Privacy policy

For account administration, billing, support, website operation and optional Verified Skills profiles, the administrator of the skillsvalidator.com service acts as controller, or the equivalent responsible business under applicable law. It determines the purposes and means of those activities. This policy describes that processing and the service's handling of information on an employer's behalf.

For candidate and employee evaluation data, the employer is the controller and the service acts as processor, or service provider, under the employer's instructions. The employer determines the purpose of the evaluation, the skills assessed, the lawful basis, recipients and retention period. Contact the employer that invited you for its privacy notice, evaluation decisions or requests concerning those records. SkillsValidator supports the employer in responding to requests.

An optional Verified Skills profile is separate from an employer's private evaluation. When a passing candidate opts in, the administrator handles the profile information needed to provide the portable record and make the chosen profile discoverable through Talent Pool. Opting in does not make the employer's private submissions or internal hiring notes available to other employers.

The categories collected depend on whether you visit the website, manage an account, complete a validation or opt in to a profile. Provide only information needed for the relevant activity. Employers must avoid requesting unnecessary sensitive information and must explain the evaluation data they require.

• Account data includes names or identifiers you provide, work email, authentication information, team membership, roles, plan selection and account preferences.
• Billing data includes billing details, subscription status, invoice references and payment confirmation information. Payment card details are handled by the payment processor, and the service receives information needed to administer the transaction.
• Role and evaluation data includes role descriptions, selected skills, seniority, validation style, rubric criteria, invitations and employer instructions.
• Candidate submissions include written answers, code or other task material, explain-back answers, completion information, skill scores, quoted evidence and report recommendations.
• Integrity signals include paste events, typing rhythm, time-on-task anomalies and similarity to known AI output associated with the validation. These signals support review and do not by themselves establish misconduct.
• Usage and technical data includes IP address, browser and device information, pages or features used, timestamps, error information and security events. Supported plans also record account audit activity.
• Support data includes the messages, account identifiers and report links you choose to send when asking for help.
• Profile data includes validated skills and identity or profile information a passing candidate chooses to provide for the optional portable profile.
• Cookie and similar technology data includes session identifiers and preferences needed for website or account operation, with additional analytics information only where those tools are used under the choices described below.

Do not send passwords, complete payment card details, sensitive identification records or unrelated candidate information in support messages. Accommodation details belong with the employer, which decides what information is necessary and how to handle it lawfully.

Information comes from you when you create an account, complete tasks, send a support message or choose a profile. Employers provide invitation details, role requirements and evaluation instructions. The service generates scores, rubric evaluations, integrity signals and technical records during use. Payment and integration providers return transaction or delivery information needed for the service.

Employers are responsible for ensuring they can lawfully provide candidate information and for giving appropriate notice. A candidate may receive a validation invitation without creating a paid account. If you do not recognize an invitation, ask the inviting employer about its source and purpose before submitting information.

Account and technical information supports account creation, authentication, subscription administration, invoicing, customer support, access management, abuse prevention and service security. Usage information helps diagnose errors and understand how the service works for visitors and authorized users. Personal information is also processed where needed to comply with law, maintain necessary records or establish and defend legal claims.

Candidate information is processed on the employer's behalf to deliver tasks, collect submissions, ask explain-back follow-ups, evaluate evidence against a rubric, present integrity signals, create Skills Reports and support comparisons and authorized exports. The service processes role and task text through AI model providers to draft rubrics and analyze answers. That processing supports evaluation and still requires human review of integrity flags and employer judgment about outcomes.

Profile information supports the portable Verified Skills record and discovery by Scale and Enterprise customers through Talent Pool when the candidate opts in. It is not a condition of participating in an employer's validation. Candidate data is never sold and is never used to train models for other customers.

Where applicable privacy law requires a legal basis, account and subscription processing relies on performance of the service agreement or steps you request before entering it. Necessary billing and compliance records may rely on legal obligations. Security, abuse prevention, support and limited service improvement may rely on legitimate interests, assessed against the rights and expectations of the people concerned.

Optional profile participation and nonessential cookies rely on consent where required. You can withdraw consent for those activities without changing the lawfulness of earlier processing. Withdrawal from an optional profile does not remove an employer's separate evaluation record. The employer determines the lawful basis for candidate and employee evaluation data, including any consent or notice required by applicable law.

Essential cookies and similar technologies support sessions, authentication, security and choices you make about the website. Blocking those technologies in your browser can prevent some features from working. Cookie identifiers and technical request data may be processed to keep the service available and protect against misuse.

Where nonessential analytics technologies are used, the relevant notice explains their purpose and provides a choice where required by law. They are used for understanding website or feature usage, rather than selling candidate submissions. You may manage cookies in your browser and change any consent preference offered for the relevant technology. The service honors legally required opt-out signals where applicable to its processing.

Integrity signals identify patterns for review, including paste behavior, typing rhythm, unusual time on task and similarity to known AI output. These patterns can have legitimate explanations, including accessibility tools and interruptions. Every integrity flag goes to human review and never causes automatic rejection. A Skills Report summarizes evidence through scores, quotations, rubric criteria and the strong, verify or not shown bands.

The employer makes hiring and employment decisions. Candidates can ask the employer about the evaluation, explain relevant context, request accommodations or raise concerns about a result. Some US jurisdictions regulate automated employment decision tools. The employer determines whether those rules apply and provides required notices, review opportunities or other protections. This policy does not provide legal advice or promise legal compliance for an employer's use.

Authorized employer users and report recipients receive candidate information according to the employer's permissions and sharing instructions. A receiving ATS or other external system receives information when the employer enables an integration or export. Optional profiles are available to recipients within the candidate's chosen participation, including Talent Pool search by Scale and Enterprise customers. Recipient employers are responsible for their independent use of information.

Service providers process information only as needed for their assigned functions, under contractual confidentiality and data protection restrictions appropriate to the processing. Categories include the following.

• Hosting and infrastructure providers store service information and support operation, storage and security.
• Payment processors handle payment details, subscription transactions and related billing information.
• Email delivery providers send invitations, account messages and support communications.
• AI model providers process role and task text to draft rubrics and analyze answers for the service.
• Analytics providers, where used, process usage information under applicable notices and choices.

Candidate data is never sold or shared for cross-context behavioral advertising, and it is never used to train models for other customers. Access is limited to what the recipient needs for the authorized purpose. Enterprise customers can review processor responsibilities through the DPA and security review pack.

Information may also be disclosed where required by law, in response to a valid legal process, or where necessary to protect rights, safety or service security. Such requests are assessed for validity and scope. If a business transfer affects the service, personal information remains subject to applicable privacy obligations, and notice is provided where required before materially different handling applies.

Service providers and authorized users may process information in countries other than the country where you reside. Those countries may have different privacy laws. Where transfer protections are required, the administrator uses an applicable lawful mechanism, such as approved contractual safeguards, and evaluates the protections relevant to the transfer. Data processing terms address responsibilities for protected candidate information.

Enterprise includes data residency arrangements, with the location and scope governed by the applicable agreement. Residency does not by itself remove every cross-border access or support consideration. Enterprise customers can request details and applicable transfer documentation through [email protected].

Employers set retention controls for candidate submissions, integrity signals and reports according to their needs and applicable obligations. The service retains that information under the employer's instructions and provides deletion on request, subject to verification and lawful retention requirements. Ask the employer for the retention period applicable to your evaluation.

Account, billing and support information is retained for as long as needed to provide the service, resolve issues and meet applicable recordkeeping obligations. Security and usage records are retained according to their operational purpose, risk and any legal requirement. Optional profile information is retained while the profile remains active, subject to a removal request and necessary legal exceptions.

When information is no longer needed, it is deleted or deidentified so that it no longer identifies an individual. Limited records may be retained for tax obligations, dispute resolution, fraud prevention or legal holds. Residual backup copies are removed through the backup lifecycle and are restricted from ordinary use while awaiting deletion. An employer's exported copies are governed by that employer's retention practices, rather than deletion from SkillsValidator alone.

SkillsValidator uses TLS encryption in transit and encryption at rest, with access limited to authorized people who need it for the service. Supported plans provide role-based access. Scale and Enterprise include SSO and an audit log, while Enterprise also includes SCIM, data residency and a DPA. Employers manage their users, permissions, sharing and retention settings.

No security measure eliminates every risk. Keep credentials private, review report recipients and notify support about suspected unauthorized access. Personal data incidents are assessed and handled under applicable legal and contractual obligations, including required notice to employers, individuals or authorities. Read the security page for human review practices and responsible disclosure instructions.

Depending on applicable law, you may have rights to access personal information, obtain a copy, correct inaccuracies, request deletion, restrict processing, object to certain processing or withdraw consent. These rights may be subject to exceptions, such as information needed to meet a legal obligation, protect another person's rights or resolve a dispute. You may also complain to the relevant privacy regulator where that right applies.

For candidate or employee evaluation records, contact the employer that invited you. The service routes requests to the employer and assists it as appropriate. For an account, website or optional profile request handled by the administrator, email [email protected]. Describe your request and the email associated with the information, without sending unnecessary identity documents. Identity and authority are verified using information proportionate to the request.

If you withdraw from a Verified Skills profile, future profile availability is removed as applicable, but an employer may retain its own lawful evaluation records or previously authorized exports. Removing a profile does not require cancellation of the employer's subscription.

Where laws such as the California Consumer Privacy Act and other US state privacy laws apply to the relevant processing, residents may have rights to know categories of information collected, purposes and recipients, obtain specific information or a portable copy, correct inaccuracies and request deletion. Depending on the law, rights may also include opting out of sale, targeted advertising, certain sharing or profiling with legally significant effects, or limiting certain sensitive information uses.

Candidate data is never sold, shared for cross-context behavioral advertising or used to train models for other customers. Rights and business obligations depend on the applicable law, the type of information and the parties' roles. Nothing in this policy treats every employment or business record as subject to the same rules. The employer remains responsible for its handling of candidate requests and employment decision rights.

You may use an authorized agent where permitted, subject to verification of the agent's authority and, where required, your identity. The administrator responds within applicable legal time limits and explains any lawful refusal or extension. Where the law provides an appeal, you can request review of a denied request through the same support email and may contact the relevant state authority. Exercising privacy rights does not result in unlawful discrimination.

SkillsValidator is intended for adult users in business hiring and employee evaluation contexts and is not directed to children. Employers must ensure that any participation is appropriate and lawful. If you believe a child has provided personal information without an appropriate basis, contact support so the issue can be assessed and the information removed or otherwise handled as required by law.

This policy is updated when information practices or applicable requirements change. The version shown on this page includes its update date. Material changes are communicated through the service or account email where required, and additional notice or consent is obtained before new processing where the law requires it. Changes do not remove rights that apply to information already collected.

Email [email protected] for privacy questions or requests handled by the administrator of the skillsvalidator.com service. For candidate data, identify the inviting employer so the request can reach the appropriate controller. Do not include passwords or unnecessary task submissions.

Read the terms of service, security practices, FAQ or contact page for related information.