Privacy-first recruiting workflows for real candidate data.

How Scoutlane uses information

• Operate recruiter workspaces, job setup, public application forms, candidate review, reports, and interview scheduling.
• Parse resumes and job requirements so recruiters can see structured evidence instead of manually copying information between tools.
• Generate AI-assisted summaries, match explanations, score context, and comparison views that recruiters can review before taking action.
• Send application, interview, scheduling, support, and service emails when configured by the hiring workspace.
• Protect the platform through company-scoped access controls, audit records, abuse prevention, logging, troubleshooting, and provider diagnostics.

Roles in the hiring workflow

For candidate applications submitted to an employer workspace, the hiring company generally decides why and how candidate data is used for its recruiting process. Scoutlane provides the platform that processes that data for the hiring workflow. Scoutlane may also act as an independent controller, data fiduciary, or similar role for account, billing, security, support, legal, and product operations data.

Legal bases and purposes

The applicable legal basis depends on the user, jurisdiction, and workflow. Scoutlane processes personal data only for recruiting workspace operation, candidate review, scheduling, security, support, compliance, and service administration purposes.

• Consent, when candidates submit applications, upload resumes, accept screening flows, or connect optional integrations.
• Contract or pre-contract steps, when recruiter customers use Scoutlane to operate a workspace, invite users, manage plans, or receive support.
• Legitimate interests, such as securing the service, preventing abuse, maintaining audit records, and improving reliable recruiting workflows in a privacy-conscious way.
• Legal obligations, where records must be preserved, disclosed, or restricted to comply with applicable law or lawful requests.
• Employer-provided lawful basis, when the hiring company controls why candidate data is processed for its recruiting process.

AI assistance and human control

Scoutlane uses AI to help parse resumes, compare candidate evidence against job requirements, produce summaries, surface gaps, and prepare recruiter review context. AI outputs are decision-support information only. Recruiters and hiring teams remain responsible for reviewing evidence, applying lawful hiring practices, and making final shortlist, rejection, interview, offer, and hiring decisions.

Scoutlane is not designed to make solely automated hiring decisions. Candidates who need an alternative process or accommodation should contact the hiring company listed in the application flow, or Scoutlane support if the employer contact is unavailable.

Google and Microsoft Calendar data

If a recruiter connects Google Calendar or Microsoft Calendar, Scoutlane uses calendar access to check free/busy availability and create, update, or coordinate interview events requested through the workspace. Scoutlane does not sell calendar data, use it for advertising, or use it to train generalized AI models.

Google Calendar access currently uses the scopes https://www.googleapis.com/auth/calendar.freebusy and https://www.googleapis.com/auth/calendar.events so the workspace can check availability and create or coordinate interview events requested by connected users. Scoutlane AI's use and transfer of information received from Google APIs will adhere to the Google API Services User Data Policy, including the Limited Use requirements.

Calendar access can be disconnected from Scoutlane integration settings or revoked from the connected provider account. Removing access may limit live availability checks and calendar event creation.

Sharing and service providers

Scoutlane does not sell candidate data. We share information only as needed to provide, secure, support, and improve the service, or as required by law.

• Hosting, database, storage, logging, and infrastructure providers that keep the service running.
• Email providers such as Resend when a workspace sends transactional recruiting email.
• AI providers used to generate resume parsing, summaries, scores, and screening support.
• Calendar providers such as Google Calendar or Microsoft Calendar when a recruiter connects an account for interview scheduling.
• Support, security, legal, or compliance parties when needed to operate the service, enforce terms, or respond to lawful requests.

Retention, deletion, and candidate requests

Company admins can configure candidate data retention in Scoutlane privacy settings. Retention and deletion workflows are designed to anonymize or remove candidate profile data, resume references, parsed resume content, AI response storage, voice screening records, email content, embeddings, and related personal data where supported.

• Recruiters and company admins can update company privacy settings, consent text, retention configuration, and team access from the workspace.
• Candidates can ask the hiring company or Scoutlane AI support for help with access, correction, export, or deletion requests.
• Candidate deletion and retention workflows anonymize or remove personal data where the product supports it, while preserving non-identifying operational records where appropriate.
• Calendar users can disconnect Google or Microsoft Calendar access from the integration settings or revoke access from the calendar provider account.

To make a privacy request, contact the hiring company listed in the job flow or email support@scoutlaneai.com. We may need to verify your identity and may direct employer-controlled hiring requests to the relevant employer.

Regional rights and notices

Scoutlane is being prepared for India, US, and EU customer workflows, but legal obligations vary by employer, candidate location, role, and use case. The hiring company may need to provide its own candidate-facing notice, lawful basis, accommodation process, and retention policy.

• India DPDP-style requests may include access to processing information, correction, erasure where applicable, consent withdrawal, and grievance support.
• EU/UK-style requests may include access, rectification, erasure, restriction, portability, objection, consent withdrawal, and complaint to a supervisory authority.
• US state privacy requests may include access, deletion, correction, opt-out, or appeal rights where the relevant law applies to the customer or Scoutlane.
• Requests can be limited by security, identity verification, legal retention, audit, fraud-prevention, or employer-controlled hiring record obligations.

International transfers and subprocessors

Scoutlane may use infrastructure, storage, email, AI, calendar, logging, support, and security providers in India, the United States, the European Economic Area, or other regions where service providers operate. When required, customers should use a signed agreement or data processing addendum to define transfer safeguards, subprocessors, audit rights, and customer-specific retention terms.

Security and document handling

Scoutlane is designed around company-scoped access, authenticated recruiter workspaces, private resume storage, short-lived resume access links, audit-friendly records, and production configuration checks. Resume and job-document scanning support exists through configurable providers, but Scoutlane does not claim every production file is scanned unless a scanner has been configured and verified for the workspace.

Contact

Questions about this Privacy Policy or Scoutlane AI data handling can be sent to support@scoutlaneai.com.

Candidates should also contact the hiring company listed in the job application flow when the request relates to a specific employer's recruiting process. Scoutlane can help route requests, but employer-controlled hiring records may require employer action.