Your information. Your choices. A clear view of how technology supports our recruiting process.

This Candidate Privacy Notice applies to individuals whose information is processed by nTech Workforce in connection with recruiting, staffing, employment opportunities, talent sourcing, or candidate relationship management.

This may include people who:

• apply for a role through the nTech Workforce website or job portal
• submit a resume or professional profile to us
• are contacted directly by an nTech recruiter
• speak with us about a current or future opportunity
• are referred to us by another person
• are identified through professional networks, job platforms, or public professional profiles
• participate in screening calls, interviews, assessments, or other recruiting activities
• are added to our candidate database for future opportunities

Contact information

• Name, email address, phone number
• City, state, or general location
• Preferred method of contact

Professional information

• Resume or CV, employment history, previous job titles
• Skills, certifications, licenses, education
• Portfolio information and publicly available professional profiles

Recruiting and application information

• Positions you applied for or were considered for
• Recruiter notes, interview notes, screening responses
• Availability, compensation expectations, work authorization
• Assessment results and communications with nTech Workforce

Sensitive information

In limited situations, we may receive demographic or self-identification information when you voluntarily provide it or when collection is permitted or required by law. We do not request sensitive personal information unless it is relevant and appropriate for the process.

When you apply directly

If you apply through our website, job portal, or another recruiting channel, you provide information directly to nTech Workforce. Our recruiting systems may then use that information to help our team process your application.

When an nTech recruiter contacts you

Our recruiters may identify professionals whose experience appears relevant to an open or future opportunity. Information may come from professional networking platforms, job boards, publicly available profiles, candidate databases, referrals, or recruiting technology providers.

When you speak with an nTech recruiter

If you speak with us by phone, video, email, or another channel, information you provide during that conversation may be added to our recruiting systems — including recruiter notes about your experience, interests, and availability.

We may use candidate information to support recruiting, staffing, candidate communication, and related business operations, including to:

• review your experience and qualifications
• consider you for positions you apply for
• identify other opportunities that may match your background
• communicate with you about jobs and recruiting activity
• coordinate with recruiters, hiring managers, and clients
• maintain recruiting records and improve our processes
• meet legal or regulatory obligations

nTech Workforce may use artificial intelligence, automation, and other recruiting technologies to assist our team. Depending on the tools being used, technology may help with:

Resume parsing

Technology may help identify and organize information in a resume or profile — skills, previous roles, years of experience, qualifications, education.

Candidate matching

Technology may compare candidate information with position requirements to help recruiters identify profiles that appear potentially relevant for further review.

Candidate search and organization

Technology may help recruiters search, organize, categorize, or retrieve candidate profiles from our recruiting systems.

Recruiting workflow support

Technology may assist with scheduling, organizing candidate information, managing workflows, supporting recruiter notes, and assisting with candidate communications.

AI-assisted tools may help our recruiters process and organize information more efficiently, but they are intended to support human judgment — not replace it.

Recruiters, hiring managers, and clients remain responsible for evaluating candidates and making employment-related decisions. A resume match, automated recommendation, or technology-generated score should not be viewed as the complete picture of a candidate.

Privacy and employment laws are not the same everywhere. Your rights may depend on factors such as where you live, where the position is located, how we obtained your information, and which laws apply to the particular recruiting activity.

Nothing in this notice is intended to limit any rights available to you under applicable law. Laws that may apply depending on circumstances include the California Consumer Privacy Act and California Privacy Rights Act (CCPA/CPRA), the General Data Protection Regulation (GDPR), New York City Local Law 144, and other federal, state, local, national, or international privacy and employment laws.

For candidates covered by California privacy law, additional rights and disclosures may apply under the CCPA and CPRA. These may include rights relating to:

• access to personal information
• correction of inaccurate information
• deletion of personal information
• information about the categories of personal information collected and how it is used
• other privacy rights available under California law

California's Notice at Collection framework also requires covered businesses to state how long categories of personal information will be retained, or the criteria used to determine the retention period. See Section 14 for data retention information.

Where the General Data Protection Regulation or similar laws apply, candidates may have additional rights, including rights to:

• access personal information
• correct inaccurate information
• request erasure or restriction of certain processing
• object to certain processing
• request data portability
• withdraw consent where processing is based on consent
• exercise rights relating to certain forms of automated decision-making

Where applicable, additional information about the legal basis for processing, retention, transfers, and automated processing will be provided as required by law.

New York City Local Law 144 regulates certain Automated Employment Decision Tools (AEDTs) — computer-based tools that substantially assist or replace discretionary decision-making in hiring or promotion.

Not every recruiting system or AI use qualifies as an AEDT. If nTech Workforce uses a qualifying AEDT for a covered NYC employment decision, we will follow the applicable requirements of Local Law 144, which may include:

• ensuring the covered tool has undergone an independent bias audit within the required period
• making required bias audit results publicly available
• providing required notice to affected candidates
• providing information about the type and source of data used

Some communication and interview technologies may include features that transcribe conversations, record meetings, generate notes, summarize discussions, or otherwise process audio or meeting information.

Where notice or consent is required before using this functionality, nTech Workforce will provide the appropriate disclosure before the relevant technology is used.

nTech Workforce personnel

Authorized recruiters, account managers, HR personnel, administrators, and other team members may access candidate information where needed to perform their roles.

Hiring clients

If we are considering you for an opportunity with one of our clients, relevant information from your candidate profile may be shared with that client as part of the recruiting or staffing process.

Technology and service providers

We may use third-party systems and vendors including applicant tracking systems, recruiting platforms, scheduling tools, cloud infrastructure, and AI-assisted recruiting technology. Where appropriate, providers are expected to process information subject to applicable contractual, confidentiality, and data-protection requirements.

Legal and regulatory purposes

We may disclose information where required or permitted by law, including in response to legal process, regulatory requirements, or government requests.

Candidate information may be shared with authorized personnel, hiring clients, and technology providers directly involved in the recruiting process — not sold to third parties.

nTech Workforce retains candidate information only for as long as reasonably necessary for recruiting, staffing, legal, contractual, compliance, and legitimate business purposes.

Once the retention period ends (or earlier upon a valid deletion request), we will take reasonable steps to delete or de-identify candidate information, except where we are required or permitted by law to retain it.

Future opportunities

Unless you ask us otherwise, we may retain your profile during the applicable retention period so our recruiters can consider you for future opportunities that match your experience.

Deletion requests

Depending on applicable law, you may ask us to delete your candidate information before the normal retention period ends. Contact hr@ntechworkforce.com with the subject line Data Privacy / Opt-Out Request.

Depending on applicable law and the type of processing involved, you may have choices regarding how certain automated tools are used in connection with your candidate information.

Request human review

If you have concerns about AI-assisted matching or automated processing, you may contact us and ask whether manual review or another appropriate process is available. We will flag your profile so that a human recruiter handles your evaluation directly.

Opt out of future talent pool consideration

You may request that we remove your information from our candidate database so you are not considered for future roles.

Depending on your location and applicable law, you may have the right to:

These rights are not identical in every jurisdiction. We will review requests based on the laws that apply to the individual, the processing activity, and the circumstances of the request.

You can contact us to request: access to your candidate information, correction, deletion, removal from future talent-pool consideration, information about how your data was obtained, information about automated or AI-assisted processing, human review where applicable, or updates to your privacy preferences.

We may need to verify your identity before fulfilling certain requests.

You may receive a recruiting message from us even if you have never submitted an application to nTech Workforce. Recruiters may identify potential candidates using professional networking platforms, job databases, referrals, publicly available professional information, and recruiting technologies.

If we contact you because your background appears relevant to an opportunity, you may:

• ask where we obtained your information
• tell us you are not interested
• ask us not to contact you about future opportunities
• request removal from our candidate database where applicable
• contact us about your privacy preferences

Our outreach process provides passively sourced candidates with access to this privacy notice as part of the first-contact workflow.

We use administrative, technical, and organizational measures designed to protect candidate information against unauthorized access, loss, misuse, alteration, or disclosure. Access to candidate information is limited based on business need and the systems used to manage recruiting activity.

No information system can be guaranteed to be completely secure, and we continue to review how candidate information is handled and protected.

Candidate information can become outdated. Please let us know if your resume, contact information, location, certifications, availability, or job interests change. Contact hr@ntechworkforce.com to update your information at any time.

Recruiting technology, privacy laws, and our internal processes may change over time. We may update this notice to reflect changes in our recruiting practices, technology we use, applicable legal or regulatory requirements, or how candidate information is processed.

When we make material changes, we will update the Last updated date at the top of this page and provide additional notice where required.