Privacy Notice for Candidates

This privacy notice (the “Notice”) describes how we collect and use personal information about applicants in the process of the applicant’s application for employment. Please note that any reference in this notice to the “Company”, “EverC”, “we”, “us”, “our” refers to the EverC Group of companies, which includes: EverCompliant Inc. and EverCompliant Ltd.

Important note: Nothing in this privacy notice is intended to limit in any way your statutory right, including your rights to a remedy or means of enforcement.

In connection with your application, we have to process your personal data. In that context, Company will be a database owner, which means that Company will be responsible for the processing of your personal data. We know that the fact that we will need to use your personal data may be quite obvious to you. However, the purpose of this Notice is to give you information about the sorts of personal data we may collect, process and use about you, and the circumstances in which we may use it.

1. We need to process certain personal data in order to enter into our contract of employment with you. The Company collects and uses the applicant's data for the purpose of considering and verifying your suitability for employment. Additionally, you are not obligated to provide us with the below-mentioned information, and you may refuse to do so.
2. We will process personal data about the applicant such as their personal contact details, name, title, addresses, telephone numbers, work and personal email addresses and other information included in a CV and/or cover letter or as part of the application process (including their education and training details, employment records including job titles, work history, and professional memberships), compensation history and other similar information as needed to consider their application and as permissible under local law. If the applicant receives and accepts an offer of employment with the Company, they may have to provide proof of their identity and, in some countries, proof of their right to work (failure to provide this will mean that the Company is unable to hire the applicant).
3. Any offer and commencement of employment is conditional on the verification, to the satisfaction of the Company, of the information the applicant provides as part of their application (to the extent permissible by local law) and on the Company being able to obtain references with which it is satisfied. If individuals apply for a position in the US, receive and accept an offer of employment with the Company, they may undergo pre-employment screening and that this will involve verification of the details as specified below.
4. Either the Company or an independent agent acting on behalf of the Company, may verify the information provided by applicants and (to the extent permissible by local law) carry out further enquiries which may include a CV check and gap analysis, ID check, a reference check, a media search (which may include publicly accessible social media and search engine searches) and a satisfactory medical examination (in each case only if legally required and permissible). If the applicant fails to supply personal data which the Company lawfully requires in order to satisfy these checks the Company might be unable to employ them.
5. The Company requires this information as it is legally required to obtain it, it is necessary for the Company to perform or exercise its rights and obligations under employment law and/or because it is in the Company’s legitimate interests in its role as prospective employer to verify who they are, that they can work for the Company and that they are suitable for the role they have applied for.
6. Where the applicant’s personal history requires verifications to be carried out in countries where they have worked and resided, their data may be sent and processed in those relevant countries, in which case, the Company will comply with any requirements with respect to data transfer.
7. The information above will be handled in accordance with the Company’s Data Retention and Deletion Policy and, to the extent legally permissible, may be shared with any member of the Company’s group worldwide in the countries in which the Company operates including outside the EEA, where the Company will use commercially reasonable efforts to ensure that equivalent data protection laws apply or that there are suitable safeguards in place in respect of the privacy of their data such as via the Company’s intra-group transfer agreement and Standard Contractual Clauses). The Company may share their information with third parties if it is under a duty to disclose or in order to comply with any legal obligation or to protect its legitimate rights, property, or safety of its employees, customers, or others (assuming there is no reason that the data should not be shared).
8. If the applicant is successful in obtaining employment at the Company:
   • any information above relating to background checks will be deleted (unless the Company informs them otherwise) and the Company may simply keep a record that these checks were completed; and
   • the other information which the Company needs to keep in order to make further arrangements for their employment will be retained whilst their employment continues and as set out in the Company’s Data Retention and Deletion Policy.

9. In connection with the Company’s processing of their personal data, the applicant has certain rights (amongst others that may be applicable under the applicant's privacy law) to:
   1. ask to review the information held on him by Company.
   2. ask for rectification of inaccurate personal data and to have any incomplete data completed;
   3. ask for erasure of personal data;
   4. ask for restriction of processing;
   5. object to processing;
   6. obtain confirmation as to whether or not their personal data is being processed by the Company and where that is the case, access their personal data and information regarding the processing of that data;
   7. request that the Company transfer their information to another party; and
   8. not to be subject to a decision based solely on automated processing, including profiling, which produces legal effects concerning the applicant or similarly significantly affects them.
10. If the applicant is not successful, then any personal documents that they have submitted to the Company will be confidentially destroyed in accordance with the Company’s Data Retention and Deletion Policy.
11. If the applicant has any questions, they can contact privacy@everc.com. If the Company is unable to resolve any issues, the applicant also has the right to complain to their local supervisory authority.