Revised October 4, 2026.
This policy describes data processed through ai-psychometrics.com, the customer portal, invitations, assessments, reports, optional badges and website consultation chat (together, the “Service”). Company will keep this policy aligned with deployed data flows and applicable notices. It does not replace a Customer’s applicant notice or consent obligations. Interface languages do not identify the countries where contracting or candidate processing is approved. The planned supported markets are the Republic of Korea, Australia, Singapore, the United States and Canada. Applicant locations, local notices and transfers must still be established separately before onboarding; market designation is not a claim of local legal compliance. Other countries are not opened by an interface translation. Contact: help@ai-psychometrics.com.
1. Roles and scope
A Customer decides why to invite and assess applicants and how to use results for hiring; it generally controls that applicant data. AI Psychometrics Inc. processes that data to deliver the contracted Service, subject to the Customer’s instructions, the Data Processing Addendum (“DPA”) and applicable law. We determine our own purposes for website visitors, account administration, support, billing, fraud/security, and legal records. A separately opted-in public credential may require an additional role analysis under local law. Company will apply public-verification and registry privacy controls consistently across its pages, APIs and link previews. The words “controller” and “processor” describe GDPR roles, not a claim that Korea’s PIPA, Canada’s PIPEDA or British Columbia law use identical categories. Under Korea’s PIPA the corresponding terms are the personal information handler (consignor) and the consignee. Assessment participation, optional fairness research, public badge publication and any use of a named holder in marketing require distinct notices and choices where law requires. Any applicant or holder consent screen must show the purpose, public fields and withdrawal route, retain its version and timestamp, and must not make optional public display a condition of an assessment. If an employer invited you, direct requests about the assessment and hiring decision to that employer; you may contact us and we will route or assist appropriately.
2. What we collect
Business account and billing: business and user names, organization, role, work email, optional phone and department, authentication identifiers and session records, Orders, Credits, payment and refund records, invoices, communications, user actions, and support messages. A payment processor handles payment credentials.
Applicant assessment: contact details provided by the Customer (usually email and possibly name), invitation and token records, assessment configuration and role, answers including free-text or conversation content, items presented, timing, progress, scores and ability estimates, report content and paths, response-integrity records, technical/session/security logs, and authorized Customer access or sharing history. Free-text answers may incidentally contain sensitive information; do not include unnecessary sensitive information. Such incidental processing cannot be ruled out.
Badge and credential program: assessment completion and product, certificate/registration number, issue and expiry dates, verification status, optional score band and role, consent version and choice of name display, holder account and public-wallet settings, share-link activity, and for an optional employment credential, holder choice, employer confirmation, reconfirmation and withdrawal or revocation status. Company-level employer and partner registry records include organization and registration details. Candidate credential records and page metadata must not disclose the inviting employer’s identity by default. Exact public fields depend on the separate consent screen and the record type; Section 6 gives the limits.
Website consultation widget: visitor and assistant messages, timestamps, source page, temporary visitor or session identifier, language and basic technical logs. A visitor may optionally give name and email for follow-up; email is not necessary to start a chat. Internal notices to support staff may contain a message excerpt and optional contact details. Do not put another person’s confidential information or sensitive personal information into the widget. When widget storage is enabled, Company will process and retain the conversation as described in this policy.
Website and portal technical data: IP address, browser/device and request details, essential cookies/local or session storage, access/error logs, and security indicators. Company will keep its cookie and tracker inventory current.
3. Purposes and legal grounds
We process applicant data to send invitations, administer assessments, score responses, generate reports and permitted credentials, let authorized Customer users see results, protect the Service, handle requests and support the Customer, and meet lawful instructions. For Customer users and website visitors, we provide accounts, billing, support, consultation replies, security and legal compliance. In Australia and Singapore, relevant privacy principles and statutory notification, consent, security, access/correction and overseas-transfer duties must be reviewed against the actual role and data path; merely listing these countries as markets is not a completed notice or transfer mechanism. Where GDPR or comparable law applies, the Customer identifies a lawful basis for its applicant processing; our independent uses may rely on contract, legitimate interests in safe operations, legal obligations, or consent where required. Company and Customer will establish the applicable Korea-specific legal grounds, cross-border notices and consent mechanisms before the relevant processing. Do not treat assessment consent as consent to publish a badge, use identifiable data for marketing, or run optional fairness research. Company will not sell applicant personal data or use it for advertising. Any pseudonymized fairness, calibration or quality research still requires an applicable legal basis, access controls and the separately designed optional choice where promised. Truly anonymized or aggregate data is handled only where re-identification is not reasonably possible and law permits.
4. AI and assessment outputs
Theta AI uses statistical scoring and may use models to generate assessment content; Titan AI uses language-model processing to evaluate conversational answers. Providers and configurations can vary. We send only necessary context to authorized processors for the requested task, but cannot claim zero external processing. Scores, bands, rationale, comparative outputs and response-integrity records may have limitations, errors or bias. They support a human Customer decision; we do not determine who is hired. A score, band or model recommendation does not itself constitute a final decision. A Customer-configured cutoff or nominal human sign-off may still raise automated-decision obligations under applicable law. Applicants should ask the inviting Customer about assessment consequences, human review, accommodations or alternatives. If an applicable law treats a particular workflow as automated decision-making or profiling, the legally required notice and rights still apply regardless of this product description.
5. Who receives data
Authorized Customer users receive applicant data within their organization and, when Customer enables it, their authorized partner or report recipients. Infrastructure and service providers may process only the data needed for their task: Vercel (portal hosting), Supabase (database/authentication/storage), Google Cloud (runtime), OpenAI (language-model processing), GitHub (Theta statistical pipeline/job artifacts), Neon (Theta item-generation data), Resend (transactional email), Stripe (billing/payment), and other verified services listed in the DPA’s current annex. The applicable data categories, countries and transfer particulars are addressed in the DPA. A company that receives an applicant report is generally the Customer, not our subprocessor. A user-initiated LinkedIn sharing action is a disclosure initiated by that user, not automatic publication by us or necessarily a subprocessor relationship; the sharing flow must show what leaves the Service. We may disclose data to advisers under confidentiality, or to authorities when legally required. We do not disclose a Customer’s applicant data for another employer’s use merely because both use the Service.
The website widget may use a random visitor session identifier in localStorage after use and send conversation context to the configured model provider. Applicant answer text may be included in external model-processing routes. A request-level store:false flag is not a guarantee of zero provider retention. Company will keep disclosures of active processing, service-specific fields and retention current.
6. Public badges and verification
Assessment completion alone does not authorize a public personal credential. A pending credential should not resolve publicly until the applicant makes a separate, informed choice. The applicant may choose whether to display a name (full, initials, or anonymous where available), may choose a public wallet, and may withdraw public display independently of assessment participation. A public verification page for a consented assessment credential may expose the selected name display, credential type, score band rather than raw score, role only when a non-anonymous name is selected, certificate code, issue/expiry dates and current status. A public code or shared link can be copied and indexed, and even an “anonymous” badge may be connected to a person if they share it from a personal profile. The inviting company’s identity must not be exposed on candidate credential surfaces or link previews. A company registry privacy switch must also suppress the public record, API response and metadata generated by us, not simply hide a button; third-party caches may persist. Employer/company registration pages are distinct and may show company name, number, dates and lifecycle state; an Inactive state may mean lost entitlement, not misconduct. An employment credential requires both the holder’s consent and the employer’s confirmation; it is subject to reconfirmation, expiry and withdrawal. Once information is copied by others, our withdrawal cannot delete those copies. Marketing reuse of a person’s identity or badge requires a separate optional permission.
7. Cookies, sessions and security logs
Essential sign-in and security storage is used to keep sessions and prevent misuse. The widget may use a temporary visitor identifier. Company will keep its cookie and tracker schedule current. Browser settings may block some storage but can prevent core features from working. Security logs may contain IP and identifiers and may outlive the related content under a separately reviewed schedule.
8. International processing
Applicant and account data may be accessed or processed outside the person’s country, including the United States and Canada and the locations of verified processors. A Korea-hosted component does not mean all assessment processing stays in Korea. Before a transfer covered by Korean PIPA, the responsible party must identify the applicable Article 28-8 ground and disclose the required particulars for that ground; consent is one possible basis, not the only one. Confirm the actual recipients, destination countries, contacts, timing/method, purposes, retention and any required refusal consequences, and assess onward transfers separately. EU/UK/Swiss transfers need an applicable adequacy, contractual clauses and any required transfer assessment; the DPA cannot fill blank locations with an assumption. Known compute/storage locations include Ohio for Supabase and Neon and Seoul for Titan Cloud Run, with a separate Iowa backup bucket. Storage locations do not establish all provider support-access or onward-transfer countries. These are separate services, not an assurance of single-country processing. Company will identify the model-processing and support-access countries in Annex 3 before the relevant transfer and keep that information current. Global/Standard Retention account labels are not a US-only or zero-retention commitment. See the DPA’s Annex 3 for current transfer information and updates.
9. Retention and deletion
Company will retain candidate assessment data for a default period of up to three years (1,095 days), subject to Customer instructions and applicable law. Company will document the start event for each category in Annex 1 of the DPA. Following a Customer’s written return/deletion request or termination of Service, Company will provide a 30-day export window, delete the relevant data from active systems and backup copies within the verified periods stated in Annex 1 of the DPA for each system and category, subject to lawful retention exceptions. Company will state a period only after verifying the actual deletion cycle of the relevant system or processor. Company will apply any agreed shorter Customer retention setting and reapply deletion to restored copies.
The retention and deletion obligations cover the applicable database records, raw answers, assessments, individual and cohort reports, object storage, badge records, logs, mail outboxes, third-party job artifacts and backups. Company will coordinate deletion with relevant processors; deleting an account row alone does not discharge the obligation to address related files and copies. Company will identify and limit any legally required retention or justified hold, restrict use and access during the hold, and delete the data when that basis ends. Requests may be sent to help@ai-psychometrics.com and are subject to identity verification and the allocation of roles between Customer and Company.
When website widget storage is enabled, Company will delete the primary stored conversation and linked visitor details 90 days after the last visitor or assistant message; name/email updates alone do not reset the clock. Company will address related child records, notification copies, support-email records and backups under their applicable retention schedule. Company will retain separately approved pseudonymized DIF/fairness records for no more than 12 months, keep them separate from primary assessment records, restrict access, and delete them when the approved period expires. Company will keep the category schedule in the DPA current.
10. Security and incident handling
We use role-based authorization, encrypted network connections, hosting-provider encryption at rest where provided, access restrictions and logging to protect personal data. No security method is infallible. Security details in the DPA annex must match live tenancy controls, signed links, secrets handling, backups and incident procedures. Company will maintain appropriate incident-notification and retention procedures. This policy does not promise a security certification.
11. Rights and contact
Depending on law, individuals may request access, correction, deletion, restriction, portability, objection, withdrawal of consent or review of certain automated decisions, and complain to an authority. A Candidate should first contact the inviting Customer concerning an assessment or hiring decision; we can help identify or route the request using help@ai-psychometrics.com, subject to identity verification. Badge-publication withdrawal is distinct from an assessment deletion request. Business users and website visitors may send requests to the same address. We will not demand a badge remain public as a condition of an assessment result. Legal exceptions may apply.
12. Children, updates and language
The Service targets adults in a business hiring context and is not intended for children under 18. If we learn that a minor’s information was submitted, we will address it with the Customer under applicable law. We will identify the effective and update dates on the published policy and give any notice required for material changes. The English text is authoritative for non-Korean readers and is not a substitute for any notice required in a local language. For individuals in Korea, the Korean-language notice, as provided to them, is the effective notice. Mandatory local notice language and interpretation rules prevail. Contact: help@ai-psychometrics.com.