Privacy Policy

HyperHired.com (“HyperHired,” “we,” “our,” or “us”) values your privacy and is committed to protecting your personal information. This Privacy Policy explains how we collect, use, and disclose information about you when you use our website, services, and platform (collectively, the “Services”). By using our Services, you agree to the collection, use, and sharing of your information as described in this Privacy Policy.

1. Information We Collect

We collect information that you provide to us, information automatically collected through your use of our Services, and information from third-party sources.

a. Information You Provide

• Account Information: When you create an account or share your information with HyperHired through its various website forms, we collect your name, email address, phone number, company name (if applicable), and other details you provide. By submitting your information, you agree to receive communications from HyperHired and its partners.
• Job Listings and Resumes: For employers, we collect job posting details. For job seekers, we collect resumes, skills, qualifications, and other related information.
• Interview Content: If you take part in an interview conducted on HyperHired® Meet, our video interview platform, we collect the audio and video recording of that interview, a written transcript of it, a record of who attended and for how long, your acknowledgment of the recording notice, and any responses you give to a post-interview survey. This is described in Section 4(d) and in full in the HyperHired® Meet Privacy Notice.
• Payment Information: If you make a purchase or pay for services, we collect payment details such as credit card information or billing addresses (processed through third-party payment processors).
• Communication: When you contact us, we collect any information you provide, including support requests and feedback.

b. Information Automatically Collected

• Device Information: We collect information about the device you use to access our Services, including IP address, browser type, operating system, and device identifiers.
• Usage Information: We track how you interact with our Services, including pages viewed, time spent on pages, and navigation paths.
• Cookies and Tracking Technologies: We use cookies and similar technologies to collect information about your preferences and interactions with our Services. For more information, see our Cookie Policy.

c. Information from Third Parties

• Social Media: If you choose to connect your social media accounts to our Services, we may collect information from those platforms, such as your profile information.
• Partners and Vendors: We may receive information from third-party service providers, such as background check services, recruitment platforms, or analytics providers.

2. How We Use Your Information

We use the information we collect to:

• Provide, operate, and improve our Services.
• Facilitate recruitment and job placement activities.
• Process payments and manage billing.
• Communicate with you, including sending updates, promotions, and transactional messages.
• Monitor and analyze usage patterns to enhance user experience.
• Enforce our Terms of Service and comply with legal obligations.

3. How We Share Your Information

We do not sell your personal information. However, we may share your information as follows:

a. With Employers and Job Seekers

• Employers may view job seeker information, such as resumes and profiles, as part of the recruitment process.
• Job seekers may view employer profiles and job postings.

b. With Service Providers

• We share information with third-party vendors that help us provide our Services, such as payment processors, hosting providers, and analytics tools.

c. For Legal and Security Reasons

• We may disclose information to comply with legal obligations, enforce our Terms, protect our rights or the rights of others, or detect and prevent fraud or security issues.

d. In Business Transfers

• In the event of a merger, acquisition, or sale of assets, your information may be transferred to the successor entity.

4. Information About Job Candidates

This section applies specifically to individuals who apply for a position through HyperHired, our job marketplace at hyperhired.com/jobs, a client-branded landing page, a partner job board (such as Indeed, LinkedIn, ZipRecruiter, or Craigslist), a referral, or any other channel that routes applications to HyperHired or its employer clients.

a. Why We Collect Candidate Information

HyperHired is a sales recruitment company. We collect candidate information to evaluate you for sales positions with our employer clients, present qualified candidates to those clients, coordinate the interview and hiring process, and maintain a record of your candidacy for future opportunities that may be a fit.

b. What We Share with Employer Clients

When we determine that you may be a fit for a position with one of our client companies, we share your candidate file with that client and its authorized hiring representatives. The candidate file may include your resume, name, contact information, work history, qualifications, application responses, and screening notes compiled by our recruiting team. Where you have taken part in an interview on HyperHired® Meet, the candidate file may also include the recording, transcript, and written review of that interview. By applying through any HyperHired channel, you consent to this sharing as a necessary part of the recruitment process.

c. How We Contact You

By submitting an application, you expressly consent to receive communications from HyperHired, our recruiters, and our representatives by phone (including calls placed using automated dialing systems and prerecorded or artificial voice messages), SMS text message, email, and physical mail. These communications may relate to the specific position you applied for, other positions we believe may be relevant, status updates on your candidacy, and general recruitment-related outreach. Message and data rates may apply for SMS. Reply STOP to any text message to opt out of SMS, or email compliance@hyperhired.com at any time.

d. Recordings, Transcripts & Automated Review

(i) Telephone calls. Calls placed or received in connection with your candidacy may be recorded and transcribed for quality assurance, training, dispute resolution, and compliance. You will hear a disclosure at the start of the call, and continuing the call after that disclosure constitutes your consent to recording. Where the law of your state requires the consent of every party to the call, we obtain it before recording begins.

(ii) Video interviews on HyperHired® Meet. Interviews conducted on HyperHired® Meet are recorded and transcribed in full. Recording begins automatically when the first participant joins and is not something a participant switches on. Before you can enter the interview room you must acknowledge a notice explaining that the interview is recorded and transcribed and that AI is used to review it. You may decline to be recorded and ask for an unrecorded alternative; declining is not a withdrawal of your application and will not by itself remove you from consideration. The HyperHired® Meet Privacy Notice describes this in detail, including what the automated review does and does not do, and your rights in respect of it.

(iii) Automated review of interviews. After a Meet interview is transcribed, we use an artificial intelligence system to read the text transcript and produce a structured review of how the interview was conducted, a summary of what the candidate conveyed, and a recommended outcome for a human reviewer to consider.

This automated review takes only the transcript as its input. It does not analyze your face, appearance, gestures, tone of voice, or vocal characteristics. It does not attempt to infer your emotions, personality, or mental state. It does not identify you from your face or voice. It is instructed to evaluate only job-relevant content and to disregard any protected characteristic that arises in conversation.

(iv) Other automated tools. We also use artificial intelligence and automated systems to assist in candidate matching, summarizing application materials against role requirements, drafting correspondence, and scheduling.

(v) Human decision-making. Every decision about your candidacy — including every decision to advance you, not advance you, or present you to a client — is made by a person. Our recruiting team makes those decisions in consultation with our employer clients. No automated system is authorized to advance, reject, rank out, or filter a candidate on its own, and none is configured to do so. Automated output is advisory material that a person reads.

(vi) Your rights. You may ask us for the automated review relating to you, ask us to correct it, ask a person to reconsider a decision informed by it, ask us to explain how it works, or object to it. Email compliance@hyperhired.com with the subject line “Privacy Rights Request.”

Transcripts and recordings are retained consistent with the retention periods described in Section 4(h).

e. Background Checks & Verifications

Some positions require background checks, employment verification, motor vehicle records, drug screening, or similar checks. These are conducted only with your separate written authorization through an authorized provider, and only when required by the position you applied for or by the employer client. HyperHired does not conduct background checks on its own initiative for general candidate pool management.

f. Sensitive Information

Some application channels include voluntary self-identification questions (race, ethnicity, gender, veteran status, disability) that exist for federal EEO compliance purposes. Responses are voluntary, are not used in hiring decisions, and are stored separately from candidate evaluation materials. We do not otherwise collect sensitive categories of information as defined under applicable state privacy laws (e.g., CCPA’s definition of “sensitive personal information”) unless specifically required by a background check authorization or similar process.

Biometric information. We do not use facial recognition, face-geometry scanning, or emotion-detection technology in interviews or assessments. If we ever introduce technology that collects a biometric identifier, we will obtain your separate written consent beforehand and publish a retention and destruction schedule for it.

g. Use of Your Application Information for Other Opportunities

When you apply for a position through HyperHired or any channel that routes to us, you acknowledge and agree that we may use the information you provide in your application — including your resume, work history, qualifications, contact information, compensation expectations, location, and stated employment preferences — to evaluate you for other current or future positions with the same or different employer clients that we believe may be relevant to your profile.

This is a core part of how HyperHired operates as a recruitment agency: we maintain an active candidate database to connect qualified sales professionals with relevant opportunities over time. Communications about other opportunities are sent through the channels you have consented to (phone, SMS, email, or physical mail). You may opt out of future outreach at any time.

h. Candidate Data Retention

Active candidate files are retained for the duration of your candidacy and for up to three (3) years thereafter to consider you for future opportunities, unless you request earlier deletion. Records relating to candidates placed with our clients are retained for up to seven (7) years to comply with employment law and contractual obligations. Call recordings and transcripts are retained for up to two (2) years from the date of the call.

Video interview recordings are retained for up to 12 months from the date of the interview and are then automatically deleted. Interview transcripts and the written review of an interview are retained for up to 24 months. Records of automated decision systems used in employment decisions are retained for not less than four (4) years where applicable law requires it. Records of your acknowledgment of a recording notice are retained for as long as the associated recording or transcript is retained, and for 2 years thereafter. If you ask us to delete your interview video and Illinois law applies, we will delete it, and instruct anyone who received a copy from us to delete it, within 30 days of your request.

i. Withdrawing from Consideration

You may ask to be withdrawn from consideration for a specific role, removed from a specific employer client’s pipeline, or removed from HyperHired’s candidate database entirely at any time. Email compliance@hyperhired.com or reply STOP to any text message to stop further outreach. Withdrawing does not affect records we are required to retain for legal or contractual compliance.

5. Your Choices and Rights

a. Marketing Communications

You can opt out of receiving promotional emails by clicking the “unsubscribe” link in any marketing email. Please note that you may still receive transactional or account-related messages, including application status updates, interview confirmations, scheduling reminders, and billing notifications.

b. Phone, SMS & Physical Mail

You may opt out of phone calls by telling the caller you no longer wish to be contacted or by emailing compliance@hyperhired.com. You may opt out of SMS messages from any HyperHired platform by replying STOP to any text message, or HELP for support. You may opt out of physical mail by contacting us at compliance@hyperhired.com. Opting out of marketing or recruiting outreach does not affect transactional messages tied to an active candidacy or client engagement.

c. Cookies & Online Advertising

You can manage your cookie preferences through your browser settings or our Cookie Policy. To opt out of interest-based advertising delivered by participating providers, visit the Digital Advertising Alliance (optout.aboutads.info) or the Network Advertising Initiative (optout.networkadvertising.org). California, Colorado, and Connecticut residents can also enable Global Privacy Control (GPC) signals in supported browsers to opt out of targeted advertising and the “sharing” of personal information.

d. Data Subject Rights

Depending on your location, you may have rights under applicable data protection laws, including the right to access, correct, delete, port, or restrict the processing of your personal information; the right to opt out of the “sale” or “sharing” of your information; and the right to withdraw consent where we rely on consent to process your information. You also have the right to exercise these rights without being subject to discrimination.

Depending on your location you may also have the right to opt out of profiling in furtherance of decisions that produce legal or similarly significant effects, including decisions about employment; the right to be informed when such profiling is used; the right to obtain a meaningful explanation of the logic involved; and the right to have a person review a decision informed by it. HyperHired makes all candidacy decisions through human review (Section 4(d)(v)), and we extend these rights to all candidates as a matter of practice rather than only where a statute compels it.

To exercise any of these rights, email compliance@hyperhired.com with the subject line “Privacy Rights Request” and a description of your request. We will verify your identity before fulfilling the request and respond within the timeframes required by applicable law (typically 45 days, extendable as permitted). You may designate an authorized agent to submit a request on your behalf, subject to verification requirements.

California residents: HyperHired does not sell personal information for monetary consideration. However, the use of cookies and similar technologies for advertising and attribution (such as Meta Pixel and Hyros) may constitute “sharing” under the California Privacy Rights Act. California residents may opt out of such sharing at any time by emailing compliance@hyperhired.com or by using the “Do Not Sell or Share My Personal Information” mechanism if available on the site. California residents also have the right to receive a privacy notice at collection, which this policy satisfies.

Residents of Virginia, Colorado, Connecticut, Utah, Texas, Oregon, and other states with comprehensive privacy laws have rights substantially similar to those described above and may submit requests through the same channels.

6. Data Retention

We retain your personal information for as long as necessary to provide the Services and fulfill the purposes outlined in this Privacy Policy, unless a longer retention period is required by law. Specific retention periods for candidate records, including interview recordings and transcripts, are described in Section 4(h). Records relating to employer clients (including contracts and billing) are retained indefinitely following the end of the engagement.

You may request earlier deletion at any time by contacting compliance@hyperhired.com, subject to legal retention exceptions.

7. Data Security

We implement reasonable administrative, technical, and physical measures to protect your information from unauthorized access, use, or disclosure. These include encryption of resumes and sensitive documents at rest, encrypted transmission (TLS) for data in transit, role-based access controls, multi-factor authentication for administrative accounts, individually generated playback links for interview recordings that expire shortly after issue rather than permanent URLs, and ongoing monitoring of our security practices. However, no method of transmission over the Internet or electronic storage is completely secure, and we cannot guarantee absolute security.

8. International Data Transfers

HyperHired is based in the United States, and our Services are operated from the United States. If you access our Services from outside the United States, your information may be transferred to, stored, and processed in the United States or other countries that may not have the same data protection laws as your jurisdiction. By using our Services, you consent to such transfers.

9. Children’s Privacy

Our Services are not directed to children or individuals under the age of 18, and we do not knowingly collect personal information from anyone under 18. If we become aware that we have collected information from a child under 18 without verifiable parental consent, we will delete that information promptly. If you believe we have collected information from a child, please contact us at compliance@hyperhired.com.

Because interviews on HyperHired® Meet are recorded, we do not knowingly conduct a recorded interview with anyone under 18. If you are under 18, tell your recruiter before the interview.

10. Jurisdiction-Specific Disclosures

Illinois. Sections 4(d) and 4(f) and theHyperHired® Meet Privacy Notice constitute the notice and explanation required by the Artificial Intelligence Video Interview Act. Your acknowledgment before entering an interview room constitutes your consent. We share interview video only with those whose expertise or technology is necessary to evaluate your candidacy. We will delete interview video within 30 days of your request.

Maryland. We do not use a facial recognition service during an interview. If we ever propose to, we will first obtain the signed waiver Maryland law requires.

New York City. Where a tool that qualifies as an automated employment decision tool is used to substantially assist a hiring or promotion decision for a position in New York City, we will obtain an independent bias audit within the preceding year, publish a summary of its results, and give candidates at least 10 business days’ notice before the tool is used.

California. We maintain automated-decision-system records for at least four years. From the dates California’s automated-decisionmaking technology regulations require, we will provide pre-use notice, an opt-out where applicable, and access to information about the technology’s use in significant decisions.

All-party consent states. In states requiring the consent of every party to a recording, we obtain every participant’s acknowledgment before recording begins. Our practice is to apply that standard to every interview regardless of location.

European Union / United Kingdom. We do not use AI to infer emotions in a workplace or educational context. Where we process the personal data of individuals in the EU or UK, we do so on the legal bases and with the safeguards set out in our EU/UK addendum, available on request.

11. Changes to This Privacy Policy

We may update this Privacy Policy from time to time to reflect changes in our practices or for other operational, legal, or regulatory reasons. We will notify you of any significant changes by posting the updated Privacy Policy on our website and updating the “Last Updated” date at the top of this page. Your continued use of the Services after the updated Privacy Policy takes effect constitutes your acceptance of the changes.

12. Contact Us

If you have any questions or concerns about this Privacy Policy, please contact us at:

HyperHired, LLC
Email: compliance@hyperhired.com
Address: 1100 Park Central Blvd S, Ste 2400, Pompano Beach, FL 33064