Global Privacy Policy

jobhiring.AI / me.jobhiring.ai

Effective Date: 8 August 2026

Last Updated: 8 August 2026

1. INTRODUCTION

Welcome to jobhiring.AI. This Privacy Policy explains how Minds Invasion LLC, the owner and operator of jobhiring.AI, collects, uses, processes, stores, analyzes, verifies, transfers, discloses, protects, retains, and deletes personal information when individuals use our websites, applications, job-listing services, Applicant Portal, recruitment services, artificial intelligence features, and related technologies.

This Privacy Policy applies to

• jobhiring.ai
• me.jobhiring.ai
• jobhiring.AI Applicant Portal
• jobhiring.AI job-listing services
• Associated jobhiring.AI subdomains
• Web applications
• Mobile applications, where available
• Applicant-facing recruitment tools
• AI-powered recruitment features
• Applicant communication and interview services
• Related services owned or operated by Minds Invasion LLC

Collectively, these are referred to in this Privacy Policy as the “Platform,” “Services,” “jobhiring.AI,” “me.jobhiring.ai,” “we,” “us,” or “our.”

2. LEGAL ENTITY AND CONTACT INFORMATION

jobhiring.AI and me.jobhiring.ai are 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 the:

• Data Controller;
• Data Fiduciary;
• Business;
• Organization;
• Personal Information Controller;
• Data Handler;
• or equivalent entity

where Minds Invasion LLC determines the purposes and means by which personal information is processed. In certain circumstances, particularly where an Employer, Company, Recruitment Agency, Manpower Agency, Staffing Agency, Government Entity, or other hiring organization independently determines how Applicant information is used, that organization may act as an independent Data Controller or equivalent entity. Minds Invasion LLC may also act as a Data Processor, Service Provider, technology provider, or equivalent entity when processing information on behalf of an Employer or other organization.

3. GLOBAL APPLICATION OF THIS PRIVACY POLICY

jobhiring.AI is designed to serve Applicants and Employers internationally. This Privacy Policy therefore establishes a global privacy framework for our Platform. Our users may be located in India, Kuwait, the Gulf Cooperation Council countries, the European Economic Area, United Kingdom, United States, Canada, Australia, the Philippines, Singapore, South Korea, Hong Kong, Latin America, Africa, the Middle East, or other jurisdictions. Privacy, employment, recruitment, immigration, cybersecurity, telecommunications, and data-protection laws vary between jurisdictions. If the law applicable to an Applicant provides greater privacy rights or protections than those described in this Privacy Policy, the applicable mandatory local law will prevail to the extent required. We may also provide country, state, province, or region-specific privacy notices or supplements where required.

4. SCOPE OF THIS PRIVACY POLICY

This Privacy Policy principally applies to individuals who

• Create a jobhiring.AI Applicant account;
• Search or browse job vacancies;
• Save job vacancies;
• Apply for employment;
• Upload a CV or resume;
• Create a CV through our Resume Builder;
• Create or maintain an Applicant profile;
• Complete identity or KYC verification;
• Participate in AI CV analysis;
• Participate in Applicant screening;
• Participate in interviews or assessments;
• Receive interview schedules;
• Communicate with Employers;
• Participate in AI-assisted or VoiceAI interviews;
• Receive employment offers;
• Accept or reject employment offers;
• Electronically sign offer letters or other documents;
• Submit employment or deployment documentation;
• Subscribe to Applicant services;
• Contact customer support;
• Use jobhiring.AI applications, websites, or related services.

This Policy may also apply where an Employer or Recruitment Agency lawfully uploads or provides an Applicant’s CV or contact information to the Platform for legitimate recruitment purposes.

5. DEFINITIONS

For purposes of this Privacy Policy

“Applicant” means a job seeker, candidate, worker, prospective employee, contractor, or individual using jobhiring.AI for employment-related purposes. “Employer” means a company, recruitment agency, manpower agency, staffing agency, government organization, business, representative, recruiter, or other organization using jobhiring.AI to recruit or manage Applicants. “Personal Information” or “Personal Data” means information relating to an identified or identifiable individual. “Sensitive Personal Information” means information considered sensitive, special-category, confidential, or specially protected under applicable law. “KYC” means identity or account verification procedures used to verify that an Applicant is a genuine individual and to reduce fraudulent or fake accounts. “Processing” includes collecting, recording, organizing, storing, accessing, analyzing, modifying, sharing, transferring, using, deleting, or otherwise handling personal information.

6. PERSONAL INFORMATION WE COLLECT

The information we collect depends on the Services you use, the information you choose to provide, the Employer with whom you interact, and applicable legal requirements. We may collect the following categories of information.

A. Identity Information

This may include

• Full name;
• First name;
• Middle name;
• Last name;
• Date of birth where required or provided;
• Age where appropriate;
• Gender where permitted by applicable law;
• Nationality;
• Citizenship;
• Profile photograph;
• CV photograph;
• Government-issued identification information;
• Identity verification status.

B. Contact Information

This may include

• Email address;
• Mobile telephone number;
• Country;
• State;
• Province;
• Region;
• City;
• Residential or contact address where required;
• Other contact details.

C. Account Information

This may include

• Applicant account identifier;
• Username;
• Login information;
• Encrypted or hashed passwords;
• Account registration date;
• Authentication information;
• Account verification status;
• Login history;
• Security information;
• Account preferences.

Passwords should be stored using appropriate cryptographic security measures and should not be available to Employers.

D. Employment Information

This may include

• Position applied for;
• Preferred job titles;
• Current employment status;
• Previous employment;
• Current employer;
• Previous employers;
• Employment dates;
• Responsibilities;
• Professional experience;
• Years of experience;
• Industry experience;
• Career history;
• Current job title;
• Availability;
• Readiness to join;
• Notice period;
• Preferred employment type;
• Local or overseas employment preferences.

E. Salary and Compensation Information

Where legally permitted, we may collect

• Salary currency;
• Current salary;
• Expected salary;
• Desired compensation;
• Salary expectations;
• Compensation preferences.

Certain jurisdictions restrict Employers or recruitment platforms from requesting salary-history information. Where required by applicable law, jobhiring.AI may disable, limit, hide, or make optional certain salary-related fields.

F. Educational Information

This may include

• Schools;
• Colleges;
• Universities;
• Educational institutions;
• Degrees;
• Diplomas;
• Qualifications;
• Courses;
• Graduation dates;
• Academic achievements;
• Certifications;
• Training programs.

G. Skills and Professional Qualifications

This may include

• Professional skills;
• Technical skills;
• Languages;
• Certifications;
• Professional licenses;
• Software skills;
• Industry experience;
• Training;
• Portfolio information;
• Professional achievements.

7. CV AND RESUME INFORMATION

Applicants may upload an existing CV or resume or create one through the jobhiring.AI Resume Builder.

A CV may contain

• Name;
• Contact details;
• Photograph;
• Professional summary;
• Career objective;
• Work history;
• Employment dates;
• Employers;
• Job titles;
• Responsibilities;
• Accomplishments;
• Educational history;
• Skills;
• Qualifications;
• Certifications;
• Languages;
• Professional licenses;
• References;
• Portfolio links;
• Salary-related information;
• Other employment-related information.

Applicants should avoid voluntarily including information that is not necessary for recruitment. Unless legitimately required for employment, Applicants should generally avoid placing highly sensitive information such as banking passwords, complete financial information, unrelated medical records, or other unnecessary sensitive data in their CV.

8. RESUME BUILDER INFORMATION

When an Applicant creates a CV through the jobhiring.AI Resume Builder, we may process information entered directly by the Applicant or extracted from an uploaded CV.

Where available, AI may assist with

• CV formatting;
• Professional summaries;
• Skill descriptions;
• Work-experience descriptions;
• Grammar improvements;
• CV optimization;
• Job-specific customization;
• Applicant profile completion.

Applicants remain responsible for reviewing AI-generated content and ensuring that their CV accurately represents their qualifications and experience.

9. APPLICANT PHOTOGRAPHS

Applicants may provide a photograph for

• Their Applicant profile;
• Their CV or resume;
• Identity verification;
• Recruitment documentation.

Profile or CV photographs may be visible to Employers where the relevant feature is enabled and such use is lawful. A normal photograph is not automatically treated by jobhiring.AI as biometric identification data merely because it contains an image of a person’s face. If jobhiring.AI introduces facial recognition, facial matching, biometric identity verification, biometric templates, voiceprints, or other biometric technologies, additional notices, consent mechanisms, and safeguards will be implemented where legally required.

10. KYC AND IDENTITY VERIFICATION

jobhiring.AI places significant importance on reducing

• Fake Applicant accounts;
• Identity fraud;
• Applicant impersonation;
• Recruitment scams;
• Duplicate accounts;
• Fraudulent CVs;
• Fraudulent employment applications;
• Misrepresentation.

Applicants may therefore be required to complete KYC or identity verification. We may request a valid government-issued identification document, including:

• National ID;
• Passport;
• Government-issued identity card;
• Residence identification document;
• Other legally recognized identification.

Information contained in the document may include

• Full legal name;
• Photograph;
• Date of birth;
• Nationality;
• Identification number;
• Passport number;
• Issuing country;
• Issuing authority;
• Issue date;
• Expiry date;
• Other information displayed on the document.

11. PURPOSE OF KYC VERIFICATION

KYC information may be used to

• Verify that an Applicant is a genuine person;
• Verify Applicant identity;
• Reduce fake accounts;
• Prevent impersonation;
• Protect Employers from fraudulent Applicants;
• Protect Applicants from identity misuse;
• Detect duplicate accounts;
• Prevent recruitment scams;
• Investigate suspicious activity;
• Improve Platform trust and safety;
• Meet Employer verification requirements;
• Support overseas recruitment requirements where applicable;
• Support lawful compliance requirements;
• Resolve identity-related disputes;
• Maintain Platform integrity.

12. ACCESS TO KYC DOCUMENTS

Government-issued identity documents are treated as highly sensitive information. KYC documents are not intended to be publicly displayed on jobhiring.AI. Where possible, Employers may instead be shown an account verification status such as: Identity Verified by jobhiring.AI rather than receiving unrestricted access to the Applicant’s original identification document. Original identity documents may only be disclosed where there is a legitimate and lawful reason, including where:

• The Applicant authorizes the disclosure;
• Employment onboarding requires it;
• Overseas deployment requires it;
• Immigration or visa processing requires it;
• An authorized Recruitment Agency legitimately requires it;
• An Employer is legally required to verify the Applicant;
• Government authorities lawfully require the information;
• The disclosure is otherwise permitted or required by applicable law.

Access to KYC information may be restricted using appropriate user permissions.

13. SENSITIVE PERSONAL INFORMATION

Certain information processed through jobhiring.AI may constitute sensitive or specially protected information.

Depending on the jurisdiction, this may include

• Passport numbers;
• National identification numbers;
• Government IDs;
• Account authentication information;
• Nationality;
• Citizenship;
• Gender;
• Racial or ethnic information;
• Religious information;
• Disability or health information;
• Immigration information;
• Biometric information;
• Precise location;
• Financial information;
• Other legally protected information.

We seek to process sensitive information only when reasonably necessary and where a valid legal basis exists. Where explicit consent is required, we will seek appropriate consent.

14. PROTECTED CHARACTERISTICS

jobhiring.AI is intended to assist employment recruitment and should not be used to facilitate unlawful discrimination.

Information relating to

• Gender;
• Age;
• Race;
• Ethnicity;
• Religion;
• Disability;
• Nationality;
• Citizenship;
• Health;
• Other protected characteristics

should not be used as a general measure of professional competence or employment suitability where such use would violate applicable law. Some characteristics may nevertheless be legitimately relevant in specific circumstances. For example, nationality, citizenship, residence status, or work authorization may be required for immigration, visa, overseas recruitment, localization, deployment, or legal employment eligibility. Employers are independently responsible for ensuring that recruitment decisions comply with applicable employment and anti-discrimination laws.

15. JOB APPLICATION INFORMATION

When an Applicant applies for a vacancy, we may collect and maintain information including:

• Job applied for;
• Employer;
• Application date;
• Application status;
• Application responses;
• Cover letter;
• CV version submitted;
• Screening responses;
• Availability;
• Salary expectations;
• Recruitment history;
• Interview information;
• Employer feedback;
• Shortlisting status;
• Hiring status.

16. APPLICATION STATUS INFORMATION

jobhiring.AI may display and maintain Applicant recruitment statuses including:

• Saved;
• Applied;
• Under Review;
• AI Analysis;
• Shortlisted;
• Interview Scheduled;
• Interview Confirmed;
• Interviewed;
• Selected;
• Not Selected;
• Hired;
• Offer Letter Issued;
• Offer Accepted;
• Offer Declined;
• Documentation;
• Deployment;
• Withdrawn;
• Closed.

Status information helps Applicants understand what is happening with their applications and helps Employers manage recruitment.

17. INTERVIEW INFORMATION

jobhiring.AI may support

• In-person interviews;
• Video interviews;
• Voice interviews;
• Telephone interviews;
• AI-assisted interviews;
• Automated screening;
• Interview scheduling;
• Interview acknowledgement;
• Interview assessments;
• Interview notes.

Information may include

• Interview date;
• Interview time;
• Interview type;
• Employer information;
• Meeting link;
• Location;
• Confirmation status;
• Applicant responses;
• Interview scores;
• Interviewer comments.

18. VOICEAI AND AI-ASSISTED INTERVIEWS

Where enabled, jobhiring.AI may facilitate automated or AI-assisted screening or interview calls.

Such systems may process

• Applicant voice communications;
• Interview responses;
• Call metadata;
• Call duration;
• Interview questions;
• Transcripts;
• Assessment information;
• AI-generated summaries;
• Recruitment-related scores or recommendations.

Where recording, transcription, or analysis requires notice or consent under applicable law, appropriate notice or consent mechanisms should be provided before recording or processing occurs. If an Applicant does not consent to recording where consent is legally required, alternative recruitment processes may be provided where reasonably available.

19. COMMUNICATIONS INFORMATION

We may process communications between Applicants, jobhiring.AI, and Employers.

These may occur through

• Email;
• SMS;
• WhatsApp;
• Platform notifications;
• Telephone calls;
• VoiceAI calls;
• In-app messaging;
• Video conferencing;
• Support requests;
• Other authorized communication services.

Communications may be processed to facilitate recruitment, provide support, prevent abuse, deliver notifications, maintain records, and protect the Platform.

20. OFFER LETTERS AND EMPLOYMENT DOCUMENTS

Employers may issue employment offers and other documents through jobhiring.AI.

We may process

• Offer letters;
• Employment terms;
• Job title;
• Salary;
• Benefits;
• Employment location;
• Start dates;
• Offer acceptance status;
• Offer rejection status;
• Electronic signatures;
• Signature timestamps;
• Document versions;
• Document audit logs;
• Employment documentation.

Where applicable, Applicants may review, accept, reject, or electronically sign documents through their account. The legal validity and formal requirements applicable to a specific electronic signature or employment document may vary by jurisdiction.

21. INFORMATION RECEIVED FROM EMPLOYERS AND RECRUITMENT AGENCIES

An Employer or Recruitment Agency may already possess an Applicant’s CV and may lawfully upload it to jobhiring.AI.

Information received may include

• Applicant name;
• Email;
• Telephone number;
• CV;
• Professional experience;
• Education;
• Skills;
• Employment information;
• Recruitment records.

Where appropriate, jobhiring.AI may contact the Applicant and invite the Applicant to:

• Review a vacancy;
• Create an account;
• Verify contact information;
• Complete a profile;
• Create a jobhiring.AI CV;
• Apply for a position;
• Participate in the Employer’s recruitment process.

Where required by law, appropriate notice will be provided regarding information obtained indirectly from another source.

22. INFORMATION COLLECTED AUTOMATICALLY

When you access jobhiring.AI or me.jobhiring.ai, certain information may be automatically generated or collected.

This may include

• IP address or IP-derived information;
• Browser;
• Device type;
• Operating system;
• Device identifiers;
• Approximate geographic location;
• Language;
• Date and time of access;
• Referring website;
• Pages viewed;
• Application screens used;
• Button interactions;
• Session information;
• Error logs;
• Crash information;
• Security events;
• Cookie identifiers;
• Analytics identifiers.

We use this information for Platform operation, security, analytics, troubleshooting, fraud prevention, and product improvement.

23. GOOGLE ANALYTICS

jobhiring.AI uses Google Analytics, including Google Analytics 4 where applicable, to understand how visitors and users interact with our websites and applications.

Google Analytics may process information relating to

• Website visits;
• Application visits;
• Page views;
• Screens viewed;
• Events;
• Session duration;
• Approximate geographic information;
• Browser;
• Device;
• Operating system;
• Referral source;
• Traffic source;
• Interactions with Platform features;
• Online identifiers;
• Cookie identifiers;
• Technical information.

Google may process certain information in accordance with its own privacy and data-processing terms. Where applicable law requires consent for analytics technologies, Google Analytics will be subject to appropriate consent mechanisms.

24. COOKIES AND SIMILAR TECHNOLOGIES

jobhiring.AI may use

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

These technologies may be categorized as

Strictly Necessary Technologies

Used for

• Account login;
• Authentication;
• Platform security;
• Session management;
• Fraud prevention;
• Essential application functions.

Functional Technologies

Used for

• User preferences;
• Language selection;
• User interface preferences;
• Remembering settings.

Analytics Technologies

Used to understand

• Website usage;
• Application performance;
• Feature usage;
• Visitor statistics;
• Traffic sources.

Google Analytics may be included in this category. Advertising or Marketing Technologies Where used, these may help measure campaigns or provide advertising. Where legally required, non-essential technologies will not be activated without the appropriate consent or privacy choice.

25. COOKIE AND CONSENT MANAGEMENT

Where required by law, visitors may be provided with controls such as

• Accept All;
• Reject Non-Essential;
• Manage Preferences;
• Analytics Cookies;
• Marketing Cookies;
• Cookie Settings.

Users may change their preferences through an available consent-management interface. Withdrawal of consent does not invalidate processing that occurred lawfully before the consent was withdrawn.

26. PURPOSES FOR WHICH WE USE PERSONAL INFORMATION

Minds Invasion LLC may process Applicant information to

• Create Applicant accounts;
• Authenticate users;
• Verify identities;
• Prevent fake accounts;
• Prevent fraud;
• Maintain Platform security;
• Create Applicant profiles;
• Create and manage CVs;
• Provide AI Resume Builder functionality;
• Allow Applicants to search for jobs;
• Recommend jobs;
• Allow Applicants to save jobs;
• Process job applications;
• Share applications with selected Employers;
• Conduct Applicant screening;
• Perform AI-assisted CV analysis;
• Support Applicant shortlisting;
• Schedule interviews;
• Conduct or facilitate interviews;
• Provide VoiceAI interview features;
• Generate recruitment-related insights;
• Allow Applicants to track application status;
• Facilitate Employer communications;
• Issue notifications;
• Process offer letters;
• Facilitate electronic signatures;
• Facilitate onboarding;
• Facilitate employment documentation;
• Facilitate overseas recruitment and deployment where applicable;
• Provide customer support;
• Manage Applicant subscriptions;
• Process payments where applicable;
• Detect abuse;
• Investigate suspicious activity;
• Resolve disputes;
• Improve Platform functionality;
• Analyze Platform performance;
• Conduct analytics;
• Develop new services;
• Improve AI systems;
• Enforce our Terms and policies;
• Comply with legal obligations;
• Respond to lawful government requests;
• Establish, exercise, or defend legal claims;
• Protect Applicants, Employers, Minds Invasion LLC, and other users.

We will not intentionally use personal information for a materially incompatible purpose without an appropriate legal basis.

27. LEGAL BASES FOR PROCESSING

Depending on your jurisdiction and the specific activity, we may rely upon one or more legal bases.

These may include

Contract

Processing may be necessary to

• Create your account;
• Provide Services;
• Process your applications;
• Facilitate recruitment;
• Provide subscribed services.

Consent

Consent may be relied upon where required for activities such as

• Optional marketing;
• Certain cookies;
• Certain sensitive information;
• Recording communications;
• Certain AI processing;
• Certain biometric technologies;
• Other activities requiring consent.

Legitimate Interests

Where legally available, legitimate interests may include

• Operating the Platform;
• Improving Services;
• Preventing fraud;
• Protecting Employers;
• Protecting Applicants;
• Maintaining cybersecurity;
• Preventing abuse;
• Analyzing Platform performance;
• Supporting recruitment.

We consider the rights and interests of affected individuals when relying on legitimate interests. Legal Obligations

Processing may be necessary to comply with

• Applicable laws;
• Court orders;
• Regulatory requirements;
• Employment requirements;
• Tax requirements;
• Anti-fraud requirements;
• Legal investigations.

Legal Claims Information may be processed to establish, exercise, or defend legal claims. Other Lawful Bases Where another legal basis exists under applicable law, we may rely on that basis.

28. ARTIFICIAL INTELLIGENCE AND AUTOMATED PROCESSING

Artificial intelligence is an important part of jobhiring.AI.

AI and automated technologies may be used for

• CV analysis;
• CV parsing;
• CV optimization;
• Resume generation;
• Skills identification;
• Job matching;
• Applicant ranking;
• Applicant recommendations;
• Recruitment screening;
• Interview assistance;
• Interview transcription;
• Interview summarization;
• Question generation;
• Candidate-job compatibility analysis;
• Fraud detection;
• Duplicate-account detection;
• Platform security.

AI processing may generate

• Scores;
• Recommendations;
• Summaries;
• Classifications;
• Suggested skills;
• Candidate rankings;
• Match percentages;
• Recruitment insights.

29. AUTOMATED EMPLOYMENT DECISIONS

AI-generated results are intended to assist recruitment workflows and should not automatically be treated as a guarantee that an Applicant is suitable or unsuitable for employment. Employers remain responsible for their recruitment and hiring decisions. Where an applicable law restricts decisions based solely on automated processing that produce legal or similarly significant effects, jobhiring.AI will implement applicable safeguards.

Depending on applicable law, Applicants may have rights to

• Receive information about automated processing;
• Request human involvement;
• Express their position;
• Challenge a decision;
• Request reconsideration;
• Request information about factors involved in the decision.

Protected characteristics should not intentionally be used as general measures of Applicant competence where such use would be unlawful.

30. SHARING INFORMATION WITH EMPLOYERS

Applying for employment requires relevant Applicant information to be shared with the Employer receiving the application. Depending on Platform configuration and application stage, Employers may receive:

• Applicant name;
• Applicant profile;
• CV;
• Profile photograph;
• Contact information;
• Employment history;
• Education;
• Skills;
• Certifications;
• Languages;
• Application responses;
• Salary expectations;
• Availability;
• Notice period;
• Interview information;
• Assessment information;
• Recruitment status.

Certain information may be hidden or restricted until a particular recruitment stage.

For example, jobhiring.AI may support CV access

• Without Applicant contact information; or
• With Applicant contact information,

depending on Employer permissions, Platform functionality, application status, and applicable law.

31. EMPLOYERS AS INDEPENDENT DATA CONTROLLERS

Once an Applicant submits information to an Employer, the Employer may independently decide:

• How long to retain the information;
• Who internally may access it;
• Whether to interview the Applicant;
• Whether to hire the Applicant;
• Whether to retain the CV for future vacancies;
• Whether to transfer information to affiliated companies.

In such circumstances, the Employer may become an independent controller of that information. The Employer’s own privacy policy and applicable employment laws may govern the Employer’s subsequent processing. Requests concerning information maintained independently by an Employer may therefore need to be directed to that Employer.

32. SERVICE PROVIDERS

Minds Invasion LLC may use trusted third-party service providers to operate jobhiring.AI.

Providers may support

• Cloud hosting;
• Data storage;
• Databases;
• Cybersecurity;
• Email;
• SMS;
• WhatsApp communications;
• Telecommunications;
• Voice calling;
• Video conferencing;
• Artificial intelligence;
• Machine learning;
• Identity verification;
• Payment processing;
• Analytics;
• Customer support;
• Electronic signatures;
• Document processing;
• Monitoring;
• Fraud detection.

These providers may process personal information only for authorized purposes and subject to applicable contractual and legal obligations.

33. OTHER DISCLOSURES

Information may also be disclosed to

Professional Advisers

Including

• Lawyers;
• Auditors;
• Accountants;
• Insurers;
• Consultants.

Corporate Transactions

Information may be transferred as part of

• Investment;
• Financing;
• Merger;
• Acquisition;
• Corporate restructuring;
• Sale of assets;
• Business transfer;
• Bankruptcy or similar transaction.

Appropriate privacy and confidentiality safeguards will be applied where required.

34. GOVERNMENT AND LAW-ENFORCEMENT REQUESTS

Minds Invasion LLC may disclose information where reasonably necessary to comply with:

• Applicable law;
• Court orders;
• Subpoenas;
• Government requests;
• Regulatory investigations;
• Law-enforcement requests;
• National-security obligations;
• Immigration requirements;
• Other legally enforceable processes.

Where legally permitted and appropriate, we may review requests to determine whether they are valid and appropriately scoped.

35. FRAUD PREVENTION AND PLATFORM SECURITY

We may process personal information to prevent

• Identity theft;
• Fake Applicant profiles;
• Fake Employer accounts;
• Recruitment scams;
• Account takeover;
• Unauthorized Platform access;
• Fraudulent documents;
• Automated abuse;
• Spam;
• Cyberattacks;
• Other unlawful activity.

Accounts may be

• Restricted;
• Temporarily suspended;
• Subject to additional verification;
• Permanently disabled

where there is a reasonable security or fraud concern. Where legally required, affected individuals may have rights to request review of certain decisions.

36. SALE OF PERSONAL INFORMATION

Minds Invasion LLC does not intend to sell Applicant CVs, KYC documents, passports, National IDs, account credentials, or recruitment information to data brokers as commercial products. Certain privacy laws define “sale,” “sharing,” “targeted advertising,” or “cross-context behavioral advertising” more broadly than an ordinary sale for money. As a result, certain advertising, analytics, or third-party tracking activities could potentially fall within these definitions depending on how those services are configured. Where applicable law provides an opt-out right, eligible users will be provided with an appropriate mechanism.

37. GLOBAL PRIVACY CONTROL

Where applicable law requires recognition of legally valid browser-based privacy preference signals, such as Global Privacy Control (GPC), Minds Invasion LLC intends to recognize such signals to the extent required by applicable law and applicable to our processing activities.

38. DIRECT MARKETING

We may communicate with Applicants concerning

• New job opportunities;
• Recruitment opportunities;
• Platform features;
• Applicant services;
• Subscription services;
• Product announcements;
• Employer opportunities;
• Promotional campaigns.

Where required, promotional communications will only be sent based on appropriate consent or another lawful basis. Applicants may unsubscribe from optional promotional communications. Unsubscribing from marketing does not necessarily stop essential communications concerning:

• Account security;
• Job applications;
• Interview schedules;
• Employer communications;
• Offer letters;
• KYC verification;
• Subscription administration;
• Platform operations.

39. INTERNATIONAL DATA TRANSFERS

jobhiring.AI operates internationally. Personal information may therefore be processed in India and other countries where Minds Invasion LLC, Employers, or our service providers operate. Privacy laws in those countries may differ from those in the Applicant’s country. Where applicable law restricts international transfers, we will use appropriate legal mechanisms where required.

These may include

• Adequacy decisions;
• Standard contractual clauses;
• European Commission Standard Contractual Clauses;
• UK international data transfer mechanisms;
• Contractual safeguards;
• Binding corporate safeguards where applicable;
• Certification mechanisms;
• Legally valid consent where appropriate;
• Other mechanisms permitted by applicable law.

Where a jurisdiction imposes legally applicable data-localization requirements, we will take reasonable steps to comply.

40. DATA STORAGE

Applicant information may be stored in cloud infrastructure or other information systems used by Minds Invasion LLC and its authorized service providers.

Information may be replicated or backed up for

• Service availability;
• Cybersecurity;
• Data integrity;
• Disaster recovery;
• Business continuity;
• Backup purposes.

The location in which information is stored may depend on

• Infrastructure provider;
• Applicant region;
• Employer region;
• Service configuration;
• Legal requirements.

41. INFORMATION SECURITY

Minds Invasion LLC takes reasonable technical, organizational, and administrative measures designed to protect personal information.

These may include

• Encryption where appropriate;
• Secure connections;
• Authentication;
• Role-based access controls;
• Restricted administrator permissions;
• Secure password storage;
• Logging;
• Monitoring;
• Network protections;
• Database security;
• Backup systems;
• Cybersecurity monitoring;
• Vulnerability management;
• Fraud monitoring;
• Access restrictions;
• Security procedures.

Highly sensitive information, particularly KYC and identification documents, should be subject to additional access restrictions. No internet-based platform or electronic system can guarantee absolute security.

42. ACCOUNT SECURITY

Applicants are responsible for protecting their account credentials.

Applicants should

• Use a strong password;
• Avoid password reuse;
• Never disclose passwords to Employers;
• Never provide passwords to recruitment agents;
• Protect devices used to access jobhiring.AI;
• Immediately report suspected unauthorized access.

Minds Invasion LLC will not require Applicants to provide their jobhiring.AI password to an Employer as a condition of recruitment.

Suspected account compromise should be reported to

support@jobhiring.ai

43. PERSONAL DATA BREACHES

If Minds Invasion LLC becomes aware of a personal-data breach or security incident, we will take reasonable steps to:

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

Where legally required, affected individuals, regulators, or other authorities will be notified within applicable legal timeframes.

44. DATA RETENTION

We retain personal information only for as long as reasonably necessary for the purposes described in this Privacy Policy and as required or permitted by law.

Retention periods may depend on

• Whether an account remains active;
• Recruitment requirements;
• Employer requirements;
• Fraud-prevention needs;
• Security requirements;
• Legal obligations;
• Statutory limitation periods;
• Tax or accounting requirements;
• Ongoing disputes;
• Investigations;
• Litigation;
• Government requirements.

Applicant Account Information Generally retained while the account remains active and for an appropriate period following account closure where necessary. CV and Profile Information Generally retained while the Applicant account remains active or until deleted or replaced by the Applicant, subject to lawful retention requirements. Application Records May be retained for recruitment administration, audit, fraud prevention, legal compliance, dispute resolution, and Employer recruitment records. KYC Documents Original KYC documents should be retained only for as long as reasonably necessary for:

• Verification;
• Re-verification;
• Fraud prevention;
• Security;
• Dispute resolution;
• Legal compliance.

Where appropriate, a verification status or audit record may be retained after the original document is deleted. Security Logs May be retained for periods reasonably necessary for cybersecurity, fraud prevention, investigation, and Platform integrity. Backup Information Deleted information may remain temporarily in backup systems until overwritten according to normal backup cycles. Legal Holds Information subject to litigation, regulatory inquiry, investigation, or legal hold may be retained until the relevant matter is resolved.

When personal information is no longer needed, we may

• Delete it;
• Destroy it;
• De-identify it;
• Anonymize it;
• Aggregate it.

45. ACCOUNT DELETION

Applicants may request deletion of their jobhiring.AI account. Account deletion may result in deletion or de-identification of information associated with the account, subject to applicable legal exceptions.

Some information may continue to be retained where necessary for

• Fraud prevention;
• Security;
• Legal compliance;
• Financial records;
• Transaction records;
• Dispute resolution;
• Legal claims;
• Enforcement of agreements;
• Regulatory requirements.

Information already submitted to an Employer may also remain in the Employer’s independent recruitment systems. Applicants may need to contact the relevant Employer separately regarding information controlled by that Employer.

46. APPLICANT PRIVACY RIGHTS

Depending on applicable law, Applicants may have some or all of the following rights: Right to Know Request information about what personal information is processed. Right of Access Request access to personal information. Right to Correction Request correction of inaccurate information. Right to Completion Request completion of incomplete information. Right to Deletion Request deletion of eligible personal information. Right to Restriction Request restriction of certain processing. Right to Object Object to certain processing. Right to Data Portability Request eligible information in a portable format. Right to Withdraw Consent Withdraw consent where processing is based on consent. Right to Opt Out of Marketing Opt out of direct marketing communications. Right to Opt Out of Sale or Sharing Where provided by applicable law. Right to Limit Sensitive Information Where applicable law provides such a right. Rights Concerning Profiling Object to or opt out of certain profiling where applicable. Rights Concerning Automated Decisions Request applicable safeguards concerning certain automated decisions. Right to Human Review Where required by applicable law. Right to Appeal Appeal certain denied privacy requests where applicable. Right to Lodge a Complaint Submit a complaint to an appropriate privacy or data-protection regulator. Minds Invasion LLC will not unlawfully discriminate against an individual for exercising applicable privacy rights.

47. HOW TO EXERCISE PRIVACY RIGHTS

Privacy requests may be submitted to

support@jobhiring.ai

Applicants may also contact

+965 66883733

Written correspondence may be addressed to

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

Requests should provide enough information for us to

• Identify the relevant account;
• Understand the request;
• Locate relevant information.

We may need to verify the identity of the requester. Verification measures will be proportionate to the sensitivity of the information requested. We will respond within the timeframe required by applicable law.

48. AUTHORIZED REPRESENTATIVES

Where applicable law permits, an Applicant may authorize another person to submit certain privacy requests. We may request evidence showing that the individual is legally authorized to act on behalf of the Applicant.

49. INDIA PRIVACY RIGHTS

Because Minds Invasion LLC operates jobhiring.AI from India, applicable Indian privacy and information-technology requirements may apply to relevant processing. Where applicable, Minds Invasion LLC will process personal data in accordance with the Digital Personal Data Protection Act, 2023, applicable Digital Personal Data Protection Rules, and other applicable Indian requirements.

Eligible individuals may have rights concerning

• Information about personal-data processing;
• Correction;
• Completion;
• Updating;
• Erasure;
• Grievance redressal;
• Nomination;
• Withdrawal of consent;
• Other rights provided by applicable Indian law.

Privacy or grievance requests may be directed to

support@jobhiring.ai If Minds Invasion LLC becomes legally required to designate or publicly identify a Data Protection Officer, representative, or other statutory privacy contact, the relevant information will be published through the Platform or an updated privacy notice.

50. EUROPEAN ECONOMIC AREA

Where the General Data Protection Regulation (GDPR) applies, Applicants may have rights including:

• Right to information;
• Right of access;
• Right to rectification;
• Right to erasure;
• Right to restriction;
• Right to data portability;
• Right to object;
• Right to withdraw consent;
• Rights concerning certain automated decision-making and profiling;
• Right to lodge a complaint with a supervisory authority.

Applicable processing will be based on an appropriate legal basis. Where legally required, international transfers will use appropriate GDPR safeguards. Where Minds Invasion LLC is required to appoint an EEA representative or Data Protection Officer, applicable contact information will be made available.

51. UNITED KINGDOM

Where UK data-protection law applies, eligible individuals may have rights relating to:

• Access;
• Correction;
• Erasure;
• Restriction;
• Portability;
• Objection;
• Direct marketing;
• Certain automated decision-making;
• Withdrawal of consent.

International transfers subject to UK restrictions may use legally recognized safeguards. Where legally required, Minds Invasion LLC will provide information regarding an applicable UK representative. Individuals may also have rights to complain to the relevant UK data-protection authority.

52. UNITED STATES PRIVACY RIGHTS

Privacy laws differ between U.S. states. Residents of states with applicable comprehensive privacy laws may have rights concerning:

• Access;
• Correction;
• Deletion;
• Portability;
• Opting out of targeted advertising;
• Opting out of sale;
• Opting out of sharing;
• Certain profiling;
• Sensitive information;
• Appeals.

The availability of these rights depends on the relevant law and whether the law applies to Minds Invasion LLC’s particular processing activities.

53. CALIFORNIA PRIVACY NOTICE

Where the California Consumer Privacy Act and related California privacy requirements apply, eligible California residents may have rights to:

• Know categories of personal information collected;
• Know the purposes for collection;
• Know categories of recipients;
• Access personal information;
• Correct inaccurate information;
• Delete eligible personal information;
• Opt out of applicable sale or sharing;
• Limit certain uses of sensitive personal information where applicable;
• Receive equal treatment when exercising privacy rights.

Sensitive information may include information such as government identifiers and certain account-authentication information. Where legally applicable, Minds Invasion LLC will provide the necessary opt-out or privacy preference mechanisms.

54. CANADA

Where Canadian privacy law applies, Minds Invasion LLC will seek to follow applicable principles concerning:

• Accountability;
• Transparency;
• Appropriate purposes;
• Consent where required;
• Limiting collection;
• Limiting use;
• Retention;
• Accuracy;
• Safeguards;
• Access;
• Correction.

Federal or provincial privacy laws may apply depending on the circumstances.

55. AUSTRALIA

Where Australia’s privacy laws apply, Minds Invasion LLC will take reasonable measures to manage personal information consistently with applicable requirements concerning:

• Transparency;
• Collection;
• Use;
• Disclosure;
• Security;
• Cross-border processing;
• Access;
• Correction.

56. SINGAPORE

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

• Notification;
• Consent;
• Purpose limitation;
• Protection;
• Accuracy;
• Retention;
• Transfers;
• Access;
• Correction;
• Accountability.

Special restrictions concerning national identification information will be applied where required.

57. PHILIPPINES

Where the Philippines Data Privacy Act and related requirements apply, Applicants may have applicable rights relating to:

• Being informed;
• Objecting to certain processing;
• Access;
• Correction;
• Erasure or blocking;
• Data portability;
• Complaints;
• Damages or other remedies where applicable.

Minds Invasion LLC will apply relevant safeguards where Philippine personal data is subject to applicable Philippine privacy requirements.

58. BRAZIL

Where Brazil’s Lei Geral de Proteção de Dados Pessoais (LGPD) applies, eligible individuals may have rights relating to:

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

59. MIDDLE EAST AND GCC COUNTRIES

Applicants located in Kuwait, Saudi Arabia, United Arab Emirates, Bahrain, Qatar, Oman, and other Middle Eastern jurisdictions may be protected by applicable national privacy, telecommunications, cybersecurity, employment, or personal-data laws. Minds Invasion LLC will apply mandatory local requirements where such laws apply to the relevant processing. Country-specific notices, consents, data-localization arrangements, or transfer safeguards may be implemented where required.

60. OTHER COUNTRIES AND JURISDICTIONS

Applicants not specifically mentioned in this Privacy Policy remain entitled to mandatory privacy rights provided by applicable law.

These may include national or regional requirements concerning

• Transparency;
• Consent;
• Data minimization;
• Security;
• International transfers;
• Data localization;
• Access;
• Correction;
• Deletion;
• Objection;
• Marketing;
• Automated decision-making;
• Sensitive information;
• Children’s information.

Mandatory local law takes precedence where it provides greater protection.

61. CHILDREN AND YOUNG APPLICANTS

jobhiring.AI is designed for individuals who are legally permitted to seek employment. The minimum legal employment age differs between countries. Individuals below the applicable legal age should not use jobhiring.AI except where lawful and where any necessary parent or guardian authorization has been obtained. Where local law requires parental consent or additional protections for minors, appropriate safeguards will be applied. If we learn that information concerning a child has been collected unlawfully, we will take reasonable steps to remove or otherwise lawfully address the information.

62. PROFESSIONAL REFERENCES AND INFORMATION ABOUT OTHER PEOPLE

Applicants should not provide another person’s personal information unless they have the right to do so. For example, if an Applicant provides the name, email address, or telephone number of a professional reference, the Applicant should ensure that the reference is aware that their information may be used for employment-reference purposes.

63. THIRD-PARTY WEBSITES AND SERVICES

jobhiring.AI may contain links or integrations involving third-party services.

Examples may include

• Employer websites;
• Video-conferencing platforms;
• Payment providers;
• Government websites;
• Maps;
• Social networks;
• Communication platforms.

Third parties may independently process information according to their own privacy policies. Minds Invasion LLC is not responsible for independent privacy practices conducted entirely by third-party services that are not controlled by us. Applicants should review relevant third-party privacy policies.

64. ACCURACY OF APPLICANT INFORMATION

Applicants are responsible for providing accurate and current information. Because Employers may rely upon Applicant information when making employment decisions, Applicants should ensure that:

• CV information is accurate;
• Qualifications are genuine;
• Employment history is accurate;
• Contact details are current;
• Identity documents are valid;
• Certifications are genuine.

Fraudulent or deliberately misleading information may result in account restriction or termination. Applicants may update eligible information through their account or request corrections through: support@jobhiring.ai

65. ANONYMIZED, DE-IDENTIFIED, AND AGGREGATED INFORMATION

Minds Invasion LLC may create

• Aggregated statistics;
• Anonymous datasets;
• De-identified information;
• Statistical insights.

Where information has been effectively anonymized so that it no longer identifies an individual under applicable law, it may no longer be considered personal information.

Such information may be used for

• Platform analytics;
• Product development;
• Workforce-market analysis;
• Recruitment trends;
• Business intelligence;
• Security analysis;
• Research;
• Service improvement.

Where required by law, de-identified information will be maintained in de-identified form and not intentionally re-identified except as legally permitted.

66. DATA MINIMIZATION

Minds Invasion LLC seeks to collect information reasonably necessary for the intended recruitment, verification, security, or Platform purpose. We may periodically review information fields to determine whether particular information remains necessary. Where national or regional laws restrict the collection of particular recruitment information, Platform fields may be:

• Disabled;
• Hidden;
• Made optional;
• Restricted;
• Modified

for affected users or jurisdictions.

67. PRIVACY BY DESIGN

Where reasonably practicable, Minds Invasion LLC seeks to incorporate privacy considerations into the design of jobhiring.AI.

Measures may include

• Role-based Employer access;
• Restricted KYC access;
• CV versions without contact details;
• Permission controls;
• Consent controls;
• Account deletion functionality;
• Data access controls;
• Security logging;
• Applicant privacy settings;
• Limited disclosure of sensitive information.

68. PRIVACY CENTER

jobhiring.AI may provide Applicants with a Privacy Center or similar account functionality.

Available features may include

• View My Personal Information;
• Correct My Information;
• Download My Data;
• Delete My Account;
• Manage Marketing Preferences;
• Manage Cookie Preferences;
• Withdraw Consent;
• Submit Privacy Request;
• AI or Profiling Privacy Request;
• Do Not Sell or Share where applicable;
• Contact Privacy Team.

The availability of particular options may depend on jurisdiction and Platform functionality.

69. CHANGES TO THIS PRIVACY POLICY

Minds Invasion LLC may update this Privacy Policy from time to time.

Changes may be made because of

• New Platform features;
• New AI technologies;
• New recruitment services;
• Changes in business operations;
• Security improvements;
• Regulatory developments;
• Changes in privacy law.

The current version will display the applicable Last Updated date. Where changes materially affect how personal information is processed, we may provide additional notice through:

• Email;
• Applicant dashboard;
• Platform notification;
• Website notice;
• Other appropriate communication.

Where applicable law requires new consent for a particular processing activity, merely changing this Privacy Policy will not substitute for obtaining that consent.

70. LANGUAGE AND TRANSLATIONS

This Privacy Policy may be translated into additional languages for international users. Translations are intended to improve accessibility and understanding. Where permitted by applicable law, the English version may serve as the primary version for interpretation. Where applicable law requires a local-language privacy notice or gives priority to a local-language version, Minds Invasion LLC will comply with that requirement.

71. PRIVACY QUESTIONS AND COMPLAINTS

Questions, privacy requests, complaints, or concerns should 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 enough information for us to understand and investigate the matter. Where applicable, individuals may also submit complaints to the privacy or data-protection authority responsible for their jurisdiction.

72. OUR PRIVACY COMMITMENT

Minds Invasion LLC developed jobhiring.AI to make recruitment more transparent, efficient, secure, and accessible for Applicants and Employers. The information entrusted to jobhiring.AI—including CVs, Applicant profiles, photographs, contact information, identity documents, employment records, interview information, and recruitment records—is important and should be handled responsibly.

Our objective is to

• Collect information for legitimate purposes;
• Be transparent about how information is used;
• Minimize unnecessary collection;
• Protect highly sensitive information;
• Prevent fake and fraudulent accounts;
• Protect legitimate Employers;
• Protect legitimate Applicants;
• Provide appropriate privacy controls;
• Respect applicable privacy rights;
• Secure information using reasonable safeguards;
• Limit retention to appropriate periods;
• Facilitate lawful recruitment.

Using jobhiring.AI means that this Privacy Policy has been made available to you and explains how relevant personal information may be processed. Your use of the Platform does not automatically constitute consent for every type of processing. Where applicable law requires specific, informed, affirmative, or explicit consent for a particular activity, Minds Invasion LLC will seek the appropriate consent separately.

73. CONTACT INFORMATION

Legal Entity: Minds Invasion LLC Platform: jobhiring.AI / me.jobhiring.ai 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

© 2026 Minds Invasion LLC. All Rights Reserved.

© 2026 Minds Invasion LLC. All Rights Reserved.