Privacy notice

Optional analytics

Optional analytics help us understand how our public marketing pages are used. With your permission, we use Ahrefs Analytics. Optional analytics are disabled on application and account pages. You can reject optional analytics without affecting the service and change your choices at any time.

Overview

This notice explains how Yo!Huddle, a DealARR company, handles personal data across our website, candidate portal, employer workspaces and supported placement services. Read it together with the notice from the employer handling your application and any specific sharing notice shown when you make a choice.

Who controls the data

The employer identified on an application is responsible for its hiring purposes, decisions, access permissions and retention instructions. Yo!Huddle provides the tools to process employer-workspace data on that employer's behalf.

A reusable candidate account, optional talent-pool membership, website analytics and platform account administration are separate from an employer's application. A candidate account does not give access to every employer record associated with the same email address. Contact us about platform-held data and the relevant employer about its independently held application.

What we collect

Account and profile details, such as name, email, contact information, education, work experience, skills and role preferences; where requested, salary expectations and a self-reported visa answer.

Resumes, application answers, the introduction video required for new applications, and documents you choose to submit. Historical applications may include a written alternative. Video assessment can create a transcript, separate communication assessment and AI-generated authenticity indicators; these indicators may be incorrect.

Hiring and placement records, including role-fit assessments, reviewer notes, decisions, offers, contracts, onboarding documents, feedback, messages, reports and certificates where those features apply.

Your sharing choices, notice versions, privacy requests, identity-verification and response records, plus technical information needed for sessions, security, service delivery and troubleshooting.

Voluntary diversity-monitoring answers, where offered. These are kept separate from application review and screening and used for aggregate monitoring. You may skip them.

How we use it

We process data to provide accounts, receive and assess applications, coordinate hiring and placement activities, deliver messages and documents, operate optional sharing features, handle privacy requests and protect the service.

Optional talent-pool visibility, employer sharing, public-record sharing and marketing analytics have separate controls. Applying to an employer does not automatically put you in the talent pool.

A recorded acknowledgement or sharing choice is not a blanket permission for unrelated use. The responsible organisation must identify the lawful ground for each purpose and meet any additional requirements for sensitive information.

AI assessment and hiring decisions

AI can extract resume facts, assess role fit and summarise application evidence. When you provide a video, it can transcribe and assess communication separately from role fit. Talent-pool assessment is separate from an employer's assessment. Scores and summaries can be incomplete or incorrect; they are not a guarantee of suitability or fairness.

For ordinary video applications, the employer's automation settings determine which steps require human approval. Enabling meaningful human review requires an authorised employer administrator to examine evidence and confirm an independent decision. Written rejection details are optional; issuing an offer still requires recorded review details. Advisory feedback or a delayed automated email is not that review.

An introduction video is mandatory for new direct applications, candidate-profile applications and applications accepted through candidate invitations. A written answer cannot replace it. If you cannot record a video, contact the employer to discuss an alternative application process outside this workflow; you do not need to disclose health or disability details to Yo!Huddle. Previously submitted written-alternative applications remain subject to human review before rejection or an offer; their missing speech evidence is unavailable, not a zero speech score.

You can request a human review of your hiring decision and explain what you would like the employer to reconsider. Use the application review controls where available, or contact the employer. A review request is different from a privacy-rights request.

Isolation between companies

Company workspaces use tenant-scoped access and role-based permissions. Authorised staff and invited reviewers can see the application information needed for their role. Privacy staff review verified requests within their authorised scope.

Optional sharing creates specific exceptions to private workspace access: employers can browse profiles you make visible in the talent pool; a selected employer receives an application when you agree to share it; authorised university recipients and public-record visitors see only the sections you make available through those features.

Talent pool, employer copies and public sharing

Joining the talent pool is optional. Pool employers can see your shared profile, resume and introduction video and invite you to apply. Your account email is not included in pool listings, but contact information you put in a resume or video may be visible to recipients. AI may derive resume facts and pool assessments. Withdrawing removes pool visibility, not applications already shared with employers.

Sending an application from the candidate portal gives the selected employer its own application snapshot and submitted media. Later profile edits, pool withdrawal or candidate-account deletion do not recall that employer copy. Request changes or erasure from that employer separately.

Where placement, university or public-record sharing is available, the recipient and enabled sections determine what is shared. Turning sharing off stops future platform access under that permission; it cannot recall exports, emailed copies, screenshots or copies already held by recipients or search engines.

Service providers and international processing

The service uses providers for hosting and database services, file storage, AI processing, email delivery and payments. These include Replit-managed infrastructure and AI integrations, Resend for email and Stripe for payments. Optional website analytics uses Ahrefs only when you opt in. Google Fonts is a third-party typography resource, separate from optional analytics.

Processing locations, subprocessors, retention and any international-transfer safeguards depend on the relevant service and contractual arrangements. This notice does not promise local-only storage, no international transfers or that every provider excludes model training. Contact us for information about the arrangements relevant to your request.

Website analytics and essential storage

Essential session information supports sign-in and security. Analytics choices do not disable those necessary functions.

Ahrefs is the only optional analytics provider currently enabled. It runs only after opt-in on eligible public marketing pages, not on application, account, employer, media or public-record pages. Google Analytics and Microsoft Clarity session replay are disabled.

You can reject optional analytics without losing access to the service, and change or withdraw your choice using Analytics settings. Preferences are stored in this browser, expire after 180 days and may need to be set again on another device. Ahrefs receives limited marketing-page and network/device information, including IP address and user agent; cookie-free does not mean no personal data is processed.

Retention and deletion

Employer records follow the employer's configured retention policy and applicable exceptions. Archiving a record is not erasure. Retention cleanup can remove personal information and media while preserving a restricted, non-identifying record of an outcome where the feature requires it.

Candidate-account deletion stops candidate access and talent-pool visibility promptly, then queues scoped deletion that is retried until cleanup succeeds. Physical deletion is not immediate: outstanding upload links must expire and storage failures may delay completion. Independently held employer accounts and applications remain available to their authorised users.

Where an intern account offers a seven-day undo period, permanent cleanup follows that period; do not assume the same undo option applies to candidate-account deletion.

Deleting through Yo!Huddle does not automatically erase downloaded, emailed, public-index or backup copies. Limited records may need to remain for security, request handling, legal obligations or disputes. Contact the responsible organisation about the schedule and exceptions applicable to your data.

Your rights

Depending on applicable law, you may have rights to access, correction, erasure, restriction, objection, portability and withdrawal of consent where processing relies on consent. Withdrawing consent does not undo earlier lawful processing or automatically erase data kept on another lawful ground. You may also have a right to complain to the relevant data-protection authority.

Use Privacy requests in your candidate or employer-linked account where available. Select the related employer application when appropriate. If you cannot sign in, contact us or the employer using the contact below and identify the account or organisation concerned. Do not send a password, unnecessary identity documents or sensitive details in an ordinary email.

Requests are verified and reviewed by a person before a response is released. Verification protects other people's information; matching email addresses alone do not authorise disclosure of separate employer records. Making a request does not itself pause processing, complete erasure or guarantee that every requested action applies. The response explains the action taken or any applicable limitation.

Secure response links expire and can be replaced or withdrawn. Contact the sender if a link is no longer available. Applicable response deadlines depend on the request and governing law; this notice does not set a universal deadline.

Contact

For any privacy question or request, email hello@yohuddle.com.