01
Purpose Limitation
Information should be used for the relevant hiring, access, product, or workflow purpose.
Trust & Data Protection
Trust begins with how hiring data and decisions move.
TAPPHIRE is designed around responsible data handling, controlled access, human-reviewed hiring workflows, candidate transparency, employer boundaries, and clear limits on AI-assisted hiring.
Structured hiring infrastructure requires trust at every stage.
Trust model
Trust is built into the hiring workflow.
Hiring involves people, organizations, personal information, communication, evaluation, decisions, and handoffs. TAPPHIRE’s trust model is designed to support that work with purpose limitation, access discipline, human review, transparent policy pages, and controlled product participation.
Trust is treated as part of the platform architecture, not as an isolated legal or compliance layer.
Data handling
Hiring data should be handled with purpose and restraint.
02
Access Discipline
Access to candidate, employer, and workflow information should be limited to relevant users, stakeholders, and service providers.
03
Data Minimization
TAPPHIRE should collect and use only the information needed for the relevant access, hiring, or product workflow.
04
Controlled Sharing
Candidate and employer information should be shared only where relevant to the hiring process, product operation, legal requirement, or authorized workflow.
05
Retention Discipline
Information should be retained only for appropriate business, legal, operational, contractual, security, or recordkeeping needs.
06
No Sale of Candidate Data
TAPPHIRE does not sell candidate data.
Candidate trust
Candidates should be treated as people, not inventory.
Candidate information may include profile details, resumes, work history, skills, preferences, application records, communication, interview status, feedback context, offer movement, and joining-related information.
TAPPHIRE is designed to handle candidate information with purpose, confidentiality, and human-reviewed hiring movement.
View Candidate Data PolicyCandidate protections
- Candidate information is used for relevant hiring purposes.
- Candidate information is not sold.
- Candidate payment does not buy hiring advantage.
- Candidate evaluation should involve human review.
- Candidate data practices are explained through public policy pages.
AI and matching
AI may support the workflow. It does not own the decision.
AI-assisted functionality may support drafting, summarization, matching assistance, categorization, workflow preparation, reporting, or operational review where appropriate.
No final AI decision
AI does not make final hiring decisions.
Support, not judgment
AI outputs should not be treated as final hiring judgments.
No outcome guarantee
Matching support does not guarantee role fit, interview access, selection, offer, or joining.
Human review
Human review remains part of candidate evaluation.
No paid priority
Candidate payment does not improve match priority.
Employer controls
Employer participation should be controlled and accountable.
Employer access to TAPPHIRE is reviewed during launch.
Employer-side workflows may involve job information, role context, hiring team users, candidate applications, communication, interviews, feedback, offer movement, and joining handoff.
Employer trust boundaries
- Appropriate user controls
- Controlled participation
- Relevant access boundaries
- Candidate data purpose
- Human-reviewed hiring decisions
- Public policy transparency
Candidate controls
Candidate participation should be transparent and purposeful.
Candidate-side workflows may include profiles, job interest, applications, communication, interview movement, and data preferences.
TAPPHIRE’s candidate experience is designed around clarity, human review, and data purpose.
For CandidatesCandidate trust principles
- Clear participation context
- Relevant data use
- Human-reviewed evaluation
- Transparent policy boundaries
- Controlled product availability
Payment boundary
Payment does not buy hiring priority.
Candidate payment, if introduced, does not buy ranking, shortlisting, interview access, job access, employer access, match priority, trust priority, or hiring-lane advantage.
Trust library
Public policies for a trust-first hiring platform.
Explore the public policies that explain TAPPHIRE’s data, access, candidate, AI, usage, and processing boundaries.
Privacy Policy
How TAPPHIRE handles information
submitted through the website,
access requests, employer workflows,
candidate workflows, and related
communications.
Terms of Use
The terms governing use of the
TAPPHIRE website, public content,
access forms, and product-related
information.
Candidate Data Policy
How candidate information is handled
across profiles, applications,
communication, review workflows,
interview movement, and handoff.
AI and Matching Policy
The boundaries around AI-assisted
workflows, matching support,
human review, and hiring decisions.
Acceptable Use Policy
Rules for responsible use of the
website, forms, access requests,
employer workflows, candidate workflows,
and platform conduct.
Subprocessors
Information about third-party service
providers and tool categories that
may support TAPPHIRE operations.
Data Processing Addendum
Information about data processing
terms for applicable employer,
partner, or client relationships.
Trust & Data Protection
Begin with trust.
Request access to TAPPHIRE if your organization wants structured hiring infrastructure with clear data boundaries, human-reviewed workflows, and controlled access.