Global Employer Portal Privacy Policy

Home / Employer Privacy

Global Employer Portal Privacy Policy

jobhiring.AI Employer Portal

Effective Date: 8 August 2026

Last Updated: 8 August 2026

1. INTRODUCTION

This Global Employer Portal Privacy Policy explains how Minds Invasion LLC, the owner and operator of jobhiring.AI, collects, receives, records, organizes, stores, verifies, accesses, analyzes, uses, shares, transfers, protects, retains, and deletes information relating to Companies, Recruitment Agencies, their authorized representatives, administrators, recruiters, employees, users, and other organizations using the jobhiring.AI Employer Portal. This Privacy Policy also explains how information relating to Applicants may be processed through the Employer Portal and the respective privacy responsibilities of Minds Invasion LLC and Employers using the Platform.

This Privacy Policy applies to the Employer-facing components of

jobhiring.AI;
ai.jobhiring.ai;
jobhiring.ai;
me.jobhiring.ai where Employer-related functionality is involved;
jobhiring.AI Employer Portal;
Company accounts;
Recruitment Agency accounts;
Employer administrative accounts;
Recruiter accounts;
Authorized organization users;
Employer mobile or web applications;
AI-powered recruitment functionality;
Applicant-management systems;
Recruitment communication services;
Employer subscription services;
Associated jobhiring.AI websites, applications, services, APIs, and technologies.

These services are collectively referred to as the “Platform,” “Employer Portal,” “Services,” “jobhiring.AI,” “we,” “us,” or “our.”

2. LEGAL ENTITY

The jobhiring.AI Employer Portal is owned and operated by

Minds Invasion LLC DB Gurudev Complex, Phase 2 Sayli Road, Silvassa, India

Privacy and Support Email

support@jobhiring.ai

Telephone

+965 66883733 For purposes of applicable privacy and data-protection laws, Minds Invasion LLC may act as a:

Data Controller;
Data Fiduciary;
Business;
Organization;
Personal Information Controller;
Data Processor;
Service Provider;
Data Intermediary;
or equivalent entity,

depending on the particular processing activity and applicable law.

3. PURPOSE OF THIS PRIVACY POLICY

The purpose of this Privacy Policy is to explain

What information we collect from Companies and Recruitment Agencies;
What information we collect about Employer representatives and authorized users;
What business verification and KYC documents we collect;
Why those documents are required;
How we verify Employers;
How Employer information is used;
What Employer information may become publicly visible;
How Employer Portal account information is protected;
How Applicant information is accessed and processed through the Employer Portal;
The privacy responsibilities of Employers;
How AI and automated recruitment technologies may process information;
How analytics, cookies, and similar technologies are used;
How information may be shared with service providers;
How information may be transferred internationally;
How long information may be retained;
What privacy rights individuals may have;
How privacy requests may be submitted.

4. GLOBAL APPLICATION

jobhiring.AI is designed for Companies and Recruitment Agencies operating locally and internationally.

Employers may use jobhiring.AI for

Local recruitment;
Overseas recruitment;
Land-based recruitment;
Sea-based recruitment where applicable;
International hiring;
Recruitment agency operations;
Manpower recruitment;
Applicant sourcing;
Applicant screening;
Interviewing;
Hiring;
Documentation;
Deployment;
Workforce recruitment management.

Our Employers and users may therefore be located in multiple jurisdictions. If applicable national, state, provincial, territorial, or regional law provides greater privacy protections than those stated in this Privacy Policy, mandatory local law will prevail to the extent legally required. Minds Invasion LLC may issue jurisdiction-specific notices or additional privacy terms where necessary.

5. WHO THIS POLICY APPLIES TO

This Privacy Policy applies to persons and organizations using or interacting with the jobhiring.AI Employer Portal, including:

Companies;
Businesses;
Recruitment Agencies;
Manpower Agencies;
Staffing Agencies;
Placement Agencies;
Overseas Recruitment Agencies;
Executive Search Firms;
HR Departments;
Government Entities where applicable;
Company owners;
Agency owners;
Presidents;
Directors;
General Managers;
HR Managers;
Recruitment Managers;
Recruiters;
Authorized representatives;
Company administrators;
Agency administrators;
Hiring managers;
Interviewers;
Finance users;
Other authorized organization users.

6. COMPANY AND RECRUITMENT AGENCY ACCOUNT TYPES

During registration, an organization may be required to identify its recruitment type, including:

Company; or
Recruitment Agency.

Different information or verification requirements may apply depending on the selected organization type. We may also identify organizations based on the type of hiring they perform, including:

Local Hiring;
Overseas Hiring;
Both Local and Overseas Hiring.

7. INFORMATION WE COLLECT DURING EMPLOYER REGISTRATION

Based on the organization type and Platform configuration, we may collect information including the following.

A. Login Information

We may collect

Business or authorized-user email address;
Mobile number;
Password;
Password confirmation;
Account verification information;
Login credentials;
Authentication records.

Passwords should be protected using appropriate cryptographic security measures and are not intended to be readable by Applicants.

8. COMPANY PROFILE INFORMATION

For organizations registering as a Company, we may collect

Company registered name;
Company license number;
Company logo;
Hiring type;
Country;
State or province;
City;
Company telephone number;
Company business address;
Company Owner’s full name;
HR Manager’s full name;
General Manager’s full name;
Authorized representative’s name;
Corporate contact details;
Verification status;
Other information necessary to establish and verify the Company account.

Depending on the organization and Platform configuration, only some of these fields may be required.

9. RECRUITMENT AGENCY PROFILE INFORMATION

For organizations registering as a Recruitment Agency, we may collect

Agency registered name;
Agency license number;
Agency logo;
Hiring type;
Country;
State or province;
City;
Agency telephone number;
Agency business address;
President’s full name;
General Manager’s full name;
Authorized representative’s name;
Agency contact information;
Verification status;
Other information necessary to establish and verify the Recruitment Agency account.

10. COMPANY OR AGENCY LOGO

Organizations may upload a Company or Recruitment Agency logo.

The logo may be displayed

On the Employer profile;
On job postings;
In Applicant dashboards;
In recruitment communications;
On Employer pages;
In jobhiring.AI search results;
In offer letters or recruitment documents;
In other Platform areas identifying the Employer.

By uploading an organization logo, the Employer confirms that it has the right to use and display the logo.

11. ORGANIZATION REPRESENTATIVES

We may collect information relating to individuals representing an Employer.

This may include

Company owner;
Agency owner;
President;
Director;
General Manager;
HR Manager;
Recruitment Manager;
Authorized representative;
Recruiter;
Hiring Manager;
Administrator;
Finance representative;
Other authorized personnel.

Information may include

Full name;
Position;
Business email;
Mobile number;
Telephone number;
Organization;
Role;
Account permissions;
Login records;
Communications;
Activity records.

Although some Employer information relates to a legal organization rather than an individual, information identifying an individual representative may constitute Personal Data.

12. BUSINESS KYC AND ORGANIZATION VERIFICATION

Minds Invasion LLC may require Companies and Recruitment Agencies to complete a business verification or Know Your Business / KYC verification process before obtaining full access to certain jobhiring.AI features.

Verification is intended to reduce

Fake Companies;
Fake Recruitment Agencies;
Fraudulent Employers;
Recruitment scams;
Illegal recruitment;
Applicant exploitation;
Identity impersonation;
Misrepresentation;
Fraudulent job advertisements;
Unauthorized recruitment activities.

13. BUSINESS VERIFICATION DOCUMENTS

Depending on the Employer’s organization type, jurisdiction, hiring activities, and applicable legal requirements, we may request documents such as:

Business License;
Trade License;
Commercial License;
Recruitment Agency License;
Manpower Recruitment License;
Overseas Recruitment License;
Company Registration Certificate;
Certificate of Incorporation;
Commercial Registration Certificate;
Government registration record;
Tax registration document;
VAT registration document;
Professional license;
Municipality license;
Employment or manpower license;
Government-issued recruitment authorization;
Authorized-signatory document;
Proof of business address;
Corporate identification document;
Other documents reasonably necessary to verify the legal existence or recruitment authority of the organization.

Not every document listed above is required from every Employer.

Verification requirements may differ depending on

Country;
Organization type;
Industry;
Recruitment type;
Local or overseas hiring;
Applicable laws;
Risk profile.

14. INFORMATION CONTAINED IN BUSINESS KYC DOCUMENTS

Business documents may contain information such as

Registered legal name;
Trading name;
Company registration number;
License number;
License type;
Registered business address;
Company status;
Incorporation date;
Expiration date;
Issuing authority;
Authorized business activities;
Owners;
Directors;
Managers;
Partners;
Shareholders where relevant;
Authorized signatories;
Government identifiers;
Signatures;
Contact details.

Some of this information may constitute Personal Data when it identifies individuals.

15. PURPOSE OF EMPLOYER KYC

Employer KYC and business verification information may be processed to

Verify that the organization legally exists;
Verify that the organization is authorized to recruit;
Verify recruitment agency licenses;
Verify business licenses;
Confirm the identity or authority of representatives;
Prevent fake Employer accounts;
Prevent fraudulent job postings;
Prevent recruitment scams;
Protect Applicants;
Protect legitimate Employers;
Reduce Platform abuse;
Detect duplicate organizations;
Investigate suspicious activity;
Support overseas recruitment compliance;
Support regulatory compliance;
Verify business legitimacy;
Maintain Platform trust and safety.

16. VERIFIED EMPLOYER STATUS

Once verification requirements have been satisfied, jobhiring.AI may assign a status such as: Verified Employer or Verified Recruitment Agency or a similar verification indicator. A verification status generally means that jobhiring.AI performed specified account or document checks.

It does not constitute

Government accreditation by jobhiring.AI;
A guarantee of financial performance;
A guarantee of future conduct;
An endorsement of every job vacancy;
A guarantee that an Employer will hire an Applicant.

Employers remain responsible for maintaining valid licenses and complying with applicable laws.

17. BUSINESS KYC DOCUMENT SECURITY

Business verification documents are not intended to be publicly available through jobhiring.AI.

Access may be restricted to

Authorized Minds Invasion LLC personnel;
Authorized compliance personnel;
Security personnel;
Approved verification providers;
Authorized systems;
Regulators or authorities where legally required.

Applicants generally do not need access to copies of an Employer’s confidential KYC documentation. jobhiring.AI may instead display verification information indicating that an Employer has undergone verification.

18. JOB POSTING INFORMATION

When Employers create job vacancies, we may process information including:

Job title;
Job description;
Job category;
Required skills;
Required qualifications;
Experience requirements;
Education requirements;
Job location;
Country;
State or province;
City;
Salary or compensation information;
Benefits;
Employment type;
Hiring type;
Number of vacancies;
Application requirements;
Job closing date;
Interview details;
Employer information;
Other vacancy information.

Certain job posting information may become publicly accessible through jobhiring.ai and may be indexed by search engines or third-party job-discovery services.

19. PUBLIC EMPLOYER INFORMATION

Certain information is intended to be publicly visible in order to identify Employers and their job vacancies.

This may include

Company or Agency name;
Company or Agency logo;
General business location;
Employer profile;
Business description;
Industry;
Public telephone number where selected;
Public website;
Active vacancies;
Verified status;
Other information designated as public.

Confidential KYC documents, passwords, internal account information, and security information are not intended for public disclosure.

20. EMPLOYER PROFILE PAGES

jobhiring.AI may create Employer profile pages containing information provided by the Employer.

These pages may help Applicants

Identify the organization;
Review Company information;
View available jobs;
Determine whether the Employer is verified;
Understand the organization’s hiring activities.

Employer profile pages may be accessible publicly and may be discoverable through internet search engines.

21. AUTHORIZED EMPLOYER USERS

An Employer may be permitted to create multiple user accounts for its organization.

These users may include

Administrators;
HR personnel;
Recruiters;
Hiring managers;
Interviewers;
Finance personnel;
Department heads;
Management;
Other authorized employees.

Minds Invasion LLC may process information relating to each user, including:

Name;
Email;
Telephone number;
Position;
Department;
Role;
Account permissions;
Login history;
Platform activity;
Security events.

22. ROLES AND PERMISSIONS

The Employer is responsible for assigning appropriate account roles and permissions. Employers should provide Applicant access only to individuals who legitimately require such access for recruitment or related authorized purposes.

Account permissions may determine whether a user can

View Applicants;
View CVs;
View Applicant contact details;
Download CVs;
Conduct AI analysis;
Schedule interviews;
View interview information;
Issue offers;
Access documents;
Create job posts;
Manage subscriptions;
Manage organization settings.

Employers are responsible for periodically reviewing and removing unnecessary user access.

23. APPLICANT INFORMATION PROCESSED THROUGH THE EMPLOYER PORTAL

The Employer Portal may allow authorized Employer users to access Applicant information. Depending on Platform functionality, recruitment stage, Applicant choices, and Employer permissions, information may include:

Applicant name;
Applicant photograph;
Email address;
Telephone number;
Country;
State or province;
City;
Nationality where lawfully relevant;
Employment status;
Availability;
Notice period;
Current or expected salary where lawful;
CV;
Resume Builder profile;
Employment history;
Education;
Skills;
Certifications;
Languages;
Application history;
Job application;
Screening responses;
AI CV analysis;
Applicant score;
Interview schedule;
Interview responses;
Interview assessments;
Recruitment status;
Offer information;
Documents;
Deployment information where applicable.

24. EMPLOYER ACCESS TO APPLICANT CONTACT INFORMATION

jobhiring.AI may provide different levels of Applicant information access.

For example, CV functionality may permit access

Without Applicant Contact Information; or
With Applicant Contact Information.

Access may depend on

Applicant authorization;
Recruitment stage;
Employer account permissions;
Subscription plan;
Platform rules;
Applicable privacy law;
Legitimate recruitment purpose.

Employers must not attempt to circumvent restrictions designed to protect Applicant information.

25. EMPLOYERS AS DATA CONTROLLERS

When an Employer decides

Which Applicants to recruit;
Which information to request;
Why Applicant information is processed;
Which employees can access it;
Which Applicants to interview;
Which Applicants to hire;
How long to retain information independently;
Whether information is transferred to another organization,

the Employer may act as an independent Data Controller, Data Fiduciary, Business, Organization, Personal Information Controller, or equivalent entity under applicable law. The Employer is responsible for its own compliance with applicable privacy, employment, recruitment, discrimination, immigration, and labor laws.

26. MINDS INVASION LLC AS PLATFORM PROVIDER OR PROCESSOR

Where Minds Invasion LLC processes Applicant information according to the instructions of an Employer through the Employer Portal, Minds Invasion LLC may act as:

Data Processor;
Service Provider;
Technology Provider;
Data Intermediary;
or another equivalent role.

The specific relationship may depend on the nature of the processing and applicable law. Certain activities—such as Platform security, account management, fraud prevention, analytics, legal compliance, and operation of jobhiring.AI—may be performed by Minds Invasion LLC as an independent controller or equivalent entity.

27. EMPLOYER RESPONSIBILITIES FOR APPLICANT INFORMATION

Employers using jobhiring.AI must process Applicant information responsibly.

Employers should

Use Applicant information only for legitimate recruitment or employment purposes;
Access only information reasonably necessary for recruitment;
Protect Applicant confidentiality;
Restrict Applicant access to authorized personnel;
Comply with applicable privacy laws;
Comply with employment and anti-discrimination laws;
Maintain appropriate information security;
Avoid unauthorized disclosure;
Avoid selling Applicant information;
Avoid using Applicant data for unrelated marketing without a lawful basis;
Avoid downloading CVs without legitimate recruitment need;
Respect applicable Applicant privacy rights;
Securely dispose of Applicant information when no longer necessary;
Notify jobhiring.AI where Platform security may have been compromised.

28. PROHIBITED USE OF APPLICANT INFORMATION

Employers must not use jobhiring.AI Applicant information for unlawful purposes.

Prohibited activity may include

Identity theft;
Harassment;
Discrimination prohibited by law;
Unauthorized advertising;
Unrelated marketing;
Selling Applicant databases;
Data brokerage;
Spam;
Financial fraud;
Recruitment scams;
Unauthorized surveillance;
Credential theft;
Illegal recruitment;
Other unlawful activity.

Violation may result in suspension or termination of Employer access.

29. EMPLOYER-UPLOADED APPLICANT CVS

Employers and Recruitment Agencies may have Applicant CVs that they obtained independently from jobhiring.AI. Where permitted, an Employer may upload CVs to jobhiring.AI for recruitment-related purposes. The Employer represents that it has an appropriate legal basis or authorization to provide such information to the Platform. Employers should not upload CVs obtained illegally, deceptively, or in violation of privacy obligations.

30. BULK CV PROCESSING AND AI ANALYSIS

Where available, Employers may upload multiple Applicant CVs for AI-assisted processing.

The Platform may

Parse CVs;
Extract information;
Identify skills;
Identify employment experience;
Identify qualifications;
Compare CVs with jobs;
Produce candidate-job matching information;
Generate AI recommendations;
Rank or organize candidates;
Identify relevant qualifications.

Employers remain responsible for reviewing AI-generated information before making significant recruitment decisions.

31. ARTIFICIAL INTELLIGENCE

The Employer Portal may use artificial intelligence and automated technologies for functions including:

CV parsing;
CV analysis;
Candidate matching;
Candidate ranking;
Skills analysis;
Job description generation;
Interview question generation;
Interview assistance;
Interview summarization;
VoiceAI screening;
Applicant recommendations;
Recruitment analytics;
Fraud detection;
Duplicate-account detection;
Resume analysis;
Recruitment workflow automation.

AI processing may involve information relating to both Employers and Applicants.

32. AUTOMATED RECRUITMENT AND HUMAN OVERSIGHT

AI-generated results are intended to support recruitment processes. AI-generated scores, rankings, recommendations, summaries, or predictions should not automatically be treated as a guarantee that an Applicant is suitable or unsuitable for employment. Employers should use appropriate human oversight when making significant hiring decisions. Where applicable law provides safeguards or rights relating to automated recruitment decisions, Employers and Minds Invasion LLC must comply with the requirements applicable to their respective processing activities.

These may include

Transparency;
Human review;
Applicant explanation;
Contesting a decision;
Correcting inaccurate data;
Assessing bias;
Data protection impact assessments;
Additional notices.

33. PROTECTED CHARACTERISTICS AND AI

Employers must not intentionally configure or use jobhiring.AI to unlawfully discriminate based on protected characteristics.

Depending on jurisdiction, these may include

Race;
Ethnicity;
Religion;
Gender;
Disability;
Age;
Nationality;
Family status;
Pregnancy;
Health;
Other legally protected characteristics.

Certain characteristics may be relevant to lawful requirements such as work authorization, immigration, visa requirements, or overseas deployment. Employers remain responsible for determining when consideration of such information is lawful.

34. INTERVIEW INFORMATION

The Employer Portal may allow Employers to schedule or conduct

Video interviews;
In-person interviews;
Telephone interviews;
VoiceAI interviews;
Screening interviews;
Assessments.

We may process

Interview dates;
Interview times;
Applicant acknowledgements;
Interview links;
Meeting locations;
Interview notes;
Interview evaluations;
Assessment results;
Recruitment decisions.

35. RECORDING AND TRANSCRIPTION

Where available, certain calls, interviews, or recruitment interactions may be recorded, transcribed, summarized, or analyzed. Where applicable law requires notice or consent, Employers are responsible for ensuring that appropriate notices or permissions are obtained in cooperation with the Platform’s applicable consent mechanisms. Employers should not secretly record Applicants where doing so is unlawful.

36. OFFER LETTERS AND ELECTRONIC DOCUMENTS

The Employer Portal may allow Employers to create and issue

Offer letters;
Employment offers;
Recruitment documents;
Employment documents;
Deployment documents;
Other hiring-related documents.

Information processed may include

Applicant name;
Employer name;
Position;
Salary;
Benefits;
Work location;
Start date;
Employment terms;
Acceptance status;
Electronic signatures;
Document versions;
Date and time;
Audit records.

Employers remain responsible for ensuring that employment documents comply with applicable labor and employment laws.

37. COMMUNICATION INFORMATION

Minds Invasion LLC may process communications involving Employer users through:

Email;
SMS;
WhatsApp;
Telephone calls;
VoiceAI communications;
Platform notifications;
In-app messages;
Support requests;
Video conferencing;
Other communication channels.

Communications may be processed to

Operate recruitment workflows;
Deliver notifications;
Provide customer support;
Resolve disputes;
Prevent abuse;
Maintain audit records;
Improve Services.

38. SUBSCRIPTION AND BILLING INFORMATION

Where Employer services require payment, we may process information including:

Subscription plan;
Billing status;
Subscription dates;
Transaction history;
Invoice information;
Company billing details;
Payment status;
Currency;
Tax or VAT-related information where necessary;
Promotional or discount information.

Payment card or bank information may be processed directly by an authorized payment service provider rather than stored directly by jobhiring.AI.

39. CUSTOMER SUPPORT INFORMATION

When an Employer contacts jobhiring.AI support, we may collect

Name;
Organization;
Email;
Telephone number;
Support request;
Screenshots;
Technical information;
Communication history;
Account information;
Other information voluntarily provided to resolve the matter.

40. INFORMATION COLLECTED AUTOMATICALLY

When Employer users access the Platform, certain technical information may be collected automatically.

This may include

IP address or IP-derived information;
Browser;
Device type;
Operating system;
Device identifiers;
Approximate geographic information;
Language;
Login time;
Session duration;
Pages visited;
Features used;
Clicks or interactions;
Error logs;
Security logs;
Authentication activity;
Cookie identifiers;
Analytics identifiers.

41. GOOGLE ANALYTICS

jobhiring.AI may use Google Analytics, including Google Analytics 4 where applicable, to understand Employer Portal and website usage.

Analytics may include

Visitors;
Sessions;
Page views;
Screens viewed;
Feature interactions;
Approximate location;
Device type;
Browser;
Operating system;
Referral source;
Traffic source;
Usage events;
Technical information.

Where applicable law requires consent for analytics storage or similar technologies, appropriate consent mechanisms will be used.

42. COOKIES AND SIMILAR TECHNOLOGIES

jobhiring.AI may use

Cookies;
Local storage;
SDKs;
Pixels;
Tags;
Device identifiers;
Similar technologies.

These may be used for

Strictly Necessary Purposes Including authentication, security, session management, fraud prevention, and essential Portal functionality. Functional Purposes Including language and user preferences. Analytics Purposes Including measuring Portal performance and usage. Marketing Purposes Where enabled and legally permitted. Where required, users will be provided with appropriate cookie choices.

43. PURPOSES FOR PROCESSING EMPLOYER INFORMATION

Minds Invasion LLC may process Employer information to

Create Employer accounts;
Create Recruitment Agency accounts;
Authenticate Employer users;
Verify organizations;
Verify business licenses;
Verify recruitment licenses;
Prevent fraudulent Employers;
Prevent recruitment scams;
Protect Applicants;
Create Employer profiles;
Publish Employer information;
Publish job vacancies;
Manage applications;
Facilitate Applicant sourcing;
Provide AI recruitment functionality;
Facilitate Applicant screening;
Facilitate interviews;
Support Applicant communications;
Create offer letters;
Facilitate electronic signatures;
Support documentation;
Support overseas recruitment processes;
Manage Employer users;
Manage roles and permissions;
Manage subscriptions;
Process billing;
Provide invoices;
Provide technical support;
Provide customer support;
Prevent abuse;
Detect suspicious activity;
Maintain Platform security;
Improve Services;
Conduct analytics;
Develop new functionality;
Enforce agreements;
Resolve disputes;
Comply with applicable law;
Establish or defend legal claims;
Respond to lawful government requests.

44. LEGAL BASES FOR PROCESSING

Depending on the jurisdiction and processing activity, Minds Invasion LLC may rely upon:

Contractual necessity;
Steps taken before entering into a contract;
Consent;
Legitimate interests;
Compliance with legal obligations;
Prevention of fraud;
Cybersecurity;
Establishment or defense of legal claims;
Other lawful grounds available under applicable law.

Where consent is required, an appropriate consent mechanism will be provided.

45. LEGITIMATE INTERESTS

Where legally available, legitimate interests may include

Operating jobhiring.AI;
Maintaining Employer accounts;
Verifying organizations;
Protecting Applicants;
Preventing fake Employers;
Preventing fraud;
Maintaining Platform security;
Improving Services;
Supporting recruitment;
Maintaining accurate business records;
Enforcing Platform terms.

Where required, we consider the impact of processing on the privacy rights of affected individuals.

46. INFORMATION SHARED WITH APPLICANTS

When Employers publish vacancies or interact with Applicants, certain Employer information may be shown to Applicants.

This may include

Organization name;
Logo;
Employer description;
Industry;
Location;
Job vacancy;
Hiring type;
Verification status;
Contact or interview information where appropriate;
Employer representative information where necessary for recruitment.

Sensitive business KYC documents are not ordinarily displayed to Applicants.

47. SERVICE PROVIDERS

Minds Invasion LLC may engage service providers supporting

Cloud infrastructure;
Data hosting;
Databases;
Cybersecurity;
Artificial intelligence;
Analytics;
Identity and business verification;
Email;
Telecommunications;
SMS;
WhatsApp;
Voice calling;
Video conferencing;
Payment processing;
Electronic signatures;
Customer support;
Document processing;
Fraud detection;
System monitoring.

Such providers may process information only for authorized purposes subject to applicable contractual and legal safeguards.

48. PROFESSIONAL ADVISERS

We may disclose information where reasonably necessary to

Lawyers;
Accountants;
Auditors;
Insurers;
Consultants;
Other professional advisers.

Such disclosures may occur for legal compliance, audits, disputes, transactions, or business operations.

49. CORPORATE TRANSACTIONS

Information may be disclosed or transferred in connection with

Investment;
Financing;
Merger;
Acquisition;
Sale;
Corporate restructuring;
Asset transfer;
Reorganization;
Insolvency or similar transaction.

Appropriate confidentiality and privacy safeguards will be applied where required.

50. GOVERNMENT AND REGULATORY DISCLOSURES

Information may be disclosed where reasonably necessary to comply with

Court orders;
Subpoenas;
Regulatory investigations;
Government requests;
Law-enforcement requests;
Licensing authorities;
Recruitment authorities;
Immigration authorities;
Labor authorities;
Other legally enforceable obligations.

Where permitted and appropriate, Minds Invasion LLC may assess whether such requests are legally valid and appropriately scoped.

51. FRAUD PREVENTION

Employer information may be processed to detect

Fake business licenses;
Fake recruitment licenses;
Stolen organization identities;
Fake job postings;
Recruitment scams;
Unauthorized accounts;
Account takeover;
Duplicate Employer accounts;
Suspicious login activity;
Fraudulent documents;
Applicant exploitation;
Other abuse.

Accounts may be restricted or suspended while verification or investigation occurs.

52. ACCOUNT SUSPENSION OR TERMINATION

Minds Invasion LLC may restrict, suspend, or terminate Employer access where reasonably necessary to protect:

Applicants;
Other Employers;
Platform security;
Legal compliance;
Minds Invasion LLC;
The integrity of jobhiring.AI.

Grounds may include

Fraud;
Fake documents;
Expired or invalid licenses;
Illegal recruitment;
Applicant abuse;
Unauthorized use of Applicant information;
Serious privacy violations;
Security threats;
Breach of Platform Terms.

53. SELLING PERSONAL INFORMATION

Minds Invasion LLC does not intend to sell Employer KYC documents, account credentials, confidential business records, or Applicant CV databases to data brokers. Certain privacy laws define terms such as “sale,” “sharing,” or “targeted advertising” more broadly. Where jobhiring.AI engages in processing legally classified as sale, sharing, or targeted advertising, affected individuals will be provided with applicable privacy choices.

54. DIRECT MARKETING

We may send Employer representatives information concerning

Platform updates;
New recruitment features;
Subscription plans;
Promotional offers;
Product announcements;
Employer services;
Relevant jobhiring.AI products.

Optional marketing communications may be unsubscribed from where applicable. Operational communications relating to account security, billing, KYC, subscriptions, applicants, or Platform administration may continue where necessary.

55. INTERNATIONAL DATA TRANSFERS

jobhiring.AI serves Employers and Applicants internationally. Personal information may therefore be processed in India and other countries in which Minds Invasion LLC, Employers, Applicants, or service providers operate. Where applicable law regulates international data transfers, Minds Invasion LLC will implement legally appropriate transfer safeguards where required.

These may include

Adequacy decisions;
Standard Contractual Clauses;
European Commission Standard Contractual Clauses;
UK international transfer mechanisms;
Contractual safeguards;
Certification mechanisms;
Other recognized transfer instruments;
Legally valid consent where appropriate.

Where legally applicable data-localization requirements exist, reasonable measures will be taken to comply with them.

56. EMPLOYER INTERNATIONAL TRANSFERS OF APPLICANT DATA

Employers conducting international or overseas recruitment may transfer Applicant information between countries. For example, a Recruitment Agency may process Applicant information in one country while an Employer hiring the Applicant is located in another country. Employers are independently responsible for determining whether their international transfer of Applicant information is lawful and whether applicable transfer safeguards are required. Using jobhiring.AI does not eliminate an Employer’s obligations under applicable international data-transfer laws.

57. DATA STORAGE

Employer information may be maintained through cloud infrastructure and authorized information systems.

Data may be replicated for

Availability;
Backup;
Cybersecurity;
Disaster recovery;
Business continuity;
System reliability.

The specific storage location may depend on Platform infrastructure, service providers, Employer location, Applicant location, and applicable legal requirements.

58. INFORMATION SECURITY

Minds Invasion LLC uses reasonable technical, organizational, and administrative measures designed to protect information from:

Unauthorized access;
Loss;
Destruction;
Alteration;
Disclosure;
Misuse;
Cyberattack.

Security measures may include

Encryption where appropriate;
Secure network connections;
Password hashing;
Authentication;
Role-based access controls;
Administrative permissions;
Security logs;
Monitoring;
Backup;
Database protection;
Network controls;
Vulnerability management;
Fraud monitoring;
Access restrictions.

No electronic system can guarantee absolute security.

59. EMPLOYER SECURITY OBLIGATIONS

Employers should maintain appropriate security practices.

Employer users must

Protect login credentials;
Use strong passwords;
Avoid sharing accounts;
Remove former employees promptly;
Review roles and permissions;
Prevent unauthorized CV downloads;
Secure exported Applicant information;
Secure Employer devices;
Report suspected breaches;
Avoid storing Applicant information on unsecured systems.

The Employer is responsible for activity conducted through its authorized accounts unless otherwise required by law.

60. SECURITY INCIDENTS

If an Employer suspects that its jobhiring.AI account has been compromised or Applicant information exposed, the Employer should immediately contact: support@jobhiring.ai Minds Invasion LLC may investigate the incident and take reasonable steps to:

Secure the account;
Reset credentials;
Restrict access;
Investigate logs;
Mitigate risks;
Comply with applicable breach-notification requirements.

61. PERSONAL DATA BREACHES

Where Minds Invasion LLC becomes aware of a personal-data breach, we will take reasonable measures to:

Investigate;
Contain;
Mitigate;
Remediate;
Document the incident.

Affected individuals, Employers, or regulatory authorities will be notified where and within the timeframe required by applicable law.

62. DATA RETENTION

Minds Invasion LLC retains information only for as long as reasonably necessary for legitimate purposes or as required or permitted by law.

Retention may depend on

Account status;
Subscription status;
Legal requirements;
Recruitment requirements;
Fraud-prevention needs;
Security requirements;
Audit requirements;
Tax requirements;
Accounting requirements;
Disputes;
Investigations;
Litigation;
Licensing obligations.

63. EMPLOYER ACCOUNT RETENTION

Employer account information may generally be maintained while the account is active and for an appropriate period after closure for:

Re-activation;
Fraud prevention;
Audit;
Legal compliance;
Dispute resolution;
Security;
Financial records.

64. BUSINESS KYC DOCUMENT RETENTION

Business KYC documents should be retained only as long as reasonably necessary for:

Verification;
Re-verification;
Fraud prevention;
Platform security;
Regulatory compliance;
Licensing verification;
Dispute resolution;
Legal claims.

Where appropriate, Minds Invasion LLC may retain a verification record or status after the original KYC document is no longer required.

65. APPLICANT DATA RETENTION

Applicant information managed within an Employer account may be retained based on:

Applicant account status;
Application status;
Employer recruitment needs;
Platform functionality;
Legal obligations.

Employers that download or independently export Applicant information become responsible for determining appropriate retention periods for their independent copy.

66. ACCOUNT CLOSURE

Employers may request account closure subject to

Outstanding payments;
Active recruitment matters;
Legal obligations;
Security investigations;
Fraud investigations;
Applicable retention requirements.

Account closure does not necessarily result in immediate deletion of every record. Certain information may be retained where legally necessary or legitimately required.

67. BUSINESS INFORMATION VERSUS PERSONAL INFORMATION

Privacy laws generally protect information relating to identifiable individuals. Information solely relating to a legal entity may not constitute Personal Data in some jurisdictions.

However, Employer records may contain Personal Data relating to

Owners;
Directors;
Managers;
Authorized representatives;
Recruiters;
Employees;
Applicants.

This Privacy Policy applies to such Personal Data where applicable.

68. PRIVACY RIGHTS OF EMPLOYER REPRESENTATIVES

Depending on applicable law, Employer representatives may have rights including:

Access;
Correction;
Completion;
Deletion;
Restriction;
Objection;
Data portability;
Withdrawal of consent;
Marketing opt-out;
Rights concerning profiling;
Rights concerning certain automated decisions;
Complaint rights.

These rights may be subject to applicable exceptions.

69. PRIVACY REQUESTS

Privacy requests may be submitted to

support@jobhiring.ai

or

+965 66883733

Written requests may be addressed to

Minds Invasion LLC Privacy & Data Protection – jobhiring.AI DB Gurudev Complex, Phase 2 Sayli Road, Silvassa, India We may request information reasonably necessary to verify the identity and authority of the requester.

70. INDIA PRIVACY REQUIREMENTS

Because Minds Invasion LLC operates from India, relevant processing may be subject to the Digital Personal Data Protection Act, 2023, applicable Digital Personal Data Protection Rules, and other applicable Indian requirements as they apply.

Eligible individuals may have rights concerning

Information regarding processing;
Correction;
Completion;
Updating;
Erasure;
Grievance redressal;
Nomination;
Withdrawal of consent;
Other rights provided by applicable Indian law.

71. EUROPEAN ECONOMIC AREA

Where the GDPR applies, relevant individuals may have rights including

Information;
Access;
Rectification;
Erasure;
Restriction;
Portability;
Objection;
Withdrawal of consent;
Rights concerning certain automated processing;
Complaint to a supervisory authority.

Where applicable, international transfers will use appropriate transfer safeguards. Where Minds Invasion LLC is legally required to appoint an EEA representative or Data Protection Officer, the relevant information will be made available.

72. UNITED KINGDOM

Where UK data-protection requirements apply, affected individuals may have rights relating to:

Access;
Correction;
Erasure;
Restriction;
Portability;
Objection;
Direct marketing;
Automated processing;
Human intervention where applicable;
Withdrawal of consent.

Appropriate safeguards will be provided for qualifying automated decisions as required under applicable UK law.

73. UNITED STATES

Residents of certain U.S. states may have applicable rights concerning

Access;
Correction;
Deletion;
Portability;
Targeted advertising;
Sale or sharing;
Profiling;
Sensitive information;
Appeals.

Rights depend on applicable state law and statutory thresholds.

74. CALIFORNIA

Where applicable California privacy law applies, eligible individuals may have rights to:

Know what Personal Information is collected;
Access information;
Correct information;
Delete eligible information;
Know categories of recipients;
Opt out of applicable sale or sharing;
Limit certain uses of sensitive information where applicable;
Exercise rights without unlawful discrimination.

Where legally required, applicable Global Privacy Control signals and privacy-choice mechanisms will be recognized.

75. CANADA

Where Canadian privacy laws apply, Minds Invasion LLC will seek to comply with applicable requirements concerning:

Accountability;
Appropriate purposes;
Consent;
Limiting collection;
Limiting use;
Retention;
Accuracy;
Security;
Transparency;
Access;
Correction.

76. AUSTRALIA

Where Australian privacy law applies, appropriate requirements concerning collection, use, disclosure, security, cross-border processing, access, and correction will apply.

77. SINGAPORE

Where Singapore’s Personal Data Protection Act applies, relevant processing may be subject to requirements concerning:

Notification;
Consent;
Purpose limitation;
Security;
Accuracy;
Retention;
International transfers;
Access;
Correction;
Accountability.

78. PHILIPPINES

Where the Philippines Data Privacy Act applies, eligible individuals may have rights concerning:

Information;
Access;
Objection;
Correction;
Erasure or blocking;
Data portability;
Complaints;
Other applicable remedies.

Recruitment Agencies using Applicant information relating to individuals in the Philippines remain responsible for their own compliance obligations.

79. BRAZIL

Where Brazil’s LGPD applies, eligible individuals may have rights concerning:

Confirmation of processing;
Access;
Correction;
Anonymization;
Blocking;
Deletion;
Portability;
Information about sharing;
Withdrawal of consent;
Certain automated processing.

80. GCC AND MIDDLE EAST

Employers or representatives located in Kuwait, Saudi Arabia, United Arab Emirates, Bahrain, Qatar, Oman, and other Middle Eastern jurisdictions may be subject to national privacy, employment, recruitment, cybersecurity, telecommunications, or data-protection requirements. Applicable country-specific requirements will prevail where mandatory.

81. OTHER JURISDICTIONS

Individuals located in countries not specifically mentioned remain entitled to mandatory rights provided under applicable local privacy laws. Where local requirements provide greater protections, those requirements will prevail.

82. THIRD-PARTY SERVICES

Third-party services may independently process information under their own privacy policies. Minds Invasion LLC is not responsible for processing conducted independently by third parties outside our control.

83. ACCURACY OF EMPLOYER INFORMATION

Employers are responsible for ensuring that their information is accurate and current.

This includes maintaining

Correct registered Company name;
Correct Recruitment Agency name;
Valid business license;
Valid recruitment license;
Correct license numbers;
Current address;
Current contact details;
Current authorized representatives.

Employers should promptly update information when circumstances change.

84. EXPIRATION OR REVOCATION OF BUSINESS LICENSES

Employers must notify jobhiring.AI where a material business or recruitment license used for verification:

Expires;
Is suspended;
Is revoked;
Is cancelled;
Becomes invalid.

Minds Invasion LLC may require periodic re-verification. Employer access may be limited where required verification documentation is no longer valid.

85. ANONYMIZED AND AGGREGATED INFORMATION

Minds Invasion LLC may create anonymized, de-identified, or aggregated information relating to Employer Portal usage.

Such information may be used for

Recruitment market statistics;
Platform analytics;
Product development;
Business intelligence;
Security;
Service improvement;
Workforce analytics;
Research.

Where information is effectively anonymized under applicable law, it may no longer constitute Personal Data.

86. PRIVACY BY DESIGN

Minds Invasion LLC seeks to incorporate privacy and security considerations into the Employer Portal.

Measures may include

Employer verification;
Role-based permissions;
Applicant contact-information restrictions;
CV downloads without contact information;
Restricted KYC access;
Account authentication;
Security logging;
Access controls;
Applicant consent mechanisms;
Data retention controls.

87. EMPLOYER PRIVACY CENTER

jobhiring.AI may provide Employer users with privacy or account controls allowing them to:

Review organization data;
Correct Company information;
Update representatives;
Update KYC documents;
Manage authorized users;
Remove user access;
Manage cookie settings;
Manage marketing preferences;
Submit privacy requests;
Request account closure;
Contact the Privacy Team.

88. CHANGES TO THIS PRIVACY POLICY

Minds Invasion LLC may update this Employer Portal Privacy Policy periodically.

Changes may result from

Platform updates;
New Employer features;
AI functionality;
Changes to KYC procedures;
New recruitment services;
Security improvements;
Legal developments;
Regulatory requirements.

The current version will identify the applicable Last Updated date.

Material changes may be communicated through

Employer dashboard;
Email;
Platform notification;
Website notice;
Other appropriate means.

Where specific consent is legally required for new processing, merely updating this Privacy Policy will not replace that consent.

89. LANGUAGE AND TRANSLATIONS

This Privacy Policy may be translated into other languages. Translations are provided to improve accessibility. Where legally permitted, the English version may serve as the primary interpretation. Where local law requires a privacy notice in another language, Minds Invasion LLC will comply with applicable requirements.

90. PRIVACY QUESTIONS, GRIEVANCES AND COMPLAINTS

Privacy questions or complaints may be directed to

Minds Invasion LLC Privacy & Data Protection – jobhiring.AI DB Gurudev Complex, Phase 2 Sayli Road, Silvassa, India

Email

support@jobhiring.ai

Telephone

+965 66883733 Please provide sufficient information for us to identify and investigate the matter. Affected individuals may also have the right to lodge a complaint with an applicable data-protection authority.

91. EMPLOYER PRIVACY COMMITMENT

Minds Invasion LLC developed jobhiring.AI to provide Companies, Recruitment Agencies, and Applicants with a secure and transparent recruitment environment. To protect the integrity of the recruitment ecosystem, jobhiring.AI may verify organizations and require legitimate business or recruitment documentation before granting access to sensitive recruitment functionality.

Our objectives include

Preventing fake Employer accounts;
Preventing recruitment scams;
Protecting Applicants;
Protecting legitimate Employers;
Verifying Companies;
Verifying Recruitment Agencies;
Protecting Applicant information;
Securing Employer KYC information;
Restricting unauthorized access;
Providing transparent privacy practices;
Supporting legitimate recruitment;
Respecting applicable privacy rights.

At the same time, Companies and Recruitment Agencies using jobhiring.AI have their own responsibility to respect the privacy of Applicants whose information they access through the Platform. Access to Applicant information through jobhiring.AI does not grant unrestricted ownership of that information. Applicant information must be processed only for legitimate and lawful recruitment, hiring, employment, compliance, deployment, or related authorized purposes.

92. CONTACT INFORMATION

Legal Entity

Minds Invasion LLC

Platform

jobhiring.AI

Service

jobhiring.AI Employer Portal

Business Address

DB Gurudev Complex, Phase 2 Sayli Road, Silvassa, India

Privacy & Support Email

support@jobhiring.ai

Telephone

+965 66883733

Effective Date

8 August 2026

Last Updated

8 August 2026

Register an Account

Register an Account