Introduction
This Privacy Policy explains how JobGet Inc. handles personal information across the JobGet hiring and staffing platform, the related web pages, and the supporting services that help employers find, interview, screen, and onboard professional and technical talent. JobGet, the developer, operates this service from a Boston address and approaches data care as a core part of the hiring desk it offers to every client.
JobGet Inc. believes that a trustworthy recruiting process begins with a clear statement about what data is gathered, why it is needed, how long it is kept, and who can see it. The paragraphs that follow describe those points in plain language so that candidates, employers, and visitors can make informed decisions before they share anything.
Reading this document carefully is worthwhile because it contains important information about your choices and about the legal rights you hold in different regions. A shorter explanation appears in the header of the pages where you give us data, while this full statement serves as the governing record when a specific situation is not covered elsewhere.
About JobGet Inc. and This Policy
JobGet Inc. is a company active in computer systems design and related professional, scientific, and technical services, with a focus on computer integrated systems design that powers a modern hiring and workforce platform. The company engages in matching professionals with employer roles, building employer brand pages, operating applicant screening tools, coordinating interview schedules, delivering onboarding support, and producing staffing analytics for client workforces.
For the purpose of this Privacy Policy, the terms we, us, our, and the Company refer to JobGet Inc. at 50 Milk St FL 16, Boston - 02109-5002, United States (US). When this policy refers to the platform, it means the websites and services operated under the domain jobget.autos and any future domains the Company may add for the same purpose.
The person reviewing this document may be a candidate searching for work, an employer representative posting a role, a recruiting partner, or simply a visitor reading public pages. This policy accounts for all of those relationships because each involves a different set of personal information and a different reason for processing it.
Scope of the Policy
This Privacy Policy applies whenever you interact with the JobGet platform, including when you visit a marketing page, create an account, submit a job application, respond to a recruiter call, use the interview scheduler, or ask the support desk a question. It also applies when an employer configures a role and when analytics are generated from staffing activity.
The policy does not apply to third party websites that you reach through links that appear on the platform. When you depart the domain and visit a client employer site, a background check service, a reference provider, or an external job board, the privacy rules of that separate organization take over and you should review its own notice before providing information.
Some client employers run their own hiring processes using the tools we provide. In those situations JobGet Inc. acts as a processor or a platform for the data, and the employer remains the controller responsible for lawful use of candidate information under applicable law. Our agreements with clients require them to honor candidate rights and to keep data accurate and secure.
Information We Collect
The Company collects only the personal information that is necessary to make the hiring desk work well, and it does so transparently at the moment of collection. The broad categories of information that may be gathered include identity data, contact data, professional data, account data, device data, and usage data.
Identity data covers names and identifying labels that confirm who you are. Contact data includes email addresses, telephone numbers, and postal locations. Professional data includes employment history, education, skill declarations, portfolio links, references, availability, and salary expectations. Account data includes the credentials you use to sign in and the preferences you save on the platform.
Device data and usage data describe the hardware and software you use to reach us, the pages you view, and the actions you take. Some of this information arrives directly from you, some arrives automatically through your browser, and some arrives from employers or partners who hold it lawfully and share it with us for the purpose of connecting you with a role.
Information You Provide to Us
The clearest source of personal information is the material you type, paste, or upload yourself. When you build a candidate profile, you may enter your full name, email address, phone number, city and region, work authorization status, expected notice period, professional summary, and the links to your online portfolio or profile pages.
When an employer drafts a job posting, the Company receives the role title, team, function, skill list, seniority, compensation band, location model, and the description that will be shown to candidates. Conversation tools collect the messages exchanged between candidates, recruiters, and hiring managers so that everyone can follow the progression of a search in one place.
You might also provide feedback through surveys, chat support messages, or product improvement invitations. Optional fields such as pronouns, portfolio materials, or personal statements are collected only when you decide to share them, and leaving those fields empty never weakens your application.
Information We Gather Automatically
Like most online services, the platform records certain technical facts during each visit even when you enter nothing by hand. Log files capture the internet protocol address, browser type and version, operating system, referring page, and the time and date of each request.
Cookies and similar local storage help the site remember your session, keep you signed in, and store lightweight preferences such as the region you selected or the theme you chose. Device metrics describe screen size and input capability, which let the engineering team confirm that pages render correctly across phones, tablets, and desktop browsers.
Deployment and error reporting systems receive diagnostic information when a page fails or a network request returns an error code, enabling the operations team to repair faults quickly. This automatic material is generally kept in a form that cannot single out a person on its own and is reviewed strictly for performance, reliability, and security purposes.
Information from Third Party Sources
The Company may lawfully receive information about you from third party sources that help complete your profile or enable an honest match. An employer may share internal feedback about your performance, attendance, or skills when it requests that JobGet Inc. reengage you for a new contract or when it validates a referral.
Some clients connect professional networks or reference databases we support through documented integrations. With your permission, those sources can confirm employment dates, job titles, or educational credentials, which strengthens the screening evidence that appears on your candidate card.
Data from these third party sources is used only where there is a legitimate reason, where you have asked for it, or where you have consented in a way that meets the standard required by local law. We record the origin of supplied information so that you can review and, if needed, correct anything reported about you later.
How We Use Your Information
Personal information is used to operate the platform, personalize the experience, connect candidates with suitable roles, and measure the health of the hiring pipeline. Specifically, contact data is used to send match notifications, interview invites, and status updates so that you never miss a meaningful step in your search.
Professional data is processed to rank candidates against job specifications, to build the shortlists that reach hiring managers, and to produce the analytics that tell employers where a pipeline is strong or stalled. Account data supports secure sign in, password management, recovery, and the settings that govern how you prefer to be reached.
Aggregated usage data helps the product team improve navigation, remove confusing flows, and identify features that genuinely help both sides complete offers. None of the analysis is used to make automated decisions that materially harm a candidate, and any algorithmically supported ranking can always be questioned and reviewed by a person at the Company.
Legal Bases for Processing
Where the General Data Protection Regulation or a similar regime applies, JobGet Inc. processes personal information only when a recognised legal basis exists. The primary bases are consent, contract performance, legitimate interest, legal obligation, and vital interest, and each processing activity is assessed against the most appropriate one.
Consent governs optional communications such as newsletters and marketing outreach that you explicitly request. Contract performance governs the data needed to deliver the recruiting service an employer ordered or the application service a candidate used. Legitimate interest covers fraud prevention, security monitoring, product improvement, and the normal business reporting that a service of this kind requires.
Legal obligation applies when the Company must retain records for tax, audit, or compliance reasons or when a court orders disclosures. Vital interest is reserved for rare cases where processing is needed to protect someone. You can always contact the privacy desk to ask which basis applies to a specific instance of data use.
Service Providers and Subprocessors
To deliver the platform, JobGet Inc. relies on a limited set of service providers that process data under written agreements. These include internet hosting providers, email delivery services, calendar and communications tools, analytics suppliers, and customer support platforms. Each provider agrees to use the data only for the specific task it performs.
Subprocessors never sell the data they handle and are bound by confidentiality and security clauses at least as strong as these. A current list of subprocessors and the region where each processes data is available from the privacy desk on request and is kept current by the operations team.
The Company reviews provider posture before onboarding and on a recurring schedule, and it will retire any vendor that fails to meet the security or privacy bar described here. If a vendor becomes subject to a legal request for data, we expect it to resist general requests and to inform us so that we can consider our own legal duties.
International Data Transfers
JobGet Inc. serves employers and candidates across multiple regions, which can mean that information is stored or processed in a country outside the one where you live. Data centres supporting the platform are located primarily in secure hosting regions inside and outside the United States depending on where a client is based and where its users are located.
When the Company transfers personal data across borders, it relies on appropriate safeguards such as standard contractual clauses approved by regulators, recognised adequacy decisions where they apply, or the explicit consent of the individual for a specific transfer. Every transfer is documented in the internal record that the compliance team maintains.
If you believe a transfer has reduced the protection available to you, you can ask the privacy desk for a summary of the safeguards used in your case. The Company is committed to applying a consistent high standard of care regardless of the geographic location of the server that happens to hold a given record.
Data Security Measures
Protecting personal information begins with access control. Employee accounts require strong passwords and multi factor authentication, and permissions are granted on the least privilege needed to perform a job. Candidate data is visible only to the people and systems that genuinely need it for hiring work.
Data in transit between your browser and the platform is encrypted using industry standard transport layer security. Data at rest is encrypted on the storage systems that hold it. Development and production environments are separated, and code changes pass through review before they can touch live services.
The operations team monitors logs for unusual activity, applies security patches on a regular schedule, and runs periodic reviews of the controls described here. Although no system can promise absolute safety, the Company maintains a written incident response plan and will notify affected individuals and regulators when the law requires it following a confirmed compromised.
Data Retention Periods
The Company keeps personal information only as long as it is needed for the purposes described in this policy, for the fulfilment of a contract, or to meet a legal retention duty. Candidate profiles stay active while a search is ongoing and for a reasonable window afterward to allow an employer to consider you for similar roles you agreed to hear about.
Employer account records, configuration history, and staffing analytics are retained for the life of the business relationship and for the statutory period that follows invoicing and record keeping requirements. Log files and diagnostic data are kept on a shorter cycle and are reduced or aggregated as soon as their operational purpose has passed.
When retention expires, the data is deleted or anonymised in a way that can no longer reasonably identify a person. You may request earlier deletion under the rights described below, and the Company honours those requests unless a conflicting legal obligation requires the data to be kept a little longer.
Your Rights and Choices
Depending on where you live, you may hold a number of rights over your personal information. These commonly include the right to access a copy of the data the Company holds about you, the right to request correction of inaccurate records, and the right to ask for deletion when the data is no longer needed.
You may also have the right to restrict or object to certain processing, the right to data portability so that a machine readable copy can move to another provider, the right to withdraw consent where consent is the basis of processing, and the right not to be subject to a purely automated decision with significant effect.
To exercise any of these rights, send a clear request to the email and address listed under the Contacting the Privacy Desk heading. The Company will verify your identity before acting, respond within the time limit set by applicable law, and never penalise you for making a request. If you remain unsatisfied, you may complain to the data protection authority in your country.
Privacy for Children
The hiring and staffing platform is intended for adults seeking or filling professional roles and is not directed at children. Candidates and employers on the service must be at least the age of majority in their region, and the platform does not knowingly collect personal information from children younger than those ages.
If a parent or guardian believes that the Company has unintentionally received information about a young child, that adult should contact the privacy desk immediately and the record will be reviewed and removed without delay wherever the law permits or requires.
The Company supports privacy for children both as a matter of law and as sound practice, and it trains staff to recognise signs that data may relate to a minor so that such cases are escalated and resolved promptly and respectfully.
Third Party and Partner Links
The platform may include links to independent websites such as client careers pages, professional portfolio hosts, industry publications, or application service providers. These links are offered for your convenience, and JobGet Inc. does not control the content or the privacy practices of the destinations.
When you click away to a third party page, that operator sets its own rules about cookies, collection, and communications. Before you share information on those pages, review the privacy notice of the site you are visiting, because this policy no longer governs your activity once you leave the JobGet domain.
Including a link does not mean the Company endorses the linked organisation. We ask partners to behave responsibly but we do not inspect every external page in advance, and you should apply the same caution to those pages that you would to any unfamiliar corner of the internet.
Do Not Track and Advertising Choices
Some browsers send a signal known as Do Not Track that expresses a preference against being tracked across websites. JobGet Inc. does not respond to Do Not Track signals at this time because the platform does not run cross site behavioural advertising that such signals are designed to limit.
Advertising choices available through the network advertising initiative let you opt out of interest based advertising from participating companies. Because the Company keeps its paid marketing limited and contextual, most users will find that opting out of tracking has little effect on the pages they see from us.
You can further reduce collection by clearing cookies, browsing in private mode, or using browser privacy extensions. Whatever combination of tools you choose, core recruiting functions such as browsing roles and messaging a recruiter continue to work without invasive monitoring.
Changes to This Privacy Policy
JobGet Inc. reviews this Privacy Policy from time to time to reflect new features, changing law, and lessons learned from operating the platform. When a material change is made, the revised date at the top of the document is updated and a notice is posted on the relevant pages.
Continuing to use the platform after a change appears signals your acceptance of the updated terms, so we encourage you to revisit this page now and then. For larger changes, such as a new purpose for collecting data, the Company will seek fresh consent where the law expects it rather than relying on a quiet revision.
Earlier versions of the policy remain available on request from the privacy desk so that you can see how the position has developed over time. This transparency keeps the record honest and helps candidates and employers understand what changed and why.
Contacting the Privacy Desk
Questions about this Privacy Policy, requests to exercise your rights, and reports of a possible data issue can all be directed to the privacy team at JobGet Inc. Send an email to office@jobget.autos or write to the Company at the address below, and a member of the team will respond within the period required by law.
50 Milk St FL 16, Boston - 02109-5002, United States (US)
Email office@jobget.autos
Phone +19592460045
When you contact us, please describe your situation clearly and confirm who you are so that the desk can verify identity quickly. A complete request helps the team resolve your matter accurately and without unnecessary back and forth, and the Company treats every privacy question with the same seriousness as a legal filing.