Applicant privacy standard
How we intend to protect applicant information and rights before hiring begins.
We are not currently collecting applications. Before hiring begins, we will review and finalize the actual process, retention period, and processors.
Current hiring and data-collection status
HyunTools is not currently hiring or operating a talent pool and does not accept résumés, portfolios, identity documents, or bank details.
Scope and core principles
This standard applies to application information HyunTools receives directly through an official job posting. The separate Privacy policy applies to service-user information.
- Request only the information needed to assess an application.
- Do not use application data for service accounts, marketing, or personalized advertising.
- Do not show application data to other applicants or on public screens without consent.
Information we may process
Depending on the role and stage, a future application may request only the relevant items below.
| Category | Expected items | Stage |
|---|---|---|
| Contact details | Name, email address, and a contact method | Application |
| Role-related information | Experience, education, skills, qualifications, portfolio, and project descriptions | Application and review |
| Selection records | Interview notes, task results, assessment notes, and schedules | Review and interview |
| Legal onboarding information | Information needed for a contract and start of work | Requested separately after a final offer |
We do not request sensitive information that is unnecessary for application review, such as national identifiers, bank details, or verification codes.
Purposes
- Assess qualifications and suitability for the role
- Schedule interviews or tasks and communicate outcomes
- Handle applicant questions and operate the hiring process
- Meet legal obligations and respond to disputes
Retention and deletion
Before hiring starts, we will review the actual process and applicable law and state a specific retention period in each posting and consent screen. We securely delete data without a legal retention duty when the hiring purpose ends or the applicant requests deletion.
If a longer-term talent pool becomes necessary, it will use separate optional consent. Refusing that consent will not disadvantage the application under review.
Security safeguards
- Official application channels and encrypted transmission
- Least-privilege access by role and access logging
- File-type and size validation with malicious-file controls
- Deletion designed to make recovery impractical after retention ends
- Impact review, protective action, and required notice after an incident
Applicant rights
Applicants may request access, correction, deletion, restriction, or withdrawal of consent. A deletion request during an active process may be treated as withdrawal of the application, and we will explain that effect first.
We are not collecting application data now. Future postings will explain how to exercise rights and identify the contact responsible.
Fair hiring and automation
We do not discriminate based on traits unrelated to the role and do not make a decision with significant effects solely from an automated score.
If an assessment tool is used, we will explain its purpose and human-review role where appropriate and provide a way to question errors or results.
Review before publication and changes
Before hiring begins, we will review the law and process in the operating region and finalize the items processed, retention period, processors, and rights process. Material changes will be recorded here with their effective date.
Change history
- August 19, 2026: Published the applicant privacy draft for the hiring-preparation stage.