Privacy Policy

1. Introduction

Voceer.com ("Voceer", "we", "us", "our") takes privacy seriously. This Privacy Policy explains the types of information we may collect through Voceer, how we use it, when it may be shared, and the measures we use to help protect it.

2. Information We Collect

Depending on how you use Voceer, information may include:

• account details such as your name, email address, telephone number and login information;
• jobseeker profile and CV information, including employment history, education, skills and preferences;
• job applications and information you provide during recruitment processes;
• employer, recruiter and company account information;
• candidate CRM information uploaded or created by employers, including notes, follow-ups, messages, interview and offer records;
• where used, recruitment compliance information and documents supplied through the platform;
• job vacancy, job advert and job-upload information;
• billing and subscription records, although payment-card information may be collected directly by our payment provider rather than by Voceer;
• technical, security, device, log, cookie and analytics information.

3. How We Use Information

• to create, authenticate and secure accounts;
• to provide job search, recruitment, CRM, communication and employer services;
• to make searchable jobseeker profile information available to registered employers and recruiters for recruitment purposes where the relevant service and settings permit;
• to enable employers to message jobseekers through Voceer and to request permission to access private CV and contact information;
• to record and apply candidate choices about CV/contact access requests and optional recruitment email notifications;
• to apply usage limits, rate limits and anti-abuse controls designed to reduce spam, automated harvesting and misuse of candidate services;
• to process employer subscriptions, job credits and other purchases;
• to send service, account, recruitment and security communications;
• to prevent fraud, misuse and security incidents;
• to operate, analyse, troubleshoot and improve Voceer;
• to comply with legal and regulatory obligations and resolve disputes.

4. Sharing Information

We may share information where reasonably necessary to provide the service, including with employers and recruiters involved in recruitment activity and with trusted service providers that support Voceer.

• Employers and recruiters: jobseeker information may be made available to registered employers for recruitment purposes where the service and your settings permit.
• Logic Melon: where used, information may be processed to support job distribution and recruitment workflows.
• Service providers: we may use providers for hosting, email delivery, payments, analytics, security, storage and other technical services.
• Legal and security purposes: information may be disclosed where reasonably necessary to comply with law, enforce rights, prevent fraud or protect users and the platform.

We do not sell personal information to third parties for their own marketing purposes. Where third-party providers process information for Voceer, we seek to use appropriate contractual and security safeguards.

5. CV Database, Employer Contact and Access Requests

If you make your jobseeker profile available through the CV Database, registered employers and recruiters may discover and review the recruitment information made available on your searchable profile. Your private contact details and uploaded CV are not made available to an employer merely because they find your profile.

• Voceer messaging: employers may be able to contact you through Voceer's private messaging service without first receiving your personal contact details.
• CV and contact requests: an employer may ask for permission to view your private CV and contact details. You can approve or decline the request.
• Company-specific access: approving a request gives the requesting employer/company access for recruitment purposes; it does not make your private CV or contact details public to all employers.
• Existing recruitment relationships: where you have applied for a vacancy with an employer, information you supplied for that application may be available to that employer as part of the recruitment process without a separate CV Database access request.
• Declined or pending requests: declining a request does not prevent you from using Voceer's messaging service with that employer. Pending and declined requests may be retained as part of the recruitment and audit record.

We may limit the number or frequency of new access requests and new candidate conversations available to employer accounts. Limits may vary by service or subscription and may be supplemented by anti-spam, rate-limiting and security controls.

6. Recruitment Email Preferences

Jobseekers can choose whether to receive certain optional email alerts, including emails about employer messages and requests to access a CV and contact details. These choices control the relevant email alert; turning an alert off does not necessarily remove the underlying message or access request from your Voceer account.

Important account, security, compliance and other necessary service communications may still be sent where appropriate. You can change available optional email preferences through your account settings.

7. Data Security

We take privacy and security seriously and use reasonable and proportionate technical and organisational measures designed to protect personal information. We seek to maintain and improve these safeguards as the platform develops. However, no online service, transmission method or storage system can be guaranteed to be completely secure or immune from every cyber incident, human error or third-party failure.

8. Data Retention and Account Deletion

We retain information for as long as reasonably necessary for the purposes for which it was collected and to meet legal, security, fraud-prevention, billing, backup and dispute-resolution requirements. If you delete or close an account, some limited information may therefore remain for an appropriate period. Information previously obtained and independently retained by an employer may also remain under that employer’s control.

9. Cookies and Analytics

We may use cookies and analytics technologies to operate the website, understand usage and improve the service. Where required, you can manage non-essential cookies through the choices made available on the site or through your browser settings.

10. Your Privacy Rights

Depending on the circumstances and applicable law, you may have rights relating to access, correction, deletion, restriction, objection, portability and withdrawal of consent. Some rights are subject to legal conditions and exemptions. You can contact us to make a privacy request.

11. Changes to this Policy

We may update this Privacy Policy as our services or legal obligations change. The effective date shown above identifies the latest version.