1. Information involved
- Identity, contact and application information supplied by a candidate or recruiting organisation.
- Role requirements, approved evaluation criteria and workflow status.
- Communications, availability, interview scheduling and consent records.
- Candidate statements, interview notes, source-linked evidence and open questions.
- Audit records showing actions, approvals, users and system events.
2. How Tymivo supports the workflow
Tymivo may coordinate approved communications, schedule interviews, organise candidate-provided information, identify missing operational information and prepare material for authorised human review. It is not designed to autonomously hire, reject or advance a candidate.
3. Lawful use and transparency
Customers are responsible for identifying an appropriate lawful basis, providing required notices, configuring relevant retention periods, limiting users and criteria, and ensuring meaningful human oversight. Special-category or highly sensitive data should not be entered unless the customer has confirmed a lawful need and suitable safeguards.
4. Accuracy and correction
Recruiting organisations should provide candidates with a practical way to correct inaccurate information and challenge material used in a decision. AI-generated or summarised output must be reviewed against its sources and must not be treated as verified fact merely because it appears in the platform.
5. Retention and deletion
Customer-controlled recruitment data is retained according to the enterprise agreement, documented customer instructions and configured deletion schedule. After services end, data is returned or deleted as agreed, subject to lawful retention requirements and secure backup cycles.
6. Questions
Candidates should contact the recruiting organisation about a specific application. Questions about Tymivo’s role may be sent to [email protected].