Strategy&Consult

Recruitment Privacy Notice

Candidate and talent-pool personal data

Effective: 4 August 2026 | Version: 1.0

1. Controller and scope

STRATEGY&CONSULT PROFESSIONAL SERVICES LTD is controller for recruitment data described here unless a different hiring entity is named for a vacancy. Contact: info@strategyandconsult.com; Canterbury, Kent, United Kingdom. This notice covers employees, workers, contractors, interns and talent-pool candidates.

2. Data and sources

  • Application data: name, contact details, location, education, qualifications, skills, experience, CV, portfolio, role preferences and salary/availability information.
  • Assessment data: interview notes, work samples, test results, communications and panel feedback.
  • Due-diligence data at the appropriate stage: identity/right-to-work, references, conflicts and background information where lawful and necessary.
  • Special-category or criminal-offence data only when necessary, lawful, proportionate and protected by an applicable condition and policy.
  • Sources: you, referees, recruitment agencies, professional/public profiles, previous employers, assessment providers and lawful background-check providers.

3. Purposes and bases

We use data to receive and manage applications, communicate, assess suitability, arrange interviews, verify claims, make offers, onboard successful candidates, improve recruitment, meet equality/immigration/legal duties, protect rights and systems, and maintain an optional talent pool. UK/EU bases are steps before contract, legitimate interests in fair recruitment and workforce planning, legal obligations, and consent only where appropriate. Special-category/criminal data requires an additional lawful condition. Under Saudi PDPL we use consent, contract/request, legal obligation or another permitted basis and apply sensitive-data restrictions.

4. Mandatory information and automated decisions

Fields marked required are needed to assess or contact you. You need not provide optional demographic or talent-pool information, and refusal will not disadvantage the application. We do not currently make recruitment decisions solely by automated means with legal or similarly significant effects. If introduced, we will give specific notice and required safeguards.

5. Sharing and transfers

Access is limited to authorised hiring personnel, relevant managers and approved HR, recruitment, assessment, IT, storage, communications, legal and background-check providers. Data may be shared with authorities where required. International transfers use the jurisdiction-specific safeguards described in our Privacy Policy.

6. Retention
  • Unsuccessful applications: normally 6 months after the recruitment decision, then deletion or anonymisation, unless a longer period is needed for an active complaint/claim or local law.
  • Talent pool: up to 24 months only with a separate, optional choice; we will invite renewal before extending.
  • Successful candidate: relevant data moves to the personnel record under the employee retention schedule; non-relevant recruitment material is deleted.
  • Right-to-work/background evidence: retained only for the statutory or documented necessity period.
7. Security and applicant responsibilities

Use the designated upload channel and submit only relevant information. Do not include passport, national-ID, bank, health, family or criminal information unless specifically requested. Uploads must be malware-scanned, access-controlled and size/type restricted. Email is not guaranteed to be secure.

8. Rights and complaints

Applicable rights and response times are described in our Privacy Policy. Exercising a right will not adversely affect an application. Contact us with subject ‘Candidate Privacy Request’ or ‘Data Protection Complaint’. You may also complain to the relevant regulator.

9. Changes

We update this notice when recruitment practices or law change. The version at the time of application is retained with the recruitment record.