Privacy notice for candidates and hiring teams.

What Puddle Collects

Puddle may collect account information, customer workspace information, candidate invite details, interview scheduling information, audio and video recordings, transcripts, rubric notes, rubric scores, draft rubric observations, rankings, recommendations, summaries, reviewer activity, device diagnostics, support messages, and security logs.

Customers may also provide role rubrics, job context, candidate materials, source signals, and reviewer notes so Puddle can run a structured interview and produce review materials.

How Puddle Uses Data

• To create and operate candidate interview rooms.
• To record, transcribe, summarize, and organize interview records for the hiring team.
• To apply the customer-defined rubric and generate AI-assisted notes, transcript references, rubric scores, rankings, recommendations, draft rubric observations, and review materials for human review.
• To maintain security, debug the product, prevent misuse, and support customers and candidates.
• To comply with legal, contractual, accounting, or security obligations.

AI Boundaries

Puddle is designed to support structured hiring review. Puddle may generate rubric scores, ranked lists, recommendations, draft observations, and other decision-support materials for the hiring team. Puddle does not itself hire, reject, or communicate employment outcomes to candidates. Hiring companies are responsible for reviewing interview materials, providing any required human review or reconsideration process, and deciding how candidates move through their process.

Facial recognition, emotion recognition, voiceprint identification, attractiveness, facial expression, eye movement, accent, race, color, religion, sex, pregnancy, childbirth or related medical conditions, national origin, citizenship or immigration status where protected, age, disability, genetic information, sexual orientation, gender identity, veteran status, arrest or conviction record where protected, zip code, and other protected characteristics or proxies are not inputs for rubric scores, rankings, recommendations, or job-fit outputs.

Session Diagnostics

Puddle may process limited session data to operate and secure the interview room, such as connection quality, device and browser diagnostics, microphone and camera permission status, session start and end timestamps, reconnects, interruptions, and recording status.

Puddle should not treat session diagnostics as a substitute for job-related answers or customer-defined rubric criteria.

Sharing and Subprocessors

Puddle shares data with the customer that invited the candidate and with service providers that help run the product, such as cloud hosting, authentication, email, live video, storage, analytics, support, and AI model providers.

Puddle does not sell candidate personal information or interview recordings, and does not share candidate personal information for cross-context behavioral advertising. Customer agreements may further restrict how customer and candidate data is processed, retained, exported, or deleted.

Retention and Deletion

Puddle retains candidate data for the period needed to provide the service, support customer review, maintain security records, and satisfy legal or contractual obligations. Customer agreements may set shorter or longer retention periods for particular data categories.

Candidates or customers may request deletion by contacting Puddle. Some records may need to be retained when required by law, customer employment-record obligations, dispute preservation, fraud prevention, backup restoration cycles, or security recordkeeping.

Candidate Rights and Accommodation

The hiring company usually determines the purposes of the interview and is the primary contact for employment-related requests. Puddle helps process candidate requests as required by customer agreements and applicable law.

Candidates may contact Puddle or the hiring company to request access, correction, deletion, accommodation, or an alternative interview process. Candidates should not be penalized for requesting a reasonable accommodation or legally required alternative process.

Jurisdiction-Specific Notices

Some locations may require additional candidate notices, consent language, bias-audit information, automated-decision disclosures, deletion rights, appeal or reconsideration rights, or alternative-process information, especially when AI-assisted scores, rankings, or recommendations are used in hiring review. The hiring company is responsible for providing location-specific notices required for its hiring process, and Puddle is designed to support those workflows where configured.