Questions about privacy

Under the employer's name. That is the core of our white-label approach: campaigns, application pages and personal outreach carry your brand, not ours. So from the very first contact, candidates build a relationship with your organization. That is better for the candidate experience, and it strengthens your employer brand with every campaign.

The relationship forms around your brand and your organization: candidates apply to you, not to an agency. We carry out the recruitment and follow-up on your behalf. The exact arrangements on roles, access and ownership are set out contractually for each partnership, so it is clear upfront who does what and who has access to what.

We plug into the system you already use. Applications and candidate information land in your ATS following a process we set up together at the start, so your internal team always has access to the current status. If you do not have an ATS yet, we set up a clear alternative that you control.

We arrange that upfront, not afterwards. The partnership agreement sets out how candidate data is handled at the end, so there is never any dispute about it. The starting point of our approach is that recruitment is built around your brand and your systems, which makes a handover considerably simpler than with a traditional agency model.

By working with your internal team in the same system and under the same working agreements. Before anyone is approached personally, it is visible whether contact is already underway from within your organization. That way we prevent a candidate from being approached twice for the same role, which looks unprofessional and damages trust in your brand.

Candidates know where they stand: they apply to a recognizable vacancy from your organization and their data is used for that recruitment purpose. When we reach out personally, we are transparent about who we are and why we are getting in touch. Careful, honest communication is not just a GDPR principle, it also demonstrably works better.

In line with the purpose and the principles of the GDPR: no longer than needed for the recruitment, unless there is a good reason and legal basis to keep someone on the radar longer, for example in a talent pool. The specific retention terms are aligned with your own privacy policy and set out in the partnership agreement.

Only the people who need it for the recruitment: the team involved on our side and the people you designate on your side, such as recruiters and hiring managers. Access is a matter of setup, and we define that setup together at the start of the partnership. That keeps the circle small, clear and controllable.

No. Candidates are recruited for your organization, under your brand and for your vacancies. That is a fundamental difference from placement models where a candidate database is the agency's business model and the same candidate is offered to multiple clients. See also the comparison between RPO and no cure no pay for those differences.

Little to nothing, and that is the intention. The candidate experiences one sender: your organization, from the first ad to the first day at work. Behind the scenes, we take care of campaigns, screening and follow-up. That single consistent brand experience builds trust and prevents drop-off in the funnel. Only when it feels seamless to the candidate have we done our job well.