Privacy Policy

This Policy serves as a candidate-facing privacy notice regarding categories of personal information collected through the Talent Platform, the purposes for which such information is used, and the general categories of parties to whom information may be disclosed.

We collect candidate information for purposes including account creation, candidate identification, applicant screening, profile completion, resume parsing, role/track selection, internal recruiter review, training eligibility, assessment administration, matching, client presentation, platform security, operational analytics, future opportunity consideration, and talent pool management.

California’s CCPA guidance states that a notice at collection must list the categories of personal information collected and the purposes for which those categories are used. To the extent any state privacy notice obligations apply, this Policy is intended to provide field-specific notice for Talent Platform data.

The Talent Platform may use automated or AI-assisted parsing tools to extract information from resumes or CVs uploaded by candidates. Parsing may be used to pre-fill profile fields, identify professional history, infer likely skills, structure candidate data, identify missing profile elements, support recruiter review, assist track matching, and improve platform usability.

Resume parsing may be imperfect, incomplete, inaccurate, or unable to correctly interpret formatting, dates, titles, institutions, experience, accomplishments, skills, or file structure. You are solely responsible for reviewing, correcting, completing, and confirming all parsed and auto-filled information before submission.

We may store a parsed-fields snapshot, resume-parsing confidence score, parser outputs, profile edits, the original uploaded resume, and related processing metadata for operational, audit, quality assurance, matching, screening, dispute-resolution, and platform-improvement purposes.

Parsed outputs may be considered during recruiter review, profile completeness review, screening, training routing, role matching, talent pool classification, and client-facing candidate presentation. However, parsing outputs do not guarantee progression, training admission, placement, employment, or client engagement.

The EEOC has identified algorithmic fairness and the use of AI in employment-related technologies as an area requiring guidance and review. Accordingly, resume parsing and platform automation are intended to support structured operational review and do not constitute clinical, psychological, medical, or diagnostic evaluation.

Candidate data may be processed through automated, semi-automated, and human-reviewed workflows — including profile completion checks, parsing, scoring, categorization, role/track filtering, training eligibility evaluation, pipeline progression, screening prioritization, and matching support.

Automated or semi-automated systems may materially influence whether a candidate is routed for recruiter review, training, additional screening, assessment, client visibility, future opportunity consideration, or removal from a queue.

The Company retains discretion to apply human review, recruiter judgment, operational rules, client requirements, role-specific thresholds, and internal standards when evaluating candidate progression.

The Company is not obligated to disclose proprietary scoring logic, weightings, ranking methodologies, internal thresholds, matching formulas, parsing rules, or operational decision criteria, except as required by applicable law.

Automated and semi-automated processing shall be used for occupational, workforce, administrative, operational, screening, and talent-management purposes only, and shall not be interpreted as medical, psychological, psychiatric, clinical, or diagnostic evaluation.

Candidate information may be accessed, reviewed, processed, and used by authorized Health & Virtuals personnel, including recruitment teams, screening teams, training teams, operations teams, support teams, compliance personnel, technical administrators, and management.

Candidate information may be shared with affiliated entities and operational divisions within the broader Health & Group ecosystem where such sharing is necessary for training enrollment, role readiness, platform administration, screening, quality assurance, or placement-related operations.

Candidate information may be shared with Health & Institute or other training providers for enrollment, LMS account creation, learning progress tracking, certification, training administration, and readiness evaluation.

Candidate information may be shared with client organizations for evaluation, shortlist review, interview selection, role matching, engagement consideration, or operational placement.

Candidate information may be shared with technology vendors, ATS providers, cloud hosting providers, resume parsing vendors, LMS providers, iSpring or equivalent training systems, file storage services, video processing providers, analytics providers, communication platforms, assessment vendors, and security providers that support platform functionality.

Candidate information may be disclosed where required by law, legal process, regulatory request, dispute resolution, fraud prevention, security investigation, or enforcement of the Platform Terms.

We do not sell candidate personal data for monetary consideration. Any sharing of candidate data is conducted for operational, screening, training, client evaluation, platform administration, legal, security, or talent-lifecycle purposes, subject to applicable law.

Where a candidate is enrolled into a training program, the Company may create, receive, store, or associate an LMS user identifier — including an iSpring user ID or equivalent training-platform identifier.

LMS-related information may include enrollment status, course assignment, training progress, module completion, assessment results, certification status, timestamps, learning activity, and training performance.

Training information may be used to determine readiness, progression, certification, role eligibility, client visibility, internal classification, reactivation eligibility, and future opportunity consideration. Training enrollment does not guarantee placement, client engagement, employment, compensation, certification recognition, or advancement through the Talent Platform.

The Talent Platform may record and retain pipeline stage history, including profile submission, recruiter screening, assessment status, training routing, client review, interview scheduling, offer status, placement status, rejection, hold, reactivation, or other operational states.

Pipeline stage history may be used for operational tracking, recruiter workflow, auditability, dispute resolution, future role matching, analytics, benchmarking, and candidate lifecycle management.

A candidate’s pipeline stage may change at any time based on eligibility, role availability, client demand, training performance, assessment results, compliance requirements, internal review, or operational discretion.

No candidate has a vested right to remain in any pipeline stage, receive progression, receive explanation of internal stage logic, or be presented to any client.

The Company intends to administer screening, evaluation, training routing, and pipeline progression in a manner consistent with applicable equal opportunity and anti-discrimination principles.

Candidates requiring reasonable accommodation for platform access, assessments, video submission, training workflows, or evaluation processes may contact the Company using the details below.

Requests should be submitted as early as possible and should identify the relevant platform step, barrier, requested accommodation, and supporting information reasonably necessary to evaluate the request.

The Company may provide reasonable accommodations where required by law and operationally feasible, provided such accommodation does not fundamentally alter the nature of the evaluation, compromise integrity, impose undue burden, or create security or confidentiality risks.

Candidate data may be retained for as long as reasonably necessary for application processing, screening, training, placement, future opportunity consideration, legal compliance, dispute resolution, fraud prevention, platform security, analytics, benchmarking, and talent-pool management.

Candidate profiles may remain in the Talent Platform even where the candidate is not immediately selected, placed, trained, or advanced.

The Company may reactivate, re-evaluate, reclassify, or reconsider candidate profiles for future roles or tracks based on role availability, client demand, updated profile information, changed eligibility, or operational requirements.

Candidates may request correction, update, deactivation, or deletion of profile data, subject to applicable law and legitimate retention needs — including legal compliance, dispute resolution, fraud prevention, security, auditability, and recordkeeping.

Subject to applicable law, candidates may have rights to access, correct, delete, restrict, object to, or receive a copy of certain personal data.

Requests may be submitted to legal@healthandvirtuals.com. The Company may require identity verification before responding to a request.

The Company may deny or limit requests where permitted by law — including where retention or processing is necessary for screening records, legal compliance, fraud prevention, dispute resolution, security, auditability, training records, client engagement records, or legitimate operational purposes.

The Company may update or modify this Policy at any time. Updated versions may be posted on the Talent Platform or otherwise made available to candidates. Continued use of the Talent Platform after updates constitutes acceptance of the revised Policy.