Legal, privacy and compliance, in plain English

This page walks through what the Surhires customer agreement actually says, in ordinary language, so you know its shape before your counsel reads the executed copy.

Recruitment software processes personal data about the people who log in and about the candidates they hold, and those two things sit under completely different roles.

A data processing addendum is the document that says what a vendor may do with your candidate data, and this walks through each commitment it makes in ordinary language.

Recruitment software sends candidate text to other companies to do its job, and a buyer is entitled to know which categories of company those are before signing.

The marketing site and the signed-in application store different things for different reasons, and only one of them asks for your consent before doing it.

A candidate blocked by an inaccessible application form does not get another route into the job, which is why those screens come first and why the work is never quite finished.

Procurement wants to know who is responsible for what, so every regime here carries an explicit posture rather than a reassuring sentence that answers nothing.

Most candidates in a recruitment database never applied for anything, which is exactly why lawful basis, transparency and retention are harder here than in other software.

California treats job applicants as consumers with rights over their records, and a recruitment database is exactly the kind of collection those rights were written for.

India's data protection law is built around notice and consent, which lands directly on a recruitment database full of people who were never asked.

Data collected to measure a hiring decision must never be visible to the people making it, and that is an architecture question before it is a policy question.

US calling and messaging rules land on the sender, not on the software, so the useful question is which controls exist and which decisions stay with your desk.