DRAFT FOR LEGAL REVIEW
Privacy Policy
Privacy Policy
This notice describes how Atlas Talent handles personal information in connection with its recruitment and talent consultancy services and this website. It is a working draft, not legal advice, and the marked business and compliance details must be confirmed before publication.
This notice describes how Atlas Talent handles personal information in connection with its recruitment and talent consultancy services and this website. It is a working draft, not legal advice, and the marked business and compliance details must be confirmed before publication.
Effective date: [Insert the approved effective date before publication.]
1. Data controller and contact
1. Data controller and contact
Data controller: [Insert the full legal name and registered postal address of the data controller before publication. Atlas Talent is the public-facing brand; the legal controller identity has not been provided.]
Data controller: [Insert the full legal name and registered postal address of the data controller before publication. Atlas Talent is the public-facing brand; the legal controller identity has not been provided.]
For general privacy enquiries, contact:
For general privacy enquiries, contact:
For candidate and CV enquiries, contact:
For candidate and CV enquiries, contact:
2. Personal data we process
2. Personal data we process
The current website provides email contact links rather than an online contact form. When you email or otherwise contact us, we may process your name, contact details, organisation, the contents of your message, any attachments you choose to send, and basic communication details needed to respond.
The current website provides email contact links rather than an online contact form. When you email or otherwise contact us, we may process your name, contact details, organisation, the contents of your message, any attachments you choose to send, and basic communication details needed to respond.
For recruitment, we may process candidate contact details, CVs, employment history, qualifications, skills, languages, career preferences, interview or screening notes, and other information you choose to provide in connection with an opportunity. Please do not send special-category or other highly sensitive information unless it is specifically requested and there is a lawful reason to process it.
For recruitment, we may process candidate contact details, CVs, employment history, qualifications, skills, languages, career preferences, interview or screening notes, and other information you choose to provide in connection with an opportunity. Please do not send special-category or other highly sensitive information unless it is specifically requested and there is a lawful reason to process it.
For employer enquiries and searches, we may process business contact details, organisation and role information, hiring requirements, recruitment-related correspondence, and interview or search arrangements.
For employer enquiries and searches, we may process business contact details, organisation and role information, hiring requirements, recruitment-related correspondence, and interview or search arrangements.
3. Why we use personal data
3. Why we use personal data
We use personal data to respond to enquiries; understand an employer’s recruitment needs; identify, assess and discuss suitable candidates; communicate about relevant roles; coordinate recruitment conversations and interviews; manage professional relationships; maintain necessary business records; protect the website and our services; and meet applicable legal obligations. We do not use candidate information for an unrelated purpose without an appropriate legal basis and, where required, further notice or permission.
We use personal data to respond to enquiries; understand an employer’s recruitment needs; identify, assess and discuss suitable candidates; communicate about relevant roles; coordinate recruitment conversations and interviews; manage professional relationships; maintain necessary business records; protect the website and our services; and meet applicable legal obligations. We do not use candidate information for an unrelated purpose without an appropriate legal basis and, where required, further notice or permission.
4. Legal bases under the GDPR
4. Legal bases under the GDPR
The applicable legal basis depends on the specific activity and must be confirmed by the controller. It may include taking steps at your request before entering a contract (Article 6(1)(b)); our legitimate interests in providing recruitment services, managing business enquiries and professional relationships, where those interests are not overridden by your rights (Article 6(1)(f)); your consent where we ask for it and rely on it (Article 6(1)(a)); or compliance with a legal obligation (Article 6(1)(c)). Before publication, document the correct basis for each use, including any retention of candidate profiles for future opportunities.
The applicable legal basis depends on the specific activity and must be confirmed by the controller. It may include taking steps at your request before entering a contract (Article 6(1)(b)); our legitimate interests in providing recruitment services, managing business enquiries and professional relationships, where those interests are not overridden by your rights (Article 6(1)(f)); your consent where we ask for it and rely on it (Article 6(1)(a)); or compliance with a legal obligation (Article 6(1)(c)). Before publication, document the correct basis for each use, including any retention of candidate profiles for future opportunities.
5. How information is used and shared
5. How information is used and shared
Candidate information is used to consider relevant opportunities and support recruitment discussions. A candidate profile should be introduced to a prospective employer only for a relevant role, after the candidate has been informed and any permission or other lawful basis required for that introduction is in place.
Candidate information is used to consider relevant opportunities and support recruitment discussions. A candidate profile should be introduced to a prospective employer only for a relevant role, after the candidate has been informed and any permission or other lawful basis required for that introduction is in place.
We may share limited information with service providers who support the website, email communications, recruitment operations or secure storage, subject to appropriate confidentiality and data-protection arrangements. We may also disclose information where required by law or to establish, exercise or defend legal claims. We do not sell personal data. Confirm and list the actual providers used by the published service before publication.
We may share limited information with service providers who support the website, email communications, recruitment operations or secure storage, subject to appropriate confidentiality and data-protection arrangements. We may also disclose information where required by law or to establish, exercise or defend legal claims. We do not sell personal data. Confirm and list the actual providers used by the published service before publication.
6. Data retention
6. Data retention
We keep personal data only for as long as it is needed for the relevant recruitment, business or legal purpose, and then securely delete or anonymise it where appropriate. The specific periods have not been provided. Before publication, insert the approved retention periods for candidate CVs and profiles, unsuccessful applications, employer records and enquiry correspondence. Confirm separately whether candidate details may be retained for future roles, and on what basis and for how long.
We keep personal data only for as long as it is needed for the relevant recruitment, business or legal purpose, and then securely delete or anonymise it where appropriate. The specific periods have not been provided. Before publication, insert the approved retention periods for candidate CVs and profiles, unsuccessful applications, employer records and enquiry correspondence. Confirm separately whether candidate details may be retained for future roles, and on what basis and for how long.
7. Security and international transfers
7. Security and international transfers
We take appropriate technical and organisational measures designed to protect personal data against unauthorised access, loss, alteration or disclosure. The specific measures should be confirmed against the systems actually used by the controller.
We take appropriate technical and organisational measures designed to protect personal data against unauthorised access, loss, alteration or disclosure. The specific measures should be confirmed against the systems actually used by the controller.
Because recruitment activity may involve international markets, personal data may be accessed or shared across borders where necessary for a relevant service. If data is transferred outside the European Economic Area, the controller must ensure an applicable GDPR transfer mechanism and safeguards are in place, and provide details on request. Confirm the actual destinations and safeguards before publication.
Because recruitment activity may involve international markets, personal data may be accessed or shared across borders where necessary for a relevant service. If data is transferred outside the European Economic Area, the controller must ensure an applicable GDPR transfer mechanism and safeguards are in place, and provide details on request. Confirm the actual destinations and safeguards before publication.
8. Your data protection rights
8. Your data protection rights
Subject to the conditions in the GDPR, you may request access to your personal data, correction of inaccurate data, erasure, restriction of processing, or portability. You may object to processing based on legitimate interests and withdraw consent where consent is the basis; withdrawal does not affect processing carried out before withdrawal. You may also lodge a complaint with the competent data protection supervisory authority. Contact us using the details above to exercise a right or ask a question.
Subject to the conditions in the GDPR, you may request access to your personal data, correction of inaccurate data, erasure, restriction of processing, or portability. You may object to processing based on legitimate interests and withdraw consent where consent is the basis; withdrawal does not affect processing carried out before withdrawal. You may also lodge a complaint with the competent data protection supervisory authority. Contact us using the details above to exercise a right or ask a question.
9. Cookies, analytics and third-party services
9. Cookies, analytics and third-party services
The editable website content reviewed for this draft contains no contact form or explicit analytics embed. Separate hosting or site-level settings may still enable cookies, analytics or other third-party services. Before publication, confirm what is actually enabled and replace this note with the real providers, purposes, legal bases, retention periods, international transfers and consent controls. Remove any provider that is not in use; do not list hypothetical services as active.
The editable website content reviewed for this draft contains no contact form or explicit analytics embed. Separate hosting or site-level settings may still enable cookies, analytics or other third-party services. Before publication, confirm what is actually enabled and replace this note with the real providers, purposes, legal bases, retention periods, international transfers and consent controls. Remove any provider that is not in use; do not list hypothetical services as active.
10. Updates to this notice
10. Updates to this notice
We may update this notice when our services, processing activities or legal requirements change. The effective date at the top should be updated whenever a revised version is published.
We may update this notice when our services, processing activities or legal requirements change. The effective date at the top should be updated whenever a revised version is published.