Privacy Notice

Aurelian DUMITRU, trading as HR Bridge, is the controller of personal information used to operate the HR Bridge website, candidate services, employer services and staff review platform.

Employers may act as separate controllers for candidate information they receive in connection with their own recruitment decisions. Their privacy information and legal duties apply to their independent use of that information.

• Operator: Aurelian DUMITRU.
• Contact email: contact@hr-bridge.co.uk.

This notice applies to candidates, employer representatives, employer team members, staff users, people who contact support, website visitors and other people whose information is included in a recruitment or verification record, such as referees.

It covers the public website and every candidate, employer and staff workspace operated by HR Bridge. A third-party website or service linked from the platform has its own privacy terms.

• Account and contact information: name, email address, password hash, account type, email-verification status, communication preferences and employer membership.
• Candidate profile information: professional summary, location, telephone number, work history, education, skills, qualifications, salary expectations, CV and profile links.
• Candidate verification evidence: identity, address, education, certificates, references and employment evidence, together with review decisions, notes, clarification requests and expiry dates.
• Employer information: legal and trading names, company number, website, domain, industry, size, location, contact and billing information, plus insurance, registration, domain and compliance evidence.
• Recruitment information: saved jobs, applications, cover notes, CV packets, application-specific videos, status history, employer review notes, interview arrangements and interview messages.
• Purchases and billing records: service or plan purchased, amount, currency, status, invoices, Stripe checkout, payment or subscription identifiers and fulfilment records. HR Bridge does not receive full card details from Stripe.
• Support and communications: support tickets, replies, notification history, verification correspondence and other messages sent through the platform or by email.
• Technical and security information: IP address, session and security-cookie information, browser or device details available in server logs, timestamps, authentication events, file-access logs and audit history.

• Directly from you when you register, complete a profile, upload evidence, apply, purchase a service, arrange an interview or contact us.
• From an employer or employer team member when they create accounts, jobs, application decisions, notes or interview arrangements.
• From candidates, referees or other people where their information appears in a CV, reference or supporting record.
• From Stripe and other service providers when they confirm a transaction, delivery event, security event or technical status.
• From public registers or company websites when reasonably necessary to verify an employer or information supplied to us.

We select and document a lawful basis for each purpose before using personal information. More than one basis may apply where the purposes are genuinely different.

Verification evidence is used for human-led checks and is not made public. Employers receive only the candidate information authorised for a particular application; they do not receive a candidate’s private identity and verification files merely because they use HR Bridge.

Do not upload health, criminal-conviction, diversity or other special-category information unless HR Bridge specifically requests it and explains why it is necessary. HR Bridge does not use facial recognition or other biometric identification and does not make verification decisions solely by automated means.

If sensitive information is genuinely necessary, HR Bridge will identify an additional condition under data protection law before using it and will apply access restrictions appropriate to the information.

• Verified employers and their authorised team members, when a candidate applies or otherwise authorises a relevant recruitment interaction.
• Candidates, where employer, job, application and interview information is needed for the recruitment process.
• Authorised HR Bridge staff and contractors who need access for verification, support, billing, security or platform administration.
• Technology providers supporting hosting, private file storage, email delivery, security, backups and platform operations, acting under appropriate contractual duties.
• Stripe and associated payment providers for checkout, payment, subscription, fraud-prevention and refund processing.
• Professional advisers, insurers, auditors, regulators, the Fair Work Agency, law-enforcement bodies or courts where disclosure is necessary and lawful.
• A buyer, investor or successor in connection with a proposed business reorganisation, subject to confidentiality and data-protection safeguards.

Some service providers may process information outside the UK. Before making a restricted transfer, HR Bridge will use an applicable UK adequacy regulation, the UK International Data Transfer Agreement, the UK Addendum to approved standard contractual clauses, or another lawful safeguard. Where required, we also complete the relevant data-protection risk assessment.

You may contact us for more information about the safeguard used for a particular provider or transfer.

We keep information only for as long as it is needed for the purpose collected, legal and regulatory record-keeping, resolving disputes and establishing or defending legal claims. We then delete, anonymise or securely dispose of it.

HR Bridge uses role and permission controls, private storage, authentication safeguards, signed file access, access logging, audit records, transport security where deployed over HTTPS, backups and operational review to protect information. Access is limited to people with a business need.

No system is completely secure. You must use a strong unique password, protect your account and tell us promptly if you suspect unauthorised access. Do not send private verification evidence through ordinary email unless HR Bridge specifically instructs you to do so securely.

HR Bridge uses software to organise records, enforce workflow requirements and display statuses. Candidate verification, employer verification and job-approval decisions are human-led. HR Bridge does not make decisions producing legal or similarly significant effects solely through automated processing.

Employers make their own recruitment decisions. Contact us if you believe an incorrect automated workflow or status has affected you.

The platform currently uses strictly necessary cookies for sessions, authentication, security and form protection. These are required for the service you request and cannot be switched off through a consent tool.

HR Bridge does not currently use non-essential advertising or analytics cookies. If that changes, we will provide clear information and obtain consent before placing non-essential cookies where the law requires it.

Depending on the circumstances and lawful basis, you may have rights to be informed, access your information, correct inaccurate information, request erasure, restrict use, receive portable information, object to processing and withdraw consent. You also have rights relating to solely automated decisions.

Send a request to contact@hr-bridge.co.uk. We may need to verify your identity. Rights are not always absolute; if an exemption or legal retention duty applies, we will explain our decision. There is normally no charge for exercising a right.

Contact contact@hr-bridge.co.uk with a privacy question, rights request or complaint. We will acknowledge and investigate data-protection complaints, keep you informed and explain the outcome without undue delay.

You may also complain to the Information Commissioner’s Office. We would appreciate the opportunity to address your concern first, but this does not limit your right to contact the ICO.

We may update this notice when the platform, providers or law changes. The current version and effective date will remain available here. If a change materially affects how we use existing information, we will provide an appropriate notice through the platform or by email before the change takes effect where required.