Say HELLO!
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Trust, privacy, and control

Privacy Policy

A practical view of how Say HELLO handles candidate profiles, CVs, videos, employer review, deletion, and source data.

Candidate control
Verified employer access
Deletion and anonymization

Last updated: May 2026

1

Who we are

Say HELLO! ("we", "us", "our") operates a hospitality recruitment platform for candidates, employers, and Say HELLO staff. This policy explains how we handle personal data in the product we are building.

2

Plain English summary

We use your data to help you apply for hospitality roles, help verified employers review relevant candidates, keep the marketplace safe, and support legal or operational records.

Candidates stay in control

You choose when to create an account, upload a CV, add a photo, record or upload a video, apply to a role, update availability, or request deletion.

Employers are verified

Employer access is private and sales-assisted. Employers can review applicant data only through scoped, verified access.

Internal data stays internal

We do not show candidates internal AI scores, employer notes, reviewer identities, raw audit logs, or hidden moderation labels.

Legal approval still matters

Final candidate terms, privacy wording, video consent, CV parsing consent, partner data language, retention rules, and Saudi/local hiring notices need legal/client approval before production launch.

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What candidate data we collect

We collect the information needed to create a useful application packet and run a safe hiring marketplace.

Account and contact data

Name, email, phone, login method, location, nationality, age or date of birth where required, and account security records.

Profile and work data

Current role, company, department experience, role level, availability, start timing, preferred locations, and application answers.

CV, photo, and enhancement data

Uploaded CVs, extracted CV fields you confirm, optional photos, enhancement orders, generated asset versions, and active asset choices.

Video data

Your latest active reusable video, upload or recording metadata, processing state, duration, confirmation state, and review outcome.

Application and review data

Jobs you view, save, apply to, withdraw from, or are shortlisted for, plus the application-time CV, profile, video, answers, and source path.

Source and usage data

Device, browser, session, referral, campaign, partner/source link, analytics events, and marketplace safety signals.

Consent and version data

Cookie choices include the policy version and choice time in the browser. From 6 August 2026, signed-in choices are also appended to an account consent history. Other confirmations are described as consent records only when the product saves their exact decision and version.

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How we use your data

We use candidate data to let you browse jobs, continue an application after signup, build a reusable profile, prepare a video, submit applications, receive status updates, and discover relevant roles.

Matching and applications

We use your profile, CV, video state, answers, availability, and source path to support applications and review-ready employer views.

Product guidance

Lucy and other product guidance may use profile or CV context to suggest simple preparation copy, such as a reusable 30-second video script.

Trust and safety

We use checks, human review, audit events, and moderation workflows to reduce fraud, unsafe jobs, duplicate misuse, and low-quality applications.

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CV, profile, and video visibility

When you apply, Say HELLO may prepare a review packet for the verified employer. That packet can include your profile, CV, latest active approved video, application answers, and application-time metadata.

Video control

You preview and confirm a video before it becomes active. You can replace or delete your active video. Old playable videos are not kept by default after replacement.

Review-ready gate

Submitting a packet and becoming employer review ready are separate. Employer review visibility can wait for profile, CV, video, or staff checks.

No hidden scoring to candidates

Candidate-facing pages show simple status and useful prompts. They do not expose AI scores, internal buckets, employer notes, or watch-time analytics.

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Employer access, matching, and shortlist handoff

Employers can review candidate data only after Say HELLO grants verified access and while the candidate remains eligible for that employer's permitted hiring workspace.

Matched Talent Pool access

When your application becomes an eligible match, active hiring team members across that employer group may view your profile, CV, and contact details while the job is live, for 30 days after it closes, or while you remain shortlisted.

Property review

The normal Candidates workspace remains limited to the properties and jobs assigned to each hiring team member.

After shortlist

A shortlist handoff supports continued contact outside Say HELLO for interviews, offers, visa steps, or onboarding.

Employer-private data

Employer team notes, internal review activity, package details, and hidden decision records are not shown to candidates.

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Partner and source data

Some candidates may arrive from job boards, campaigns, referrals, schools, agencies, or partner links. We use source data to continue the selected job journey, measure what worked, and report marketplace performance.

Official application path

When a partner sends you to Say HELLO, we may show source-aware trust copy so you know this is the official application path for that role.

Confirmed prefill only

Partner-provided fields can prefill signup or profile fields only when approved, labelled by source, and confirmed by you before becoming trusted application data.

No invasive tracking

We use event and session tokens for attribution. We do not use device fingerprinting as the attribution model.

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AI, checks, and human review

Say HELLO may use AI and automated checks to organize applications, support script guidance, flag quality issues, and help staff review queues. Humans and employers make final hiring and operational decisions.

Candidate safety

Candidate-facing copy uses simple action language such as needs changes. It avoids exposing internal risk labels or raw moderation details.

Employer safety

Employers do not see internal AI match scores, hidden risk labels, or staff-only audit context unless an approved policy permits it.

10

Cookies and analytics

We use cookies and similar technologies for authentication, security, preferences, analytics, source attribution, and partner measurement where approved. See the Cookie Policy for more detail.

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Deletion and anonymization

If you request account deletion, Say HELLO is designed to remove you from active employer review immediately, then process personal data deletion and anonymization.

7-day recovery

A 7-day recovery window protects against accidental deletion. Active applications are withdrawn immediately and new applications are blocked during recovery. The candidate can still sign in to review or cancel the request.

Personal assets

The current deletion workflow removes the main profile identity, contact details, stored CV and photo files, playable video access, and private video backups. Some non-playable rows and operational history may remain with identifiers removed or access blocked while the wider deletion inventory is completed.

Anonymized history

Application history, reporting, support, compliance, and audit records may remain only where they no longer expose your identity and are needed for platform integrity or legal reasons.

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Retention and audit records

We keep personal data while your account is active or while needed to provide the service, protect the marketplace, meet legal duties, resolve support issues, or defend legal claims.

Active records

Active CVs, photos, videos, applications, and profile data are kept while needed for your account and applications. Limited signed-in cookie consent history may remain linked to the restricted account record as evidence of the choices made. Deleted or suspended accounts cannot add to or read that history through the app.

Audit metadata

Limited audit metadata may be retained after deletion or anonymization so Say HELLO can prove important actions, prevent abuse, and support compliance.

13

Data export and correction

Candidates should be able to request access, correction, export, or deletion of personal data.

Current archive

The privacy center creates an authenticated JSON export on demand. It includes account, profile, application, answer, settings, up to the 200 most recent notifications and 500 most recent cookie consent events, and CV, photo, and video metadata where practical. It does not package the uploaded media files themselves.

Account-bound download

The export route requires the current signed-in account and returns the file directly. The app does not maintain a standing archive or send a reusable public download link.

Correction path

Candidates can edit normal profile, CV, photo, video, availability, and preference data in product, and can contact support for data they cannot edit.

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Availability, withdrawal, and notifications

Availability and withdrawal are separate controls. Changing global availability should not silently withdraw active applications.

Availability

Candidates may set availability such as actively looking, open to the right role, or not currently available, plus start timing.

Per-job withdrawal

Withdrawing from one role happens from that application context. It does not automatically turn off the reusable profile.

Protected notices

Security, deletion/export, legal/privacy, needs-changes, shortlist/contact, and account-critical notifications should remain protected.

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Reports, moderation, and safety cases

Candidates and employers can create reports or support cases when something appears unsafe, fraudulent, abusive, discriminatory, or incorrect.

Candidate-side cases

Candidate profile, CV, photo, video, enhancement quality, and candidate-side flags can route to Candidate Profile Admin review.

Employer and job cases

Fake employers, unsafe jobs, harassment, discrimination, serious identity/contact abuse, and illegal requests can trigger Account Management or founder review.

Careful visibility

Reports and risk holds use practical public copy. Raw evidence, reporter identity, internal risk labels, and full audit payloads stay restricted.

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Security

We use access controls, scoped employer permissions, secure account flows, staff role boundaries, and audit records to protect candidate and employer data.