Privacy Policy

TigerHire ("TigerHire," "we," "us," or "our") operates the website tigerhire.ioand related services (collectively, the "Platform"). This Privacy Policy explains how we collect, use, disclose, store, and protect personal data when you use the Platform.

We process personal data in accordance with the General Data Protection Regulation (EU) 2016/679 ("GDPR") where it applies, and other applicable privacy and data-protection laws in the regions where we operate and where our users are located.

By accessing or using TigerHire, you acknowledge that you have read and understood this Privacy Policy. If you do not agree, please discontinue use of the Platform.

• "Data Subject" (GDPR) / equivalent terms under other laws — the individual to whom the personal data relates.
• "Data Controller" (GDPR) / equivalent terms under other laws — TigerHire, who determines the purpose and means of processing where we act as controller.
• "Personal Data" — any data about an individual who is identifiable by or in relation to such data.
• "Processing" — any operation performed on personal data, whether automated or manual.
• "FitScore"— TigerHire's proprietary AI-generated compatibility score between a candidate and a job posting.

3.1 Information You Provide

• Account registration data (name, email address, phone number, organisation name).
• Candidate profiles (CV content, skills, experience, education, contact details).
• Job descriptions and hiring-request details submitted by employer users.
• Messages exchanged through the Platform's messaging features.
• Payment and billing information (processed via third-party payment processors; we do not store full card numbers).
• Any correspondence you send to us (e.g. support requests, feedback).

3.2 Information Collected Automatically

• Device and browser information (IP address, user-agent, screen resolution).
• Usage data (pages visited, clicks, timestamps, session duration).
• Cookies and similar tracking technologies (see Section 9).
• Log data and error reports.

3.3 Information from Third Parties

• Data from job boards or recruitment platforms where you have authorised sharing.
• Publicly available professional information (e.g. LinkedIn profiles) only when you provide consent.

We process personal data on the following legal grounds:

• To operate, maintain, and improve the Platform and its features.
• To generate scoring results using AI-based matching algorithms.
• To facilitate communication between candidates and hiring organisations.
• To send transactional notifications (e.g. application status updates) via email, SMS, or WhatsApp.
• To send marketing or promotional materials only where you have opted in.
• To detect, prevent, and address fraud, abuse, security incidents, and technical issues.
• To comply with legal obligations, enforce our Terms, and protect our rights.
• To conduct aggregated, anonymised analytics for research and reporting.

TigerHire uses artificial intelligence to generate scoring assessments and candidate shortlists. These are decision-support tools — they assist human recruiters but do not make final hiring decisions autonomously.

• Every score includes an explainable breakdown so both employer and candidate can understand why a particular score was assigned.
• No automated decision with legal or significant effect is made without meaningful human oversight (GDPR Art. 22).
• You may request a manual review of any AI-generated assessment by contacting us.
• We regularly audit our AI models for bias and fairness.

We do not sell your personal data. We share data only in these circumstances:

• With employers / candidates— to facilitate the hiring process (e.g. sharing a candidate's profile with an employer they applied to).
• Service providers — hosting (cloud infrastructure providers), analytics, payment processing, email / SMS / WhatsApp delivery. All service providers are bound by data-processing agreements.
• Legal requirements — when required by law, regulation, court order, or governmental authority.
• Business transfers — in connection with a merger, acquisition, or sale of assets, with prior notice to users.
• With your consent — for any purpose not described above, only after obtaining your explicit consent.

TigerHire uses cloud infrastructure in regions operated by our sub-processors. Where data moves across borders, we ensure appropriate safeguards are in place:

• Standard Contractual Clauses (SCCs) approved by the European Commission.
• Adequacy decisions or other transfer mechanisms recognised under applicable law.
• Data-processing agreements with all sub-processors that mandate equivalent data-protection standards.

We use the following categories of cookies:

• Strictly necessary — authentication, session management, security. These cannot be disabled.
• Functional — preferences, language, previously viewed items.
• Analytics — aggregated usage analytics (e.g. PostHog). We anonymise IP addresses.
• Marketing — used only with explicit consent to deliver relevant communications.

You can manage cookie preferences through your browser settings or our cookie-consent banner. Disabling non-essential cookies will not affect core functionality.

• Active account data is retained for the duration of your relationship with us.
• Candidate profiles are retained for 3 years after the last activity unless you request earlier deletion.
• Application and hiring records are retained for 5 years to comply with employment and applicable employment and tax law.
• Anonymised analytics data may be retained indefinitely.
• Upon account deletion, personal data is purged from active systems within 30 days and from backups within 90 days.

We implement appropriate technical and organisational measures including:

• Encryption in transit (TLS 1.2+) and at rest (AES-256).
• Role-based access controls and the principle of least privilege.
• Regular vulnerability assessments and penetration testing.
• Incident-response procedures with notification within 72 hours of a confirmed breach (per GDPR Art. 33 and comparable requirements where applicable).
• Employee and contractor confidentiality obligations.

Under the GDPR (EEA residents)

• Access — request a copy of your personal data (Art. 15).
• Rectification — correct inaccurate data (Art. 16).
• Erasure— request deletion ("right to be forgotten") (Art. 17).
• Restriction — limit processing in certain circumstances (Art. 18).
• Portability — receive your data in a structured, machine-readable format (Art. 20).
• Object — object to processing based on legitimate interest (Art. 21).
• Automated decisions — not be subject to purely automated decisions with legal effect (Art. 22).
• Withdraw consent — at any time, without affecting the lawfulness of prior processing (Art. 7(3)).

Other local privacy rights

Depending on where you live, you may have additional rights (for example access, correction, deletion, portability, or objection). To exercise GDPR or other applicable rights, contact privacy@tigerhire.io. We will respond within 30 days where required by law.

The Platform is not directed at individuals under the age of 18 years. We do not knowingly collect personal data from children. If you believe we have inadvertently collected such data, please contact us immediately and we will delete it within 72 hours.

For privacy questions or complaints, contact our privacy team. We will acknowledge and work to resolve requests in line with applicable law.

If you are not satisfied with our response, you may contact the data-protection or privacy supervisory authority in your country, or where the GDPR applies, your local EEA supervisory authority.

Where required under GDPR Article 27, we will publish details of our EU/EEA representative here.

The Platform may contain links to third-party websites or services. We are not responsible for the privacy practices or content of those third parties. We encourage you to read their privacy policies before providing any personal data.

We may update this Privacy Policy from time to time. Material changes will be notified via email or a prominent notice on the Platform at least 14 days before taking effect. Continued use after the effective date constitutes acceptance of the revised policy.