Privacy Policy
Last updated: July 9, 2026
This Privacy Policy explains how Hireware, a product of Bessemer Legacy, LLC ("Hireware," "we," "us"), handles personal information in connection with the Hireware hiring-operations system, our website, and related services (the "Services"). It is written to be read by four audiences: the hiring organizations that use Hireware ("Customers"), the people who use it on their behalf ("Users"), the job applicants whose information is processed through it ("Candidates"), and visitors to our website.
Our role: please read first
- For a Customer's account and User data, Hireware acts as a controller.
- For Candidate data processed on a Customer's behalf, Hireware acts as the Customer's service provider / processor, on the Customer's instructions. The Customer (the hiring organization) is the controller and the employer, and is responsible for its hiring decisions and for the notices and consents required of an employer. Hireware does not decide who is hired.
- For website visitors (the cookie and analytics data described below), Hireware acts as a controller.
If you are a job applicant
The hiring organization you applied to (not Hireware) decides on your application. Hireware is the software they use. Here is what matters most:
- We collect the information you provide (name, contact details, résumé, and any optional eligibility answers) and, only if that employer has enabled and you have consented to a recorded first-round interview, your interview recording and a transcript of it.
- Software helps the hiring team by extracting factual information from your materials and flagging things for a human to look at. It does not score, rank, rate, or decide. A person at the hiring organization makes every decision.
- For any recorded interview, we analyze the transcript text only; we do not run facial, emotion, or voice-biometric analysis.
- You can ask to access, correct, or delete your information. Because the hiring organization is the controller, we will route your request to them or act on their instruction; you can also reach us at privacy@hireware.co. If an interview was recorded, you can request deletion of the recording at any time, and we honor recording-deletion requests promptly.
If you are just visiting hireware.co
If you're browsing this website without an account, we collect only two things: the limited automatic and analytics data described in Cookies, below, and whatever you choose to submit through a contact or demo-request form (your name, work email, company, and the details you enter). Visiting the site doesn't make you a "Candidate" and doesn't put you into any hiring pipeline. The sections below on résumés, interviews, and hiring data describe what happens once an organization actually uses the Hireware product, not what happens when you simply visit this website.
Information we collect
From Customers and Users: name, work email, role, organization, authentication credentials (managed by our auth provider), and product-usage information.
About Candidates (on behalf of a Customer): identifiers such as name, email, phone, and any LinkedIn or résumé URL; résumé content and the factual information extracted from it (skills, work history, education, and any explicitly stated work authorization and location); application source; optional eligibility answers (employment-type, work-model, location, and commute preferences, and a lawful work-authorization question (never citizenship)); pipeline stage and status; and Customer-generated content such as internal notes, structured feedback, and votes. Where a Customer has enabled the in-portal first-round interview and the Candidate has consented: the interview video/audio recording and its transcript, plus the facts and structural flags extracted from the transcript.
Automatically: limited log and usage data, IP address, coarse device information, and error-diagnostic telemetry. See Cookies, below, for what cookies we use in the product and on this website.
Cookies
In the product (the portal Customers, Users, and Candidates sign into): we use only the cookies needed to keep you signed in and maintain your session. We do not use advertising or cross-site tracking cookies in the product.
On this website (hireware.co), we use two categories of cookies:
- Strictly necessary — required for the site to function, such as remembering that you've responded to the cookie banner. These can't be turned off.
- Analytics — Google Analytics, loaded through Google Tag Manager, which tells us in aggregate how visitors use the site (pages viewed, approximate location, device type). These are off by default and only load after you accept the cookie banner.
You can decline analytics cookies in the banner, or change your mind later by clearing this site's data in your browser and reloading, which shows the banner again. We do not use advertising or cross-site tracking cookies on the website, and we do not sell or share the data analytics cookies generate.
How we use information
To provide, secure, support, and improve the Services; to perform AI-assisted fact extraction and flagging (never scoring or decisions); to transcribe recorded interviews where enabled; to send transactional email (invitations, status updates, feedback and interview requests, offer-workflow notices); to monitor for errors and abuse; and to comply with law. We do not sell personal information, and we do not use Candidate personal data (or share it with our AI providers) to train third-party AI models. Our AI and transcription sub-processors are engaged under terms that prohibit training on our data.
AI and automated decision-making
Hireware is built so that no employment decision is automated. The AI surfaces facts and flags; a human reviews and decides. There is no candidate score, ranking, or recommendation produced by AI or by math. For recorded interviews, processing is transcript-only: no biometric, facial, or voice analysis. We recognize that automated speech-to-text can be less accurate for some accents and dialects; to mitigate this, the human reviewer has access to the actual recording and the transcript is only an aid, never decisive. Customers remain responsible, as the deploying employer, for any notices, consents, or bias audits their jurisdiction requires.
How we share information
- With the Customer: Candidate data is made available to the hiring organization that is processing the application.
- With sub-processors that help us run the Services, each under a data-protection agreement: Supabase (database, authentication, and file storage), Anthropic (AI fact/flag extraction), AssemblyAI (interview speech-to-text, where enabled; transcript-only), Resend (transactional email), Vercel (application hosting), and Sentry (error monitoring). The list may change; material changes are reflected here.
- For legal and safety reasons, where required by law or to protect rights and safety.
- In a business transfer, as part of a merger, acquisition, or sale of assets, subject to this Policy.
We do not sell personal information and do not share it for cross-context behavioral advertising.
Retention
We retain Customer and Candidate data for as long as needed to provide the Services and as instructed by the Customer, then delete or de-identify it, except where longer retention is required by law (for example, EEOC record-keeping) or to resolve disputes. Interview recordings are retained for up to 90 days and then automatically deleted; the transcript and extracted facts/flags may be kept longer as part of the hiring record. A Candidate may request earlier deletion of a recording at any time.
Security
We use layered safeguards, including tenant isolation (row-level security), encryption in transit and at rest through our infrastructure providers, short-lived signed URLs for any file access, least-privilege access controls, and audit logging of pipeline activity. No system is perfectly secure, but we work to protect personal information appropriately for its sensitivity.
Your privacy rights
Depending on where you live, you may have rights to access, correct, delete, or obtain a copy of your personal information, and to appeal a decision about a request. Because Hireware acts as a service provider for Candidate data, we will route Candidate requests to the relevant Customer or act on the Customer's instruction; you may also contact us and we will help direct your request.
- California (CCPA/CPRA): the categories above are the categories we collect; we collect them for the purposes described; we do not sell or "share" personal information and do not use sensitive personal information to infer characteristics. California residents have rights to know, delete, correct, and to non-discrimination, and may use an authorized agent.
- Other U.S. state laws (including Virginia, Colorado, Connecticut, Utah, and similar): comparable rights to access, correct, delete, and opt out apply; we honor them consistent with our service-provider role.
- Recorded interviews: in addition to the above, a Candidate may request deletion of an interview recording at any time, which we honor promptly.
To exercise rights, contact privacy@hireware.co.
Children
The Services are for workplace hiring and are not directed to children under 16, and we do not knowingly collect their information outside of a legitimate job application submitted by the applicant.
International users
The Services are operated and hosted in the United States. If you access them from outside the U.S., you understand your information is processed in the U.S.
Changes to this Policy
We may update this Policy; we will post the new version with an updated "Last updated" date and, where appropriate, notify Customers.