party service providers who help us operate the Website and provide the Services. These service providers are obligated to protect your information and use it only for the purposes we specify and may include, but not be limited to, background check providers, assessment service providers, payroll and insurance providers.
Legal Compliance: We may share your information to comply with legal obligations, respond to lawful requests, or protect our rights, privacy, safety, or property, and that of our affiliates, customers, or the public.
Business Transfers: In the event of a merger, acquisition, sale, or transfer of all or a portion of our assets, your information may be transferred as part of the transaction.
We take reasonable measures to protect your personal information from unauthorized access, disclosure, alteration, or destruction. However, please be aware that no method of transmission over the internet or electronic storage is completely secure.
Additionally, as all contact and candidate data is maintained on the JobDiva software platform, we submit the following precautions taken by JobDiva.
JobDiva, Inc. and its subsidiaries take rigorous precautions in protecting data, including methods both technical and physical.
JobDiva, Inc.’s security precautions use Secure Socket Layer (SSL) methods to encrypt data. During data transfers, data are encrypted using HTTPS. JobDiva, Inc. is also equipped with an encryption mechanism for the data at rest. SHA-256 is used for passwords, and advanced database encryption is applied to key data elements, like HR-related data.
Password encryption is performed in such a way that even JobDiva, Inc.’s internal technology staff cannot read them. And to preserve password security, JobDiva, Inc.’s visitors are prompted to change their passwords every 90 days. In addition, JobDiva, Inc. disables a user’s account after several unsuccessful logins attempts. JobDiva, Inc. also produces a CAPTCHA if it detects unusual suspicious activity.
JobDiva, Inc.’s software includes several layers of permission-based access. Thus, a particular login might be blocked from accessing certain data of a sensitive nature. Each JobDiva, Inc. web page accessed over HTTPS is also equipped with session validation to authenticate the user, and to prevent any data exposure without the proper login and permission.
JobDiva, Inc. also logs the access and activity of clients and maintains a report that could show unusual activity in the system.
The database servers exist within the JobDiva, Inc. internal network, which is protected by advanced up-to-date Firewalls that allow for intrusion prevention, packet filtering, application control, and other network security options.
JobDiva, Inc.’s system is hosted by secured cloud services and professional data centers. JobDiva, Inc.’s data centers are in full compliance with the latest security and privacy requirements. These data centers are compliant with SOC2, PCI-DSS, FISMA NIST SP 800-53, and ISO, among others. They are monitored 24/7 and equipped with motion-detecting cameras for surveillance. The servers are locked inside a cage, and access is only available to authorized personnel. They are controlled by a biometric check. Logs of who visits the data center and cages are kept.
TalentBridge does not own or sell data. If TalentBridge or a TalentBridge client is holding your data, it’s because you are or have been considered for a job opportunity. This is a contractual requirement of working with TalenBridge. Neither TalentBridge or their clients are allowed to hold information or reach out to you based on information stored in TalentBridge systems for anything other than employment-related opportunities. You can report violations to firstname.lastname@example.org.
TalentBridge should only transfer personal data to a third party when it relates to the recruiting lifecycle: such as screening you for real positions (for example, asking you to take a skills assessment on a testing tool where the client has assigned you a test) or for hiring you (for example, payroll platforms). Each of the platforms TalentBridge connects with should be intrinsically related to recruiting, are in contract with our clients, and have enforceable privacy policies in place to protect any personal information they handle.