Candidate Privacy Notice

1. Purpose and scope

This Candidate Privacy Notice explains how Xenspire Group Inc. d/b/a OneSource Professional Search ("OneSource") handles information about people who apply for roles, are contacted about opportunities, or participate in recruiting services. It supplements the general Privacy Policy. OneSource acts as a recruiting intermediary; the hiring employer makes employment decisions and may issue its own privacy notices.

2. Where candidate information comes from

We may identify professional contact details, work history, skills and relevant publicly or commercially available professional background from LinkedIn and other professional networks, recruiting data providers, prior recruiting interactions, referrals, job boards and internal ATS/recruiting records. Candidates also provide information directly through applications, screening conversations and communications. The resume presented to a client is obtained directly from the candidate; information used for sourcing or research may come from other identified sources.

3. Types of information

Information may include name, contact details, work history, qualifications, education, professional credentials, work location preferences, compensation expectations, availability, application materials, answers to screening questions, recruiting correspondence, candidate feedback, interview status, and notes relevant to matching legitimate opportunities. We may create internal assessments or matching suggestions with human review.

Ordinary recruiting outreach does not require Social Security numbers, government identification scans or medical records. If a particular hiring process requests sensitive personal information or accommodation information, it must be handled under appropriate separate disclosures and applicable law.

4. Why we use it

We use candidate information to consider individuals for suitable opportunities, assess job-related qualifications, communicate about searches, coordinate employer introductions, schedule interviews and offers, maintain recruiting records, fulfill contractual services, respond to individual requests and comply with law. We may retain profiles for future relevant opportunities, subject to legal rights and applicable exceptions.

Talent Connect candidate accounts

At talentconnect.onesourcepros.com, individuals can create and manage a professional profile; provide resumes, experience, qualifications, preferences and communications; review curated opportunities; and apply or express interest. OneSource may combine that information with its recruiting records to support relevant opportunities, subject to the Privacy Policy and applicable rights.

Candidate account registration is distinct from employer registration at hos.onesourcepros.com. An individual’s acceptance of candidate account terms does not create an employment relationship with OneSource, does not require the individual to accept a job, and does not itself authorize the disclosure of a named resume or identifiable profile to any particular employer.

A candidate can change preferences or request access, correction or deletion through privacy@onesourcepros.com, subject to applicable legal exceptions. Removing a Talent Connect account does not necessarily erase every lawfully retained record in independent recruiting systems immediately; we evaluate and act on requests across relevant systems.

5. Authorization before employer submission

Before OneSource sends a candidate-provided resume to an identified prospective employer, we obtain the candidate’s authorization for that specific submission and record it in the recruiting workflow. Authorization to discuss one role is not blanket authorization for other employers. Where a search is confidential, we will disclose the employer’s identity and obtain informed submission authorization before sharing the resume with that employer.

Employer-specific representation and submission consent

Before providing a prospective employer with a candidate-provided resume or identifiable screened candidate profile, OneSource seeks the candidate’s authorization for that specific employer and opportunity. The recorded authorization should identify the employer (except for limited confidential-search cases where identity is disclosed before the actual submission), role or engagement, information to be sent and date or event of authorization.

A candidate may decline a representation request. Consent to representation is separate from being sourced, joining Talent Connect, expressing general job preferences, or agreeing to optional referral and mentorship activities. Employer recipients are expected to restrict the information to legitimate hiring evaluation and protect its confidentiality.

6. Who receives candidate information

With the applicable authorization, recruiting information is shared with the prospective employer and authorized hiring personnel for evaluation and follow-up. Information may also be processed by authorized recruiting, ATS, communication, cloud and AI providers supporting our services. We may disclose information for legal compliance or to protect rights and systems. Employer recipients have their own privacy and employment-law duties.

Talent Vault and professional summaries

We may create generalized summaries of your professional experience, qualifications, and career interests to help prospective employers discover relevant talent.

These summaries may be displayed within HiringOS or through client-specific Talent Vault preview links that can be accessed without logging in.

Talent Vault previews are designed not to disclose your name, contact information, or other direct identifiers.

Before sharing your identifiable professional profile or résumé with a prospective employer, we obtain your authorization for that specific employer and opportunity.

Some combinations of unusual roles, employers, location or career details may still make someone recognizable. OneSource uses safeguards intended to minimize that risk and restrict customer attempts to identify people from previews.

Candidates can raise concerns about Talent Vault use or request a privacy review at privacy@onesourcepros.com. We assess requests under applicable law and do not promise that every professional fact available from public sources can be erased everywhere.

7. AI-assisted screening and human oversight

Approved enterprise AI tools may process candidate resumes, professional histories and screening notes to assist recruiters with summaries, matching and recommendations. Recruiters review AI output and make recruiting progression decisions; employer customers make final hiring decisions. AI does not independently make final decisions. Candidates can raise concerns about inaccurate information or request access, correction or deletion where applicable through privacy@onesourcepros.com.

Referrals, mentorship and curated opportunities

If enabled, Talent Connect permits voluntary participation in referrals and mentorship. We may collect referral details, program participation history, professional interests, mentor or mentee preferences and communications needed to run those features. A referred person’s information may come from a referrer; before broader use or disclosure, we apply applicable notice, contact and authorization requirements.

Referral participation does not automatically create a right to a payment. Any incentive program will describe eligibility, qualification, payment triggers and restrictions separately. Mentorship participation does not guarantee employment, professional accreditation, or a particular outcome. Participants should avoid sharing confidential information about third parties or employers.

Individuals may opt out of nonessential referral or mentorship participation without losing access to otherwise available curated opportunities. Any additional program-specific consent requests will be presented at the appropriate enrollment point.

8. Retention and future opportunities

Candidate profiles may be maintained for consideration in later suitable searches, unless an applicable law or valid request requires deletion or restriction, or lawful retention obligations apply. Data that is no longer needed will be deleted, de-identified or archived under an approved retention schedule.

9. Candidate choices

Candidates may decline outreach, withdraw from consideration, decline a proposed employer submission, and request access, correction or deletion of personal information as permitted by law. Contact privacy@onesourcepros.com. We may need to retain limited records for compliance, security, candidate-protection disputes or other lawful needs. OneSource cannot necessarily delete copies that an employer independently holds; candidates may need to contact that employer.

No recruiting-service fee is charged to candidates for creating an account, applying for jobs or being considered for an opportunity. Candidate accounts do not constitute employment with OneSource or guarantee referral, interview, hiring or an offer. Candidates may withdraw authorization before a new employer submission; past authorized disclosures may not always be retractable.

10. Respectful and lawful recruiting

OneSource seeks to evaluate individuals on job-related criteria and support lawful, nondiscriminatory recruiting. Employer customers retain final hiring and employee onboarding responsibilities. Recruiting contact and marketing communications will be conducted subject to applicable communication and opt-out requirements.

11. Updates and contact

Effective November 4, 2026, Version 1.5. Privacy requests: privacy@onesourcepros.com. Mailing address: 11 Apex Dr #300, Marlborough, MA 01752, United States. For details on state privacy rights, security and service providers, see our Privacy Policy.