01
Who is recruiting you
Start with the organisation named on the job or in the recruiter's message. It decides why it needs your information and how it conducts the recruitment process. OptiTalent supplies tools; it does not make every hiring decision or act as the employer for every listing.
Read that organisation's collection notice as well as this page. If its identity, purpose or contact details are unclear, ask before providing your information. OptiTalent jobs name the verified publisher; external results identify their source before you continue.
02
What you provide and why
An application can contain your name, contact details, CV, answers and information about relevant experience. The organisation uses it to assess your application, communicate with you and administer the process. A recruiter may also hold records from earlier interactions or permitted imports.
Provide information relevant to the role. Avoid including identity numbers, financial information or unrelated sensitive details in your CV. If a field is required and you do not provide it, the application may not be able to proceed.
03
Who may see your information
Authorised recruiting team members may review your application. Information may also be shared with a hiring client or manager where that is part of the disclosed recruitment process. Hosting and AI providers may process relevant inputs for enabled features.
An application to one organisation is not, by itself, agreement to public publication, unrelated marketing or a shared candidate network. Ask the recruiter before applying if you need to understand onward sharing, overseas processing or consideration for future roles.
04
AI assistance and human review
Recruiting tools can help search experience, summarise evidence and identify points to investigate. Their output can be wrong or omit important context. A match score is not a measure of your value and should not substitute for an accountable human decision.
The documented OptiTalent matching workflow treats findings as review aids, not automatic rejection instructions. For questions about how the organisation actually used an output or made a decision, contact that organisation.
05
Receipts and status links
For a live intake that provides a private status credential, keep it confidential and use it only on the intended status page. Do not post it publicly or include it in a general support message. A status view is a limited workflow update, not a full record of internal deliberations.
A status page is available only after a successful application returns a receipt and private status credential. If submission fails or no receipt is shown, do not assume that the recruiting team received the application.
06
Correct your information or change your mind
Contact the recruiting organisation to ask for access, a correction, withdrawal from a role, a change to contact preferences or deletion. Identify the role and explain your request. The organisation may need proportionate identity verification before releasing or changing a record.
Withdrawing from a role, withdrawing consent where applicable, opting out of future contact and requesting deletion are different requests. Tell the organisation which outcome you want. Some information may need to be retained for a lawful reason; a withdrawn application is not necessarily immediate deletion.
07
Retention and concerns
Ask how long the organisation keeps unsuccessful applications and whether it uses a talent pool for future opportunities. There is no single retention period that applies to every organisation or deployment. A shortlist link expiring does not erase the original candidate record.
Raise a role or hiring concern with the publisher. For a platform privacy or security concern, use a verified OptiTalent channel once published; the preview contact form cannot receive it. Do not send a CV, identity document or private access token in an initial report.