Privacy Policy
Last updated: June 2026
This Privacy Policy describes how TAL.co (“TAL.co,” “we,” “us,” or “our”) collects, uses, discloses, retains, and protects personal information across our recruiting platform, websites, and related services (collectively, the “Services”), which serve hiring companies (“Employers”), recruiters, and job candidates (“Candidates”). It also explains the privacy rights available to you and how to exercise them.
1. Scope and application
This Policy applies to personal information we process through the Services, our marketing websites, and our communications. It does not apply to third-party websites, products, or services that we do not control, even if they link to or from the Services.
Depending on the activity, TAL.co may act as a “controller” (deciding why and how personal information is processed — for example, account, billing, and platform-operations data) or as a “processor” / “service provider” acting on behalf of an Employer or recruiter (for example, Candidate data submitted in connection with a specific search). Where TAL.co processes Candidate data on behalf of an Employer or recruiter, that Employer or recruiter is the controller and its own privacy notice and instructions also apply.
2. Definitions
“Personal information” (or “personal data”) means information that identifies, relates to, or could reasonably be linked with a particular individual or household.
“Sensitive personal information” means data such as government identifiers, precise geolocation, and information revealing protected characteristics, where applicable law treats it as sensitive.
“Controller,” “processor,” “service provider,” “sell,” and “share” have the meanings given under applicable data protection laws, including the EU/UK GDPR and the California Consumer Privacy Act as amended (“CCPA/CPRA”).
3. Categories of personal information we collect
Account & profile data: name, work email, phone, employer or firm, job title, username, and password credentials.
Employer data: role requirements and job descriptions, hiring-team members, interview process details, pipeline activity, and hiring analytics inputs.
Recruiter data: professional profile, specialization, industries, placement history, performance signals, payout/commission and tax/payment details (which may be processed by our payment providers).
Candidate data: name and contact details, resume/CV, work and education history, skills, compensation expectations, location and work-authorization preferences, interview scheduling information, recruiter notes, and submission/scoring metadata. Candidate data is typically provided by recruiters or Employers, sourced from public professional profiles, or provided by the Candidate.
Usage & device data: log data, IP address, browser and device identifiers, pages viewed, and actions taken, collected via cookies and similar technologies (see our Cookie Policy).
Communications: messages, support requests, and form submissions you send us.
Integration data: information from third-party systems you authorize, such as your ATS or CRM.
4. Sources of personal information
We collect personal information directly from you; from Employers and recruiters who use the Services; from publicly available professional sources; from your authorized integrations; and automatically through your use of the Services.
5. How we use personal information (purposes)
Provide, operate, secure, and improve the Services, including matching recruiters and Candidates to roles and producing hiring analytics for Employers.
Facilitate the recruiting marketplace: intake, recruiter activation, candidate submission and review, interview coordination, offers, and placement tracking.
Generate AI-assisted ranking signals, sourcing suggestions, outreach drafts, screening signals, summaries, and scheduling — always subject to human review (see Section 8).
Process payments, fees, commissions, and tax documentation.
Communicate with you, including service, transactional, and (where permitted) marketing messages.
Detect, prevent, and respond to fraud, abuse, security incidents, and policy violations; and comply with legal obligations and enforce our agreements.
6. Legal bases for processing (EEA/UK)
Where the GDPR applies, we rely on one or more of the following legal bases: performance of a contract with you; our legitimate interests (e.g. operating, securing, and improving the Services and the marketplace) balanced against your rights; compliance with a legal obligation; and your consent where required (which you may withdraw at any time).
Where TAL.co acts as a processor, the relevant Employer or recruiter is responsible for establishing the legal basis for processing Candidate data and for providing any required notices to Candidates.
7. Recruiting context and candidate consent
Candidate data is processed to evaluate fit for specific roles, coordinate hiring activities, and, where permitted, keep Candidates engaged for future opportunities (“candidate rediscovery”).
Employers and recruiters must have a lawful basis to submit and process Candidate data and, where required, must obtain Candidate consent and provide their own notices. Candidates may exercise the rights described in Section 12, and we will route requests to the relevant controller where TAL.co acts as a processor.
8. AI-assisted processing and automated decision-making
We use artificial intelligence to assist recruiting workflows — sourcing, ranking signals, outreach drafts, screening signals, scheduling, and summaries. These outputs are decision support only.
TAL.co does not use AI to make hiring decisions and does not automatically reject Candidates. Recruiters and hiring teams review AI outputs and retain decision authority, with human-in-the-loop checkpoints and audit logging. We do not engage in solely automated decision-making that produces legal or similarly significant effects on individuals within the meaning of GDPR Article 22.
Employers and recruiters are responsible for using AI features lawfully and in compliance with applicable employment, anti-discrimination, and automated-employment-decision-tool laws.
9. How we disclose personal information
Parties to a search: we share relevant information among the Employer and recruiter(s) participating in a given search, and with Candidates as appropriate.
Service providers / processors: hosting, infrastructure, analytics, communications, payment processing, and CMS providers that process data on our behalf under contract.
Integrations you authorize: such as your ATS or CRM.
Legal and safety: where required by law, legal process, or to protect rights, safety, and the integrity of the Services.
Business transfers: in connection with a merger, acquisition, financing, or sale of assets, subject to this Policy.
We do not sell personal information for money, and we do not “share” personal information for cross-context behavioral advertising as those terms are defined under the CCPA/CPRA. We do not knowingly disclose the personal information of individuals under 16 for such purposes.
10. International data transfers
We may process and store personal information in countries other than where you reside, including the United States. Where we transfer personal information from the EEA, UK, or Switzerland, we use appropriate safeguards such as Standard Contractual Clauses and, where applicable, the UK Addendum, together with supplementary measures.
12. Your privacy rights
Depending on your location, you may have rights to: access a copy of your personal information; correct inaccurate data; delete your data; restrict or object to certain processing; data portability; and withdraw consent.
California (CCPA/CPRA): rights to know, delete, correct, opt out of sale/sharing (note: we do not sell or share as defined), limit use of sensitive personal information, and non-discrimination for exercising rights. You may appeal a denied request.
EEA/UK: rights under the GDPR, including the right to lodge a complaint with your supervisory authority.
To exercise rights, email [email protected]. We will verify your request and respond within the timeframes required by applicable law. Where TAL.co acts as a processor, we will refer your request to the relevant Employer or recruiter (controller). Authorized agents may submit requests where permitted.
13. Data retention
We retain personal information for as long as necessary to provide the Services, comply with legal, tax, and accounting obligations, resolve disputes, and enforce agreements, after which we delete or anonymize it. Retention periods vary by data type and context; where TAL.co acts as a processor, retention follows the controller's instructions.
14. Security
We maintain administrative, technical, and organizational safeguards designed to protect personal information, including role-based access controls, encryption in transit, audit logging, and vendor diligence. No method of transmission or storage is completely secure, and we cannot guarantee absolute security.
15. Children's privacy
The Services are intended for working professionals and are not directed to children. We do not knowingly collect personal information from individuals under 16. If you believe a child has provided us personal information, contact [email protected].
16. Third-party links and services
The Services may link to or integrate with third-party sites and services that operate under their own privacy policies. We are not responsible for their practices, and we encourage you to review their notices.
17. Changes to this Policy
We may update this Policy from time to time. Material changes will be indicated by updating the “Last updated” date and, where appropriate, by additional notice. Your continued use of the Services after changes take effect constitutes acceptance.
18. Contact us
Privacy questions and rights requests: [email protected]. General contact: [email protected] · TAL.co, 1425 Broadway 22698, Seattle, WA 98112.
If you are in the EEA or UK and we are the controller, you may also contact our designated privacy contact at [email protected] regarding the appointment of any required representative or data protection officer.
Disclaimer
This document is a general template provided for transparency and should be reviewed and adapted by qualified legal counsel. It does not constitute legal advice.