Privacy Policy

1. About Huzzl AI and this Policy

Huzzl AI ("Huzzl", "we", "us" or "our") is operated by Syncortex LLP, a limited liability partnership registered in India. Huzzl provides technology-enabled recruitment services through huzzl.ai, its associated subdomains, applications and related services (together, the "Services").

This Privacy Policy explains how we collect, use, generate, share, store and protect personal data when you visit or use the Services as a candidate, employer, recruiter, interviewer, organisation representative or other user. It also explains the choices and rights available to you.

Where an employer has a separate written agreement with us, that agreement may contain additional data-protection terms. This Policy continues to apply to Huzzl's own platform activities unless the written agreement expressly states otherwise.

2. Privacy at a glance

1. Huzzl is intended only for users who are at least 18 years old.
2. After a separate onboarding confirmation, a registered candidate's full profile is visible to verified employers by default. The candidate can switch visibility off at any time.
3. Huzzl submits an external job application only after the candidate approves that specific application.
4. AI may extract information, match profiles, score interview answers and recommend shortlisting or rejection. A human employer or reviewer makes the final hiring decision.
5. Audio or video interview recording begins only after a clear recording notice and affirmative consent.
6. Personal data is stored and processed in India under the operating model covered by this Policy.
7. We do not sell personal data or permit third-party AI providers to train their general models on Huzzl personal data.
8. Huzzl-owned model training uses personal data only under a separate optional consent. De-identified aggregate analytics may be used to understand and improve the Services.

3. Personal data we collect or create

3.1 Account and identity data

We may collect your name, email address, telephone number, login identifier, password hash or authentication token, account type, organisation, role, account settings, consent records, communication preferences and verification status. We do not have access to your plain-text password where standard password hashing or third-party authentication is used.

3.2 Candidate profile and career data

Candidate data may include a resume or CV, profile photograph if provided, work history, employer names, job titles, responsibilities, projects, dates of employment, education, skills, certifications, portfolio or code links, languages, location, work-mode preferences, role interests, availability or notice period, current and expected compensation, preferred compensation, employment type, travel or relocation preference, work-authorisation information and other information the candidate chooses to include.

3.3 Employer, recruiter and job data

For employer and recruiter users, we may collect business contact details, organisation and designation, authorised-user records, job descriptions, role requirements, skills and experience criteria, locations, work arrangements, compensation budgets, screening questions, candidate lists, sourcing notes, interview schedules, hiring-stage information, feedback and decisions.

3.4 Application and candidate-agent data

We collect jobs viewed or saved, searches, preferences, recommendations, match explanations, application approvals, information selected for submission, redirects to external sites, application status, recruiter communications and other actions taken through a candidate job agent. Huzzl does not submit an application to an external employer or portal without the candidate's approval for that application.

3.5 Interview and assessment data

If you take part in an AI or human-assisted interview, we may process the interview invitation, role, questions, answers, audio or video recording, transcript, timestamps, technical-quality information, job-related scores, skill indicators, evaluator comments, recommendations and follow-up actions. Recording is subject to a separate notice and affirmative consent before the interview begins.

3.6 Technical, security and essential service data

When you access the Services, our systems may automatically collect information necessary to operate and protect them, such as IP address, device and browser type, operating system, session identifiers, sign-in and activity timestamps, referring page, error records, audit trails and security logs. We assume no advertising or cross-site behavioural tracking under this Policy. If Huzzl later introduces non-essential analytics or advertising technologies, we will update the notice and provide appropriate controls before using them.

3.7 Communications and support data

We collect messages and attachments sent through Huzzl, support requests, complaints, consent withdrawals, privacy requests, interview scheduling communications and records of our response. Calls with Huzzl staff are recorded only after an appropriate notice and consent where required.

3.8 Data generated by Huzzl

Huzzl may derive structured skills, estimated years of relevant experience, role fit, evidence strength, location and availability fit, compensation alignment, duplicate-profile signals, fraud or security flags, interview scores and shortlisting or rejection recommendations. These outputs are predictions or assessments based on the available data and may be incomplete or incorrect.

3.9 Data we do not need

Unless Huzzl expressly requests it for a lawful and clearly explained purpose, do not upload Aadhaar, PAN, passport or other government-identity numbers; bank or payment-card details; passwords or one-time passcodes; medical or health records; biometric templates; or information about caste, religion, political views, sexual orientation or other highly private characteristics. Employers and recruiters must not request or use such information through Huzzl except where strictly lawful, necessary and separately disclosed, including for a candidate-requested workplace accommodation.

4. Where personal data comes from

1. Directly from you, when you register, complete a profile, set preferences, apply, interview, communicate or exercise a privacy choice.
2. From an employer or recruiter that uploads or submits candidate information and confirms it has authority to do so for a genuine recruitment purpose.
3. From public professional profiles or websites, where collection and use are permitted by applicable law and the source's terms.
4. From external job portals or job publishers, where Huzzl receives or lawfully accesses job-listing or application-related information.
5. From Huzzl's systems, when we structure information, generate matches or scores, record consent and activity, or operate security controls.

We do not treat the fact that information can be found online as unlimited permission to use it. If we create a candidate record from an employer upload or another indirect source, we will use it only for the disclosed recruitment purpose, provide notice where required, and offer a way to correct, claim or delete the record, subject to applicable law.

5. Why we use personal data

We process personal data only for lawful, specified purposes. Depending on the activity, we rely on your affirmative consent, your voluntary request for a specified service, performance of an agreement, an employer customer's lawful instruction, or a requirement or authorisation under applicable law. Where consent is required, the request will be clear and separate from unrelated matters, and you may withdraw it with comparable ease.

6. Candidate profile visibility

A registered candidate's full Huzzl profile may include the candidate's name, contact information, resume, career history, skills, location, availability, compensation preferences and other profile fields. After the candidate gives the separate visibility confirmation presented during onboarding, the full profile is placed in Visible mode and may be searched and viewed by verified employer and recruiter accounts.

Candidates can switch to Private mode at any time through Privacy Settings or by contacting us. In Private mode, the profile is not available for general employer search and is shared only when the candidate applies for a role, expressly approves disclosure, or asks Huzzl to perform another service that requires disclosure. Turning visibility off does not retrieve copies already lawfully accessed or retained by an employer, but the employer remains bound by its Huzzl obligations and applicable law.

An employer or recruiter may upload information about a candidate it already represents. The uploader must have authority and must give any legally required notice. Unless the candidate claims the profile or separately consents to broader visibility, employer-uploaded candidate data is limited to that employer's authorised account and the Huzzl personnel, processors and interview experts needed for that employer's recruitment process. It is not placed in the cross-employer searchable talent pool.

CANDIDATE CHOICE: The visibility confirmation must be shown separately during onboarding and must not be hidden inside acceptance of the Terms. A candidate who declines visibility should still be able to create a private profile and apply to jobs.

7. External jobs and application approval

Huzzl may discover, summarise or link to jobs available on third-party websites or portals. Before Huzzl sends an application or candidate profile, the candidate will be shown the intended recipient and the information to be shared and must approve that specific application. Huzzl does not automatically apply to multiple external jobs under the operating model covered by this Policy.

After an application is sent to an external employer or portal, that recipient may process the submitted information under its own privacy notice and legal responsibilities. Huzzl cannot always withdraw information already delivered, although we will assist with a valid request where reasonably possible.

8. AI-assisted matching, screening and interviews

Huzzl uses artificial intelligence and rules-based systems to organise resumes and job descriptions, extract skills and relevant experience, compare job-related criteria, identify supporting evidence, generate match or interview scores and recommend possible shortlisting or rejection. Factors may include skills, years and recency of relevant experience, evidence of applying a skill, location, work arrangement, availability, notice period, compensation alignment and interview responses.

AI outputs are probabilistic. They can be inaccurate, incomplete, outdated or affected by ambiguous data. They are decision-support tools, not statements of fact or guarantees of suitability. Employers and authorised human reviewers are responsible for reviewing relevant source information and making the final hiring decision. Huzzl does not make a solely automated final employment decision under the service described by this Policy.

The described interview service does not analyse facial expressions or emotions, infer personality from appearance, create voiceprints, identify a person biometrically, or score a candidate based on accent. If Huzzl proposes any such feature in the future, it will first complete a separate legal and fairness review, update this Policy and obtain any specific consent required.

A candidate may ask us to correct source data, report an apparent scoring error, obtain a high-level explanation of the principal job-related factors used, or request human review of a Huzzl-generated recommendation. The employer remains responsible for communicating and reviewing its employment decision.

9. Interview recordings and transcripts

Before an AI or Huzzl-enabled interview is recorded, we present a recording notice describing what will be captured, why, who will receive it and how long it will be kept. Recording begins only after the participant gives affirmative consent. A visible or audible recording indicator should remain active during the session.

Interview audio or video may be used to create a transcript, evaluate job-related answers, support human review, investigate quality or integrity issues and provide the authorised employer with the interview record. Interview media is normally retained for 180 days. Transcripts, scores, recommendations, evaluator notes and related recruitment records may be retained for 24 months as described below.

If a candidate does not wish to be recorded, the candidate may decline and ask the employer whether an alternative assessment is available. Huzzl cannot guarantee that an employer will offer an alternative, but declining optional AI-training consent must not affect access to the interview or the hiring decision.

10. AI improvement and model training

Huzzl may use de-identified and aggregated information to measure service performance, identify common skills, test matching quality and improve workflows, provided the information is not reasonably capable of identifying an individual.

Huzzl will use a candidate's resume, interview recording, transcript, answers or other personal data to train or fine-tune a Huzzl-owned model only if the candidate gives a separate, optional and specific consent. This consent is not a condition of using Huzzl or participating in recruitment. We will minimise direct identifiers before inclusion where reasonably possible. A user may withdraw consent for future training runs. Withdrawal does not invalidate earlier processing and may not technically reverse changes already incorporated into a trained model, but we will stop using the source data for new training and erase or de-identify it where required.

Our contracts and configurations should prevent cloud or AI service providers from using Huzzl personal data to train their general-purpose models. If that position changes, we will update the notice and obtain any consent required before the change applies.

11. When we share personal data

We share only what is reasonably necessary for the relevant purpose:

1. Verified employers and recruiters may view registered candidates whose visibility is on and receive profiles, applications, interview records and related data for genuine recruitment.
2. The uploading employer or recruiter may access candidate information it lawfully provided and the results of the requested workflow.
3. Assigned human interview experts may receive the job description, relevant profile information, interview responses and evaluation materials under confidentiality and use restrictions.
4. Cloud hosting, AI inference, email or messaging, customer-support, interview, security and other service providers may process data for Huzzl under written instructions and confidentiality, security, deletion and India-location obligations.
5. External employers or job portals receive the data shown to and approved by the candidate for a specific application.
6. Professional advisers, auditors, insurers or potential transaction parties may receive necessary information under confidentiality for legal, financial, security or corporate purposes.
7. Government, court, regulator, law-enforcement or cyber-security authorities may receive information where disclosure is required or authorised by applicable law or a valid legal process.

We do not sell personal data. We do not share candidate data for unrelated advertising, list-building or marketing by employers. Employer and recruiter users are contractually restricted to genuine recruitment and related workforce planning authorised by the candidate or applicable law.

12. Our roles when an employer uses Huzzl

Syncortex LLP determines the purposes and means of processing for Huzzl account administration, platform security, candidate-selected visibility, Huzzl-wide matching, service improvement and compliance. For those activities, Syncortex LLP acts as the responsible data fiduciary or comparable responsible organisation under applicable Indian law.

For an employer-specific workflow in which the employer uploads candidates, selects criteria and instructs Huzzl to screen or interview on its behalf, the employer generally determines the recruitment purpose and Huzzl may act as its service provider or data processor. The employer remains responsible for its lawful basis, notices, candidate communications, access decisions and final employment decision. A separate enterprise agreement or data-processing addendum may allocate these duties in more detail.

13. Processing and storage in India

Under the operating model covered by this Policy, Huzzl stores and processes personal data in India. We require contracted cloud, AI and other processors handling Huzzl personal data to use approved India-based processing and storage locations, including for backups, logs and support operations where relevant.

If Huzzl later proposes processing outside India, we will first assess applicable restrictions, update this Policy and related processor terms, and provide any notice or obtain any consent required before the change takes effect.

14. Retention and deletion

The periods above are defaults, not permission to retain data that is no longer needed. A shorter or longer period may apply because of a deletion request, a current recruitment process, a contract, fraud prevention, a security incident, a legal hold or another applicable law. When retention ends, we delete, securely dispose of or irreversibly de-identify the data.

15. Security

We use reasonable technical and organisational safeguards appropriate to the nature of the data and the risks involved. These are designed to include role-based access, strong authentication, encryption in transit and where appropriate at rest, secure development and patching, separation of environments, monitoring and audit logs, backup and recovery controls, vendor due diligence, confidentiality obligations and incident-response procedures.

No online system is completely secure. Users must protect their credentials, use unique passwords, keep devices secure and promptly report suspected unauthorised access. We will notify affected users and authorities of a personal-data breach where and within the time required by applicable law.

16. Essential cookies and similar technologies

Huzzl may use essential cookies or similar technologies for sign-in, session continuity, security, load balancing and user-requested settings. These are necessary to provide the Services. This draft does not assume advertising cookies or cross-site behavioural tracking. If optional analytics or advertising technologies are introduced, we will identify them, explain their purpose and provide a consent or preference control where required.

17. Communications

We may send service messages about accounts, applications, interviews, security, privacy requests and policy changes. These are not promotional messages. We send marketing communications only where permitted and provide an unsubscribe mechanism. Opting out of marketing does not stop necessary service or legal notices.

18. Your choices and rights

Subject to applicable law and verification of your identity, you may:

1. Ask for a summary of personal data we process and the processing activities carried out.
2. Review and correct inaccurate or misleading information, complete incomplete information and update outdated information.
3. Request erasure of personal data that is no longer needed, subject to lawful retention.
4. Withdraw consent for future processing where consent is the basis of processing.
5. Switch candidate profile visibility off or on.
6. Report an AI output error and request appropriate human review or a high-level explanation of principal job-related factors.
7. Raise a grievance and, where available under applicable law, nominate another individual to exercise rights in the event of death or incapacity.

Use the Privacy Settings in your account, the rights-request link listed below, or email our privacy contact. We may ask for information reasonably necessary to verify your identity and locate the relevant account. We may refuse or limit a request where required or permitted by law, including to protect another person's rights, preserve evidence or comply with a legal obligation. We will explain the reason where the law permits.

19. Account deletion

You may request account deletion through account settings or the privacy contact. Deletion removes the account from ordinary use and begins the applicable deletion process. Limited registration, application, consent, security, complaint or legal records may remain for the period required by law or reasonably necessary for an active dispute. Copies already delivered to an employer or external portal are controlled by that recipient, although you may contact the recipient or ask Huzzl for reasonable assistance.

20. Adults only

Huzzl is intended only for individuals aged 18 years or older. You must not create an account or participate in an interview if you are under 18. If we learn that we have processed a child's personal data contrary to this rule, we will take reasonable steps to restrict and delete it, subject to legal retention. A parent or guardian may contact the Grievance Officer or privacy contact with supporting information.

21. Third-party websites and job listings

The Services may link or redirect to an employer, recruiter, assessment provider or external job portal. Huzzl does not control that third party's site, terms, privacy practices, availability or security. Review the recipient's terms and privacy notice before submitting additional information. A link, verification check or match does not guarantee that a listing, employer or candidate is genuine or suitable.

22. Changes to this Policy

We may update this Policy to reflect changes in the Services, data practices or law. We will publish the updated version with a revised effective date and provide a prominent or direct notice where a change is material or fresh consent is required. Changes do not retroactively authorise a new purpose that requires consent.

23. Contact, rights requests and grievances