Trust center
Cofeeds publishes its privacy, language, consent, audit, and employer-responsibility posture so hiring teams can review the evidence behind each candidate workflow before they scale.
Compliance posture
The trust model combines privacy law readiness, French-language service commitments, candidate consent, security controls, and human hiring accountability.
Candidate profiles, interview recordings, consent records, access controls, retention schedules, deletion requests, and privacy contact workflows are designed to support Quebec Law 25 and Canadian PIPEDA review with counsel.
Cofeeds supports a French-first candidate and employer experience in Quebec, including French onboarding, French commerce paths, French legal pages, and bilingual parity checks for key hiring workflows under Bill 96 / Loi 96.
Candidates are asked to consent before starting an AI voice interview. The consent posture covers recording, transcription, automated analysis, employer access after unlock, and the option not to proceed.
Account data, resumes, interview media, transcripts, scores, embeddings, payment records, and audit logs are governed by published retention windows and deletion handling.
Cofeeds treats AI scores as decision support. Employers remain responsible for hiring decisions, and candidates may request human review or an explanation of automated assessment results.
The service uses encryption in transit, private storage for resumes and interview recordings, role-based access patterns, audit logs, rate limits, and operational monitoring.
Operational proof
Cofeeds maps sensitive hiring data to a purpose, retention posture, deletion path, and review owner so privacy counsel and employers can evaluate the workflow beyond a policy statement.
Data type
Purpose
Processor/category
Storage and transfer posture
Retention and deletion posture
CV and profile data
Profile creation, matching, employer review
Cloud hosting provider and AI/document-processing providers
Private storage with access controls; cross-border processors reviewed before use
Active account; deleted or de-identified within 30 days after account deletion unless law requires retention
Interview recording and transcript
AI interview evidence, scoring support, employer unlock review
Cloud hosting provider, voice/transcription providers, and AI providers
Private media storage and limited processor access for transcription and scoring
Up to 24 months from interview or until account deletion, whichever comes first
Scores, explanations, and embeddings
Ranking, source-linked explanations, auditability, and match quality
Cloud hosting provider, AI providers, and embedding providers
Stored as profile/match artifacts; used as decision support, not as an autonomous hiring decision
Active account; removed or de-identified after deletion handling
Consent and audit records
Proof of notices, candidate choices, employer access, and operational review
Cloud hosting provider and server-side audit logging
Access-limited records used for compliance, security, support, and dispute review
Up to 24 months unless needed for security, disputes, or legal obligations
Payment and transaction records
Billing, accounting, tax, and unlock records
Payment processor and cloud hosting billing references
Payment processor systems plus Cofeeds transaction references
As required by tax and accounting law, typically up to 7 years
Data processors
Cofeeds tracks processor categories, data handled, and transfer posture so new sensitive processing, subprocessors, and cross-border changes can be reviewed before production use.
Employer responsibilities
Category
Provider
Data handled
Review posture
Hosting, database, authentication, and private storage
Cloud hosting & database provider
Account, profile, resume, interview, audit, and application records
Access is role-based. Cross-border hosting or storage changes should receive privacy and transfer review before production use.
Payments, invoices, and billing records
Payment processor
Billing contacts, checkout sessions, invoices, and payment events
Payment processing is handled by a dedicated payment processor. Cofeeds does not store full card numbers.
Transactional email
Transactional email provider
Email address, message metadata, and transactional email content
Used for service and contact communications. Optional marketing use should be separated and consent-aware.
Error and performance monitoring
Error & performance monitoring provider
Operational logs, error traces, route context, and diagnostics
Personal information in logs should be minimized and reviewed through retention and access controls.
AI, voice, transcription, document processing, and embeddings
AI/LLM and voice providers
Resume text, interview transcript/audio context, scoring support, and embeddings
Sensitive AI processing and cross-border transfers should receive privacy impact and vendor/subprocessor review.
Incident response
Cofeeds maintains a privacy contact and incident review path for suspected unauthorized access, disclosure, loss, or use of personal information.
Proof artifacts
The trust center now names the artifacts Cofeeds should be able to produce during customer diligence, privacy review, or a candidate rights request.
Candidate-facing notice should state that the interview may be recorded, transcribed, analyzed by AI, connected to profile scores, and shared with employers after unlock.
Candidates should be able to review profile status, interview completion, account settings, and request access, correction, deletion, consent withdrawal, or human review.
Unlock records should connect employer, candidate, timestamp, billing context, and access purpose so profile access remains auditable.
A reviewable explanation should show the score dimension, weight, confidence, and supporting CV or transcript evidence where available.
New processors, sensitive AI processing, and cross-border transfers should be checked for contract terms, subprocessors, retention, security posture, and privacy impact.
Audit trail
Cofeeds is built around source-linked profile evidence, configurable role criteria, consent records, access events, human override, and reviewable score explanations rather than an opaque hiring recommendation.
