--- title: VibeShifter Data Protection | Candidate & Employer Data description: Review VibeShifter's approach to recruitment information, data sharing, security, retention, consent, privacy requests, and responsible data handling. --- [Skip to content](http://www.vibeshifter.site/data-protection#main) [![VibeShifter logo](http://www.vibeshifter.site/hs-fs/hubfs/95f4c7d8-4543-4013-9e29-6b3daf1c6bff-removebg-preview-1.png?width=48&height=48&name=95f4c7d8-4543-4013-9e29-6b3daf1c6bff-removebg-preview-1.png)VibeShifter](http://www.vibeshifter.site/en-in/vibeshifter-home?hsLang=en) Menu [Home](http://www.vibeshifter.site/en-in/vibeshifter-home?hsLang=en)[Find Jobs](http://www.vibeshifter.site/companies?hsLang=en)[Hire Talent](http://www.vibeshifter.site/request-talent?hsLang=en)[Recruitment Solutions](http://www.vibeshifter.site/recruitment-solutions?hsLang=en)[How It Works](http://www.vibeshifter.site/how-it-works?hsLang=en)[Industries](http://www.vibeshifter.site/industries?hsLang=en)[Insights](http://www.vibeshifter.site/insights?hsLang=en)[About](http://www.vibeshifter.site/about?hsLang=en)[FAQ](http://www.vibeshifter.site/faq?hsLang=en)[Contact](http://www.vibeshifter.site/contact?hsLang=en) # VibeShifter Data Protection Unpublished review draft. Verify legal details, actual data practices, and any unresolved policy fields before publication. This page is not a statement of verified legal compliance. **Effective date:** To be confirmed before publication. **Last updated in the supplied document:** October 1, 2026 This page describes VibeShifter's intended approach to recruitment and website data. Read it with the Privacy Policy, Cookie Policy, and Terms & Conditions. Actual systems, providers, responsibilities, and legal requirements must be checked before publication. ## 1. Purpose and applicable framework Personal information should be handled responsibly and transparently under the laws applicable to each activity and location. The supplied document references India's Digital Personal Data Protection framework and its phased implementation. Confirm which requirements are in force and applicable before making compliance statements. This draft does not certify compliance. ## 2. Information that may be handled Candidate information may include names, contact details, resumes, employment history, skills, education, qualifications, certifications, location, preferences, availability, professional links, and recruitment correspondence. Employer information may include organization and contact details, job requirements, descriptions, communications, and engagement information. Depending on actual website technologies, contact submissions, emails, IP addresses, browser and device information, page usage, cookie identifiers, and analytics information may be handled. Only categories actually collected should be described as existing collection. ## 3. Minimization and uses Collect information relevant to the stated purpose rather than unnecessary personal details. Candidate data may support profile review, role matching, employer introductions, communication, submissions, enquiries, records, fraud prevention, and legal obligations. Employer data may support hiring enquiries, requirements, recruitment services, commercial relationships, communications, and records. Do not repurpose information simply because it is available. ## 4. Sharing and employer responsibilities Sharing requires an appropriate lawful recruitment, operational, contractual, or legal reason. Recipients may include relevant employers, authorized candidates, service providers, advisers, and authorities where legally required. Disclose only information reasonably necessary. Relevant candidate information may be shared with employers where the legal basis, notice, consent, or contract permits. Employers may process profiles independently and must handle them responsibly under applicable law. Where VibeShifter acts as a processor or service provider, responsibilities should be documented where required. ## 5. Providers and legal processing Hosting, email, communications, forms, CRM, recruitment software, analytics, security, cloud storage, or payments may involve providers. Maintain appropriate agreements and controls where required. Verify the actual provider list before publication. Information may also be processed for lawful requests, legal claims, fraud prevention, security, and required recordkeeping. ## 6. Retention Retain information only as long as reasonably necessary, unless law, contracts, disputes, security, or lawful records justify longer retention. Define schedules by category. **Internal review required:** verify retention periods for candidate profiles, unsuccessful candidate records, employer enquiries, engagements, financial records, website enquiries, and legal records. No retention duration has been invented. ## 7. Security and incidents Use reasonable technical and organizational safeguards appropriate to risk. Potential controls include permissions, account security, access controls, backups, monitoring, confidentiality, vendor controls, incident response, and secure deletion. Describe only controls actually implemented. Maintain a process to identify, investigate, contain, document, and respond to suspected breaches. Where law requires notifications, apply the relevant requirements and deadlines. Do not imply that a particular security certification or procedure is already verified. ## 8. Accuracy, rights, and requests Keep information reasonably accurate and relevant. Candidates and employers should report material changes. Depending on law and circumstances, rights may concern access, corrections, updates, consent withdrawal, deletion, and complaints. Their scope is not universal. To request a correction, deletion, or other action, provide your name, contact details, request, and enough recruitment context to locate the record. Identity or authority verification may be necessary. Lawful retention, legal claims, security, fraud prevention, and third-party rights may limit an action. ## 9. Consent withdrawal Where consent is the basis for processing, withdrawal may be available subject to law. It does not automatically invalidate earlier lawful processing. Another lawful basis may permit continued processing where applicable. ## 10. Children and sensitive information Recruitment services are intended for people legally eligible for the relevant activity. Apply additional safeguards where legally required for children's information. Verify the specific obligations before making operational claims. Avoid unnecessary health, financial, identity, biometric, and other high-risk information. Identity or qualification documents should be requested only when reasonably necessary for a specific stated purpose, with appropriate notice and safeguards. ## 11. International processing and tracking Some providers may process information outside India. Confirm actual transfers, locations, safeguards, and legal requirements before publication. Do not claim exclusive domestic processing without verification. Cookies and tracking depend on configuration. Verify actual functionality, preferences, analytics, marketing, security, and performance technologies before listing them in the Cookie Policy. ## 12. Communications and third-party sources Recruitment and service communications may concern opportunities, enquiries, applications, and business relationships. Apply legally required consent, preferences, and opt-outs for promotional communications. Necessary service or transactional messages may continue where lawful. Information may come from referrals, recruitment partners, professional platforms, or public profiles where permitted. Ensure a lawful basis and appropriate notice. If employees, contractors, or other workers are engaged, separate internal data procedures may apply. ## 13. Governance and deletion Internal procedures should address inventory, classification, access, retention, deletion, vendor management, requests, incidents, recruitment handling, confidentiality, and review. Formalize controls as operations grow. Where appropriate and legally available, information may be deleted or anonymized. Retention may remain necessary for compliance, fraud prevention, security, disputes, legal claims, financial or contractual records, or other lawful purposes. ## 14. Request handling and contact Email [team.vibeshifter@gmail.com](mailto:team.vibeshifter@gmail.com) or call [+91 9082363307](tel:+919082363307). Requests are handled according to law and their nature. Timing may depend on verification, complexity, additional information, and third-party rights. **Review required:** any formally appointed privacy or grievance contact, dedicated email, and required postal address must be verified. None has been invented. ## 15. Changes and publication review Review this page when laws, processes, technologies, providers, data practices, or business operations change. Verify legal entity, address, jurisdiction, registrations, providers, cookies, sources, sharing, retention, security, international transfers, privacy contact, commercial terms, and controller or processor responsibilities before publication. Qualified legal review is recommended. **VibeShifter** Intended website: vibeshifter.site *You Think Big. 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