Talent Privacy Notice

Thank you for your interest in joining SafetyCulture! Your privacy is important to us, and we strive to adhere to our value of Open Honest Always by being transparent about what SafetyCulture (including its affiliates) will do with your data (which may include Personal Data). This notice describes how we collect, use, store and otherwise process your data, as well as your privacy rights throughout our recruitment process. In this notice, we will refer to your data as Talent Data. This includes information about you or that could identify you, that we collect throughout our recruitment process.

If you are a referee for an individual applying for a role with SafetyCulture, please refer to section 8 of this notice for details on how we collect, use, store and otherwise process your data.

1. What data do we collect?

We collect Talent Data about you in relation to your career opportunities with us. This may include:

1. Contact information: your name, phone number, residential address, email address, job site information (e.g. LinkedIn profile) and other contact information.

2. Employment and education information: resume, cover letter, employment details, performance, work history, compensation and benefits, notice periods, educational background and achievements.

3. Government or work status information: citizenship and residency details, right to work information.

4. References and background checks: information that we receive from third party police or background checks as part of our screening process and any information provided by your referees

5. Publicly available information: public records or public profile information (e.g. information on LinkedIn or GitHub).

6. Assessment information: information related to any assessment that is mandatory for your suitability for a role such as phone screens, skill assessments and interviews.

7. Sensitive Talent Data: information including but not limited to your preferred pronouns, race and gender identity so that we can continue to be intentional and thoughtful about our diversity, equity and inclusion efforts in hiring, and if applicable, any special needs or health information that you may choose to provide during the recruitment process.

8. Automatic information: online information that is collected automatically such as cookie information, unique identifiers or other IP information collected when you engage with our websites or other online profiles.

9. Voluntary Talent Data: you may choose to voluntarily provide us with information such as Sensitive Talent Data or when participating in a survey or other feedback assessment. Provision of this information is optional and will be communicated as such.

2. Where do we collect Talent Data from?

We may collect Talent Data from the following sources:

• Directly from you:

  where you provide us with contact information or your resume. You may also choose to provide us with Sensitive Talent Data.

• From referrals:

  if you are referred, we collect information from the individual who referred you.

• From third parties:

  this includes recruitment and staffing providers, job websites, referees (including your previous employers or educational supervisors), data providers, professional licensing and certification bodies and background check providers.

• From publicly available sources:

  This includes information you have chosen to make public online.

• Information collected automatically:

  This includes information sent to us by the device you use to submit an application online such as your computer IP address, device identifiers and how you arrived at our website.

3. How do we use Talent Data?

We may use Talent Data for the following purposes:

• To contact you:

  we may contact you about current or future employment opportunities.

• To review and process your application:

  we may review your application, assess your suitability for employment opportunities and if you are successful, enter into an employment contract with you.

• To facilitate the recruitment process:

  we may schedule interviews with you and communicate with you, verify the information that you provide and check your references.

• To improve our processes:

  we may evaluate our recruitment processes and activities, generate internal reports and analyse our metrics to assess the efficiency of our processes.

• To enhance diversity:

  we may use Talent Data to continue to be thoughtful and intentional about our diversity, equity and inclusion efforts in hiring.

• To comply with our legal obligations:

  we may confirm your eligibility to work, conduct background checks or collect citizenship or other information that enables us to comply with our legal obligations.

• To maintain a safe and secure workplace:

  we may collect information such as CCTV images and office access records for onsite interviews or other recruitment activities, and where legally permissible, third party screening information such as criminal background checks.

• To create and maintain our Talent Community:

  we may use your information to include you as part of our Talent Community and share content relevant to your career and interests and invite you to events.

If you are based in the European Economic Area ( EEA ) or the UK, we collect and process Talent Data only where we have a legal bases for doing so under applicable laws. This legal bases depends on the category of Talent Data and the purpose for which we process it. Ultimately, we collect and process Talent Data only where:

• we need it to administer a contract with you;

• we have a Legitimate Interest to process such Talent Data (e.g. assessing your suitability for a role, evaluating our recruitment processes, protecting our legal rights and interests);

• you provide us with consent for a specific purpose; or

• we need it to comply with a legal obligation.

4. Who do we disclose Talent Data to?

Talent Data will be seen by hiring managers, the talent acquisition team and relevant SafetyCulture team members who have a need to know such information. We may also disclose your Talent Data to service providers who assist us in facilitating the recruitment process (e.g. applicant tracking system providers, background check providers etc.) or otherwise as legally required.

5. How do we disclose Talent Data internationally?

We are a global company and therefore we transfer and process Talent Data outside your country of residence to other countries where SafetyCulture, its subsidiaries, affiliates and third party vendors operate (including Australia, the United States, the United Kingdom, New Zealand, the Netherlands and the Philippines).

We use appropriate technical and organisational measures to safeguard Talent Data at all times. For candidates in the EEA or the UK, where we transfer your data outside the EEA or UK (as applicable) we ensure that appropriate and suitable safeguards are in place to ensure such data is protected including by using the EU Standard Contractual Clauses and the UK International Data Transfer Addendum.

6. How long do we keep Talent Data?

We retain Talent Data for no longer than it is necessary for achieving the purpose for which it was collected (including to stay in touch regarding future opportunities, unless you ask us not to), or for us to comply with our legal obligations, resolve disputes or to the extent permitted by applicable law.

If you are employed by SafetyCulture, we will retain your information in order to manage your employment or engagement with us and will surface a separate privacy notice that will apply to your relationship with SafetyCulture.

7. What are your rights in respect of Talent Data?

Depending on the applicable law that applies to you, you may have certain rights over your personal data. This may include requesting a copy of the personal data that we hold, updating your personal data if it is inaccurate or out of date, objecting to our processing or your personal data and requesting that we delete your personal data.

You may exercise these rights by contacting us at privacy@safetyculture.io or otherwise contacting your talent acquisition representative. We may require you to verify your request by matching certain identifying information with information we maintain.

If you feel that we have not adequately addressed our privacy concerns, you may have the right to contact a data protection authority where you liv, work or feel your rights were infringed.

8. I am in California, what disclosures do you need to make to me?

In the sections above, we explain the categories of information SafetyCulture collects, the sources of that information and how SafetyCulture uses that information. SafetyCulture does not sell any personal information or share personal information for cross-context behavioural advertising. SafetyCulture has not sold any data about you (as defined under the California Consumer Privacy Act (as amended by the California Privacy Rights Act)) in the preceding 12 months.

9. I am a referee providing a reference, how will my data be used?

Thank you for providing a reference as part of SafetyCulture’s recruitment process. We appreciate your help in finding the right candidate for SafetyCulture!

When you provide a referral, we collect your name, contact information, current job title and relationship in respect of the individual applying for a role at SafetyCulture, as well as the reference you have provided. The reference you provide is given in confidence and, other than as described in this notice, will not be disclosed to the individual about whom you have given a reference.

We may share a summary of your reference, and other relevant information, with the individual about whom you have provided a reference. We will only do so in circumstances where we wish to clarify, or understand in greater detail, information you have disclosed in your reference, or otherwise where the reference you have provided impacts our hiring decision. We will not disclose your personal data when providing such information to the individual about whom you have given a reference.

We note that an individual about whom you have given a reference has the right to access personal data we may collect about them under applicable law. Where this is the case, SafetyCulture shall comply with its obligations under applicable law.

For information on how we disclose your information, our retention policies and your rights in relation to your data, refer to sections 4 to 7 of this notice. References to ‘Talent Data’ shall be taken as references to any personal data you have provided to us.

If you elect to be contacted by us about future roles, we will collect, use, store and otherwise process your data in accordance with this privacy notice.

10. Will this notice change?

We may change this privacy notice from time to time. For the latest version, please contact us.

11. How do you contact us?

If you have any concerns or questions, please contact us at: privacy@safetyculture.io .

The Data Controller for your Talent Data depends on the location of the job posting to which you applied. If you have questions or concerns, please reach out to privacy@safetyculture.io or otherwise contact your talent acquisition representative.

The following entity is your Data Controller for the purposes of this notice:

If your job posting is located elsewhere, please reach out to privacy@safetyculture.io to determine your Data Controller.