Privacy Policy

Last updated: 28 de setembro de 2026 (version 2026-09-28)

i8talent is a candidate screening platform with conversational interviews conducted by artificial intelligence, operated by INTELLIGENCE8 TECNOLOGIA LTDA., registered under Brazilian company number (CNPJ) 12.651.460/0001-69, with its registered office in Itatiba, State of São Paulo, Brazil (“Intelligence8”). This policy explains what personal data we process, why, who we share it with, and what your rights are.

This is a single policy and it applies to everyone, in every country. We do not publish one version per jurisdiction: we publish one text and state, in section 1, which law reaches you. The original document is written in Brazilian Portuguese; versions in other languages are courtesy translations, and in the event of any divergence the Portuguese text prevails.

1. Who this policy applies to, and which law reaches you

The platform is operated from Brazil and used by companies and candidates in several countries. Which data protection law reaches you depends on where you are and where the company that published the vacancy is:

Brazil — the General Data Protection Law (Lei nº 13.709/2018, “LGPD”). It is the law of the place where we are established, and it applies to all processing carried out here.
European Economic Area — the General Data Protection Regulation (Regulation (EU) 2016/679, “GDPR”), where you are in the European Union, Norway, Iceland or Liechtenstein and apply through this platform.
United Kingdom — the UK GDPR and the Data Protection Act 2018, on the same terms.
Other countries — the data protection legislation applicable where you are. Where it grants more than this policy describes, that law prevails.

The rights listed in section 11 are offered to everyone, not only to those covered by one of these regimes: the candidate area and self-service deletion work the same way in every country.

2. Who decides on the processing: the three regimes

Who decides on the processing changes according to the data, and that is what determines who answers for it. There are three of them, and the difference is not a formality: it determines who you address a request to.

Candidate data. The controller is the company that published the vacancy — it defines the role, the criteria and what happens to the application; Intelligence8 acts as a processor, processing that data on its behalf and on its instructions. In LGPD terms, the company is the *controlador* and we are the *operador*.

Account and prospect data. For the registration data of platform users and of prospects who leave their contact details on the site, the controller is Intelligence8 itself. The commercial terms of that relationship are in the Terms of Use.

Your candidate account data. There is a third case, and it was born with the candidate area. So that you can sign in to My applications with your email address, the platform keeps things that do not belong to any company: your email address as your identity here, the sign-in code, your preference about receiving notices (which applies to all of your applications, at every company), the control that ends your open sessions, and the request for and the receipt of the deletion of your data. There is no company on whose behalf this data could be processed — whoever decides what to do with it is Intelligence8, which in this respect is a controller. To exercise your rights over this part, contact the data protection officer (section 12); the candidate area also lets you handle most of them yourself (section 10).

3. What we collect

Candidates for vacancies: name, email address, telephone number, links to professional profiles (LinkedIn/GitHub), CV in PDF form and the text extracted from it, answers to the vacancy form and the full transcript of the interview conducted by the AI, plus the screening result (score, recommendation and observations).
Candidate area (“My applications”): the email address you applied with, the sign-in code we sent to it — stored only as a cryptographic hash, never in the clear — and, if you change them, two notice preferences: whether or not to receive the periodic notice that the process is still running, and the reminder that the interview link is about to expire. There is no password and no separate registration (section 10).
Record of your consents: for each acceptance or refusal — when submitting the application and when starting a voice interview — we keep the purpose, your choice, the version of this policy, the date and time, the IP address and the browser identification. The record does not keep your email address: it sits under a code derived from it (a pseudonym — section 10).
Prospects (leads): name, email address and telephone number provided in the contact form on the home page.
On-screen support conversations: the text you write in the support button and, if you choose to provide them, a name and an email address — neither is required. If you are signed in, we use the name, email address and company from your account instead of asking for them. The conversation exists only while it is happening: one hour after the last message it is deleted from the platform (section 9).
Administrative area users: name, email address, access role and authentication records (sign-in codes are stored only as a cryptographic hash, never in the clear).
Billing and invoicing data of the contracting company: company name or individual name, the Brazilian tax number (CNPJ, or CPF where the customer is an individual) or the equivalent tax identifier outside Brazil, billing address, billing email address, contact telephone number and payment history. Card details are entered directly on the Stripe payment page and never pass through the platform.
Signing in with Microsoft or Google (optional): whoever uses this route gives us, through the provider, the verified email address and the account identifier at that provider — at Microsoft, this identifier includes the organisation (tenant) identifier. The email address locates the account that already exists here; the identifier stays in the access record and is what links that sign-in to the external identity. Everything else that comes in the token serves only to confirm that the provider vouches for that address, and does not enter the account. We request only identification scopes (openid, email and, at Microsoft, the basic profile): what we do not request or keep is a password, mailbox, files, contacts, calendar, authorisation to act on the person's behalf, or any key that would let us return to the account afterwards.

We do not ask for sensitive data — what the LGPD calls sensitive and the GDPR treats as special categories: racial or ethnic origin, religious belief, political opinion, trade union membership, health data, sex life, genetic or biometric data. There is no field for it anywhere on the platform, and we ask you not to include it in your CV or in your interview answers. We also do not collect demographic data about candidates, at any stage.

4. What we use the data for

Running the selection process: receiving the application, conducting the AI screening interview and producing a report for the recruitment team.
Communicating the progress of the process by email.
Talent pool — only if you tick the box, which is separate and optional (declining does not affect your application): considering your profile for other vacancies at the same company, for up to 24 months from the application. Accepting authorises that company's recruiters to search for your profile, to receive it as a suggestion for its other vacancies (through automated analysis of how well your CV fits) and to contact you. After that period, the application is no longer considered for other vacancies; the period limits this use, not the retention of the data, which follows section 9. You may withdraw at any time (section 12). Your data is never shared with other companies on the platform.
Replying to commercial enquiries (leads).
Authenticating administrative area users and maintaining your session in the candidate area.
Charging the subscription and issuing the contracting company's invoice.
Handling support requests, through the ticket form or the on-screen conversation.
Protecting the platform: preventing fraud, abuse and fabricated applications, and investigating improper access to personal data.
Measuring platform usage (vacancies, applications and interviews carried out) — these metrics contain no personal data.

5. Legal bases

Every purpose has a legal basis, and it changes according to the regime in section 2. In the Brazil column we cite the LGPD; in the European Economic Area and United Kingdom column, the GDPR and the UK GDPR, which share the same design of legal bases.

Purpose	Who decides	Brazil (LGPD)	EEA and United Kingdom (GDPR)
Receiving the application, conducting the screening interview and delivering the report to the company	The company that published the vacancy (we act as processor)	Preliminary steps relating to a contract, at the data subject's request (art. 7, V)	Pre-contractual steps at the data subject's request (art. 6(1)(b))
Talent pool: considering you for other vacancies at the same company	The company that published the vacancy	Specific and highlighted consent (art. 7, I)	Consent (art. 6(1)(a))
Your candidate account: signing in with your email, keeping notice preferences, ending sessions	Intelligence8	Performance of a service provided to you, at your request (art. 7, V)	Performance of a contract with you (art. 6(1)(b))
Carrying out the deletion of your data and keeping the receipt for it	Intelligence8	Compliance with a legal obligation and the regular exercise of rights (art. 7, II and VI)	Legal obligation (art. 6(1)(c))
Recording your acceptances and refusals, with date, IP address and browser	Intelligence8	Compliance with a legal obligation — the burden of proving consent falls on whoever processes (art. 8, § 2)	Legal obligation and accountability (art. 6(1)(c) and art. 5(2))
Replying to those who leave their contact details on the site (leads)	Intelligence8	Consent (art. 7, I)	Consent (art. 6(1)(a))
Giving access to the administrative area users of the client company	Intelligence8	Performance of the contract with the client company (art. 7, V)	Performance of a contract (art. 6(1)(b))
Charging the subscription and issuing the invoice	Intelligence8	Compliance with legal obligations, including tax obligations (art. 7, II)	Legal obligation (art. 6(1)(c))
Platform security, prevention of fraud and fabricated applications, audit trail	Intelligence8 and the contracting company, each within its own regime	Legitimate interests (art. 7, IX)	Legitimate interests (art. 6(1)(f))
Handling support requests	Intelligence8	Performance of the contract and legitimate interests (art. 7, V and IX)	Performance of a contract and legitimate interests (art. 6(1)(b) and (f))

Where the basis is consent, you may withdraw it at any time, without giving reasons and without affecting what was done beforehand on that basis. Where the basis is legitimate interests, you may object to the processing — write to the data protection officer (section 12) and we will assess the request.

6. Artificial intelligence, automated decisions and human review

You are told beforehand. Before it starts, the platform informs you that the interview is conducted by an artificial intelligence, and what it will do with what you answer. Nobody is interviewed by an AI here without knowing that it is an AI.

The AI does not decide. It labels, requirement by requirement, the evidence it found in your answers; the code computes a deterministic score from those labels; and a person decides about your application. There is no path on the platform that rejects anyone automatically, and the score is not applied as an automatic cut-off. Every screening is recorded with the full transcript and with the score broken down part by part, so that the recruiter can see where each point came from.

The AI does not assess how you sound. Tone of voice, accent, hesitation, stammering and emotional state are forbidden both by instruction to the model and by a deterministic filter that runs outside it: an observation mentioning any of those traits is refused before it reaches the recruiter. What is assessed is what you say, not how you sound.

Human review. You may request human review of any assessment, and information about the criteria used, through the channel in section 12 — in Brazil this is the right under art. 20 of the LGPD; in the European Economic Area and the United Kingdom, art. 22 of the GDPR guarantees that you are not subject to a decision based solely on automated processing which produces legal effects or similarly significantly affects you. Since the decision about your application is always made by a person, that situation does not arise here; even so, requests for review and for an explanation are granted.

Obligations of the employer. Where local law imposes additional duties on those who use automated tools in recruitment — an independent bias audit and prior notice to the candidate, as required by Local Law 144 of the City of New York, or equivalent notices in other jurisdictions — those duties fall on the employer using the tool, which is the party deciding on the hire. We provide it with the full transcript and the score broken down part by part, which are the raw material for those obligations. We do not carry out bias audits: they depend on demographic data, which, as stated in section 3, we do not collect at any stage.

AI regulation in the European Union. Regulation (EU) 2024/1689 (the “AI Act”) classifies the use of AI in candidate screening as high risk, with obligations that come into force in stages. The transparency duty — telling you that you are interacting with an AI — is already observed, as described in the first paragraph of this section. In this policy we do not claim to comply with obligations that are not yet in force, nor with certifications we do not hold.

7. Who we share data with

We do not sell personal data, and we do not use it for advertising. We share it only with those who are necessary for the platform to work:

AI providers (Anthropic, OpenAI or Google, depending on the configured model): they receive the content needed for the interview and the screening (CV, answers and conversation messages) solely in order to process the analysis. In the voice interview — where the vacancy offers it and you choose it — the audio of the conversation is streamed in real time to OpenAI, which transcribes it and generates the interviewer's speech. The platform does not record the audio: what is kept is the text transcript.
Infrastructure and storage (DigitalOcean): hosting of the system, the database and the private storage of CVs. It is also on this infrastructure, on a server of ours, that the software connecting the voice interview audio runs (LiveKit, open source): it is not a third-party service and has no recording configured.
Email delivery (SendGrid/Twilio or the Google Workspace email relay service — the platform uses one of the two at a time, according to the configuration in force): transactional messages such as confirmations and sign-in codes.
Payments (Stripe): receives the company name and the email address of the person responsible for the account in order to process the subscription. Card details are entered directly on Stripe's page.
Ticketing and invoicing system (ERPNext, hosted in the United States): it keeps support tickets — those opened through the form and the on-screen conversations of signed-in users — with name, email address, company, plan and the content of the exchange; and the contracting company's billing data listed in section 3, used to issue the invoice. The platform does not send candidate data to this system; what reaches it is what the person requesting support writes — which is why we ask that a ticket refer to an application by its reference number, not by the person's details.
Telegram: the messages you write in on-screen support reach our support team through Telegram, and that is where they reply from. What goes there is the text of the conversation and whatever identifies the writer (name and email address, if provided or if you are signed in). The platform does not send candidate data through this channel; only what is written in the conversation arrives.
Microsoft and Google, only when the user chooses to sign in with their account: in order to authenticate, the provider necessarily learns that that account signed in to i8talent. At that step the provider is the one deciding on the processing, as a controller and under its own policy — not as our processor. No candidate data passes through it. The connection can be reviewed and undone in your account with the provider: at Google, myaccount.google.com/connections; at Microsoft, myapps.microsoft.com (work account) or account.microsoft.com/privacy/app-access (personal account). Undoing it deletes nothing here — the email code still signs you in.
The company that published the vacancy, as the recipient of the screening report for the purpose of running the selection process.
Authorities and third parties, where there is a legal obligation, an order from a competent authority, or a need to exercise or defend rights in proceedings.

8. International transfers

International transfers. Using the platform means sending data outside the country where you are. Intelligence8 is established in Brazil, and that is where our relationship with you begins. Anthropic, OpenAI, Google, Twilio (SendGrid), Stripe and DigitalOcean are companies based in the United States, and the processing they carry out takes place, in whole or in part, outside Brazil. DigitalOcean does not operate data centres in Brazil: the platform's database and files are hosted abroad. The ticketing and invoicing system is also in the United States.

If you are in the European Economic Area or the United Kingdom, this means your data leaves that region — for Brazil and for the United States. We do not state here which transfer instrument covers each flow, because that is a statement one makes only once it has been signed, and we prefer silence to a guarantee we cannot evidence. To find out the current status of each flow before applying, contact the data protection officer (section 12).

9. How long we keep data

Application data is kept for as long as the selection process is active and for the period needed to comply with legal obligations — or until you exercise your right to deletion (section 10). Sign-in codes expire in 10 minutes and are single use; the record of each code — which, in the candidate area and in data deletion, holds your email address — is deleted within 25 hours after it expires or is used. The candidate area's notice preferences stay until you delete your data. The talent pool option is valid for up to 24 months from the application (section 4).

On-screen support conversations are deleted from the platform one hour after the last message. Before deleting, we email the transcript to the support team, which keeps it like any other support correspondence. If you were signed in, the conversation is also recorded as a ticket in our ticketing system — the same one used for tickets opened through the form — and remains visible to you under Support, in the dashboard.

10. Candidate area and self-service data deletion

Candidate area

In My applications you can follow the applications made with your email address, at any company on the platform. To sign in, enter your email address and the sign-in code we send to it — there is no password. The session lasts 2 hours. There you can see where each application stands (without scores or assessments, which belong to the company) and you can, without talking to anyone:

withdraw an application: you leave the process and the record remains, so the company understands why you left;
delete the data of one application: this erases that application, its interview and its CV, for good;
mute notices: the periodic progress notice and the interview link reminder, for all applications or for just one;
read the whole interview: your answers and the questions, as you read them, to keep or print. If the conversation was by voice, the transcript is automatic and may have misheard a name or a number — you can note alongside it what you said. What was recorded does not change; your note sits next to it;
turn the talent pool on and off for each company, on the application card. Turning it off applies to all of your applications at that company and does not withdraw you from the vacancy you applied for — it only stops the company looking for you for other roles;
correct your contact details (name, telephone, LinkedIn). The email address cannot be edited: it is your identity here, and it is how deletion finds what to erase. Answers to the form and to the interview cannot be edited either — what was recorded is what was said;
sign out of all devices: this also ends sessions open in other browsers, not only this one.

Delete all your data

You can permanently delete all of your data from the platform, at any time and without talking to anyone, at Delete my data: enter your email address, confirm with the verification code you receive, and the deletion is immediate — applications, interviews and transcripts, CVs, contact details left on the site, and whatever the candidate area held (notice preferences and sign-in codes).

What remains after deletion, and why

Deletion removes from the platform's database everything holding your name, your email address, your CV and your answers. The records below remain. The first three are pseudonymised, not anonymous: they sit under a code derived from your email address, which does not reveal the address but does recognise the same person if they use the platform again — and IP address and browser identification are personal data.

What remains	Why
Receipt of the deletion: the code derived from the email address, how many applications and contacts were erased and, for each application, the vacancy and the date and time.	To demonstrate that the request was met, and when.
Record of your consents: purpose, choice, version of this policy, date and time, IP address and browser identification, under the same code.	To prove that the processing was lawful while it lasted — proof that falls on whoever processes the data. For the talent pool, it is also what keeps a refusal of yours effective after the application has been erased.
Audit trail: the acts performed on the application (who, at the company, viewed it or moved it to another stage; the withdrawal; the deletion), by internal identifier, with date and time, IP address and browser of whoever performed the act — yours, in the case of the deletion. Without name, email address, CV or answers.	Security and accountability: investigating improper access and demonstrating that the deletion happened.
Usage statement and technical records of the AI calls: counts (application received, interview carried out), vacancy, model, cost and internal identifiers that no longer point to anything.	Invoicing of the contracting company and cost control. They do not identify you.
Database backups, taken automatically by the infrastructure provider.	To recover the platform in the event of a failure. What was deleted leaves them as the backup cycle replaces them.

Messages already sent by email — to you or to the company — remain in the mailbox of whoever received them; deletion does not reach them.

11. Your rights and how to exercise them

The rights below exist under all three regimes in section 1, with different names and very similar content. The right-hand column says where, in practice, you exercise each one — and most of them do not depend on asking anyone for anything.

Right	Where you exercise it
Confirmation and access — to know whether we process data about you and to obtain a copy of it.	My applications shows your applications and the whole interview. For anything outside that, write to the data protection officer (section 12).
Rectification of incomplete or out-of-date data.	In the candidate area, on each application: name, telephone and LinkedIn. The email address and answers already given cannot be edited — why is explained in section 10.
Erasure (the “right to be forgotten”).	Delete my data, self-service and immediate. What remains, and why, is in section 10.
Withdrawal of consent, at any time.	The talent pool has a switch per company on the application card. For the other consents, write to the data protection officer.
Objection to processing based on legitimate interests.	Write to the data protection officer (section 12), saying which processing you object to.
Portability of the data you provided, in a machine-readable format.	Ask the data protection officer. The interview transcript and the application data are already available to you in the candidate area.
Restriction of processing, while a request of yours is being assessed.	Ask the data protection officer, who records the restriction while the assessment runs.
Information about sharing — who your data has been shared with.	Section 7 lists them all. For the specific case of your application, ask the data protection officer.
Review of an automated decision and an explanation of the criteria.	Section 6. The request goes through the channel in section 12 and the reply includes the score broken down part by part.
Complaining to a supervisory authority for data protection.	Section 12.

Where the request concerns an application, we may need to forward it to the company that published the vacancy, which is the controller of that data (section 2) — and we tell you when that happens. We do not charge for handling requests, and we reply within the shortest period required by the regime that reaches you.

Withdrawing from the talent pool. In My applications, on the application card, there is a switch for each company — turn it off and that is that, without writing to anyone. It applies to all of your applications at that company, and it does not withdraw you from the vacancy you applied for. Deleting the application or all of your data (section 10) also ends this use. And your most recent choice at that company always prevails: if you apply to it again without ticking the box, earlier applications stop being considered.

12. Data protection officer, privacy channel and complaints

Data protection officer (DPO). Abel Babini Filho — abel@intelligence8.com. This is the person appointed to receive communications from you and from data protection authorities. For day-to-day requests, the privacy channel below is quicker and reaches the same team.

Privacy channel: privacidade@intelligence8.com. This is where the requests in section 11 come in.

Complaints. If you are not satisfied with our reply, you may complain to the competent data protection authority: in Brazil, the ANPD — the National Data Protection Authority; in the European Economic Area, the supervisory authority of the country where you live, work or where the problem occurred; in the United Kingdom, the Information Commissioner's Office (ICO). In other countries, the equivalent local authority, where one exists.

13. Security and cookies

CVs are held in private storage with access restricted to authenticated users; sign-in codes are protected by hashing; communications use HTTPS. The platform uses essential cookies only: the administrative area session cookie, the candidate area session cookie (`i8t_candidate`, valid for 2 hours; on the published site it carries the `__Host-` security prefix), a 10-minute temporary cookie during sign-in with Microsoft or Google (it holds only the state of that sign-in, and is deleted on return from the provider), the support conversation cookie for as long as the conversation lasts and, if you change the site language, your language preference — we do not use advertising or tracking cookies. As all of them are strictly necessary for the service you asked for, there is no consent banner to display.

14. Changes to this policy

This policy may be updated to reflect changes to the platform or to the law. Each version has its own date and identifier, shown at the top of this page, and the consent recorded keeps exactly the version that was read — which is why a new version never rewrites what you accepted before. The date of the last update appears at the top of the page.

Controller of registration data, lead data and candidate account data: INTELLIGENCE8 TECNOLOGIA LTDA., CNPJ 12.651.460/0001-69, Itatiba, State of São Paulo, Brazil.