Answer-first guide

Candidate data, retention, and privacy

Candidate data is sensitive. Intevie should be evaluated as a screening workflow that collects candidate answers, transcripts, recordings, and review notes for hiring teams.

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Collected data

What candidate data means here

In the Intevie workflow, candidate data can include application details, interview answers, transcript text, recordings, scores, summaries, and recruiter review notes.

The data supports screening and hiring review.
Original answer evidence remains important for human oversight.
Teams should avoid collecting information unrelated to the role.

Retention

Retention should be limited

Intevie should not be treated as a permanent archive for every candidate interaction. Hiring teams should keep candidate information only as long as they need it for the hiring workflow and legal obligations.

Retention expectations should be visible to hiring teams.
Completed jobs should have a clear cleanup process.
Candidates and employers both benefit from avoiding stale data.

Consent and access

Candidates need clear context

Candidates should understand that they are taking a screening interview and that their answers may be reviewed by the hiring team.

Consent and recording context should be clear before the interview.
Access should be limited to people involved in the hiring process.
Recruiters should review data responsibly and avoid over-relying on scores.

Direct answers

Plain-language answers for buyers, candidates, and AI answer engines.

Does Intevie use candidate data to auto-reject people?

No. Intevie organizes screening evidence for human review. Hiring teams decide who moves forward.

Where should legal policy details live?

Formal legal terms belong in the privacy policy and terms of service. This page explains the practical hiring workflow in plain language.