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Compliances and Jobma’s Commitment

Jobma operates in accordance with applicable laws, regulations, and internal policies. By adhering to these standards, we protect the interests of our employees, customers, stakeholders, and the organization as a whole.

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Jobma is SOC 2 Type II certified

SOC 2 Type II (Service Organization Control 2 Type II) is a standardized auditing framework developed by the American Institute of Certified Public Accountants (AICPA). The framework is designed to assess the controls and security measures of service organizations that handle sensitive customer data. The SOC 2 Type II report focuses on five key trust services criteria - security, availability, processing integrity, confidentiality, and privacy. This report offers evidence that an organization is implementing the security controls they claim they are and that those controls are working correctly to protect sensitive data.

Privacy Policy

At Jobma, we are deeply committed to safeguarding and prioritizing the privacy of our users. We understand the importance of protecting personal information and strictly adhere to privacy principles and best practices. We have implemented robust security measures and encryption protocols to ensure that user data remains confidential and secure. We have implemented stringent measures to ensure that user data is handled securely and responsibly and that individuals have control over their own information.

Information we collect from you

  • Information that you may provide by filling in the forms on our website - www.jobma.com and its domains, including the information provided at the time of registration, taking part in video interviews, subscribing to the services that Jobma provides, requesting further information or services and any video content you might create.
  • Information provided at the time of contacting us or any other correspondence between us.
  • Details of your visit to the website including web traffic data, your IP address, operating system, browser, and other information that is captured automatically.
  • Information provided through any surveys you may choose to take part in.
  • The information collected is stored in our Data Servers (in partnership with Google) across Iowa (US-Central1) USA. The data is retained and available to you for a period of at least one year.

How your information is used

  • To allow you to register and create an account on Jobma.
  • To provide you with services you request through our website including video interviews.
  • To provide you with information about our services.
  • To provide support when requested.
  • To inform you about changes in our terms of usage or other legal requirements.
  • For our business requirements such as data analysis, security audits, and improvement of our product.

Disclosure of your information

If you are a candidate taking part in a video interview for a potential employer, we provide access to the video content submitted by you to the concerned employer. Any other information that you may choose to disclose as part of the recruitment process can also be shared with the employer.

Additionally, your personal information may be disclosed if we are under a legal obligation to disclose or share your personal data. In such an event, we will endeavor to minimize such disclosure to what is reasonably necessary and, if possible, notify you of such disclosure.

We may also disclose your information if we are trying to protect it against potential fraud or unauthorized transactions or investigating fraud that has already taken place.

Your data protection rights

As per relevant data protection policies and laws, you have specific rights regarding the personal information collected through our website:

If you want to access, update, or request the deletion of your personal information and interview data, you can do so at any time by contacting us at privacy@jobma.com. If we have obtained and processed your personal information with your consent, you have the right to withdraw your consent at any time.

You possess the right to lodge a complaint with a data protection authority regarding our collection and use of your personal information. For further information, please get in touch with your local data protection authority.

We address all requests from individuals whose information was collected through the website and who wish to exercise their data protection rights in compliance with applicable data protection laws. To safeguard your privacy and security, we take reasonable measures to verify your identity before granting account access or making any corrections to your information.

Cookies

This website may use cookies and tracking technology depending on the features. Cookie and tracking technology are useful for gathering information such as browser type and operating system, tracking the number of visitors to the site, and understanding how visitors use the site. Cookies can also help customize the site for visitors depending on if you are an employer or a job seeker.

Third-parties

We provide links to external and third-party websites. These websites may not be affiliated with Jobma and are not under our control. We cannot accept responsibility for the conduct of companies linked to our website. Before disclosing your personal information on any other website, we advise you to read their terms and conditions and privacy policy.

Notification of changes

Jobma reserves the right to change or update this Privacy Policy at any time by posting a clear and conspicuous notice on the website explaining the change. All Privacy Policy changes will take effect immediately when they’re published on the website. Please check our website periodically for any changes that might affect you. Your continued use of the website and/or acceptance of our e-mail communications following the publishing of changes to this Privacy Policy will constitute your acceptance of any or all the changes.

Live video interview recording - notice to end user

Transparency is important to us. Some employers using our platform may choose to record live video interviews. The candidate will be notified at the beginning of the interview if the session is being recorded. This notification will appear visually to ensure the candidate is fully informed before proceeding.

Please remember that by participating in a recorded interview, you're consenting to the collection and use of your personal data as outlined in this policy. If you have any concerns about interview recordings, please feel free to contact the employer directly or reach out to our support team for clarification.

General Data Protection Regulation (GDPR)

The General Data Protection Regulation (GDPR) is a regulation in EU law on data protection and privacy for all individuals within the European Union (EU) and the European Economic Area (EEA). The GDPR aims primarily to give control back to citizens and residents over their data and to simplify the regulatory environment for international business by unifying the regulation within the EU. The regulation has been in effect since May 25, 2018.

Our commitment to GDPR

As per the General Data Protection Regulation (GDPR), Jobma primarily operates as the processor - this means that we act on behalf of our customers, typically employers, and process data based on their instructions. Our customers are the controllers of the personal data that we handle. We do not collect or process sensitive or special categories of data through our services, for example, information related to health, political opinions, religious beliefs, etc.

Data collection and processing

We are transparent about our data collection and processing practices, providing clear and comprehensive privacy policies that outline the types of information we collect, how it is used, and with whom it may be shared. We believe that these policies are within the guidelines laid down by GDPR. We are dedicated to complying with applicable privacy laws and regulations, and we continuously strive to enhance our privacy practices through regular assessments, audits, and updates. Our commitment to user privacy drives our ongoing efforts to create a safe and trusted environment for all our users. At Jobma we firmly believe in protecting the privacy rights of our users, and we are committed to upholding the requirements set forth by the GDPR. Our recently updated privacy policy serves as a reaffirmation of this commitment. It outlines in detail how we collect, use, disclose, and protect personal information in accordance with these regulations.

Terms of use

We have recently updated our Terms of Use to incorporate the requirements of the GDPR. This update reflects our commitment to protecting the privacy and data rights of our users. Our Terms of Use outline the specific measures we have implemented to ensure compliance with the GDPR. By aligning our Terms of Use with the GDPR, we aim to enhance transparency, strengthen user consent mechanisms, and ensure the highest level of data protection for our valued users. Our Terms of Use can be found on our website - https://www.jobma.com/terms.

California Consumer Privacy Act (CCPA)

The California Consumer Privacy Act (CCPA) is a state law that gives consumers more control over their personal information. The CCPA went into effect on January 1, 2020, and applies to businesses that collect personal information from California residents. The CCPA is enforced by the California Attorney General's Office. The CCPA also requires businesses to provide a privacy policy that describes their data collection and sharing practices. The privacy policy must be easy to find and understand, and it must be prominently displayed on the business's website.

Our commitment to CCPA

Jobma places a strong emphasis on data privacy and unequivocally supports the California Consumer Privacy Act (CCPA). We value and empower individuals to exercise control over their personal information and address their concerns regarding transparency in its utilization. In full alignment with the CCPA, Jobma has conducted a comprehensive evaluation of our products, email capture processes, and data storage practices. Our team has diligently undertaken an extensive policy review and made necessary updates and adjustments to safeguard the personal information of both clients and professionals who utilize our services.

Equal Employment Opportunity Commission (EEOC)

The Equal Employment Opportunity Commission (EEOC) is a federal agency that enforces laws that make discrimination illegal in the workplace. The EEOC's policy is to protect employees and job applicants from discrimination based on race, color, religion, sex (including pregnancy and related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information.

Our commitment to EEOC

Jobma is fully committed to following the guidelines set forth by the Equal Employment Opportunity Commission (EEOC) and takes pride in being an EEOC employer. We firmly believe in creating a diverse and inclusive workplace environment that fosters equal opportunities for all employees. By actively embracing the principles of the EEOC and being an EEOC employer, our company strives to create an environment where diversity is valued, and every individual can thrive and succeed based on their merit and abilities. Our AI-enabled options are opt-in for you as an employer when setting up interviews. AI scoring and Emotional analysis are turned off by default and have to be enabled manually for interviews by employers. This means employers can exercise control over how interviews are processed.

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment, education, transportation, and public accommodations. The ADA was passed in 1990 and has been amended several times since then.

Our commitment to ADA

To ensure that we comply with ADA, we have built our interview system to provide reasonable accommodation to candidates who are taking part in interviews. For example, Jobma’s interview process is compatible with any text-to-speech programs that are running on your device. It is also compatible with adaptive keyboard input for people with visual impairments. Jobma also works well with any screen magnifiers and our user interface is built with color blindness in mind.

Our systems (both AI components and video interviews in general) do not seek out any medical or disability-related information to ensure that bias is not a factor. We provide live support through chat and phone to assist users with disabilities. For example, in case a candidate feels that the interview will not be able to provide an accurate picture of their capabilities and they need an alternative way of taking part in the interview process, the same request is then communicated to the employer. We also do not provide any AI or non-AI service that screens candidates or selects or rejects candidates. The decision-making is always left to the people using Jobma as employers.

New York City’s Automated Employment Decision Tools Law (AEDT)

New York City's Automated Employment Decision Tools (AEDT) law, which went into effect on July 5, 2023, is designed to protect job seekers and employees from algorithmic bias in hiring and promotion decisions. The AEDT law is the first of its kind in the United States and is a significant step forward in the fight against algorithmic bias. The law is designed to ensure that job seekers and employees are not discriminated against on the basis of their race, ethnicity, or sex in hiring and promotion decisions.

Our commitment to AEDT

Jobma’s AI capabilities do not make automated (or any) decisions in relation to employment. We also do not offer recommendations to hire or not based on a candidate's Jobma Interview. Jobma also does not screen candidates based on their responses or issue a pass/fail rating to a candidate. Our AI tools only provide additional information that could be useful to the person who is using Jobma to interview candidates.

Illinois Artificial Intelligence Video Interview Act (AIVIA)

The Illinois Artificial Intelligence Video Interview Act (AIVIA) is a state law that went into effect on January 1, 2020. The law applies to employers in Illinois that use artificial intelligence (AI) to analyze video interviews of job applicants. The AIVIA is designed to protect job applicants from algorithmic bias in the hiring process. The law requires employers to be transparent about how AI is being used and to obtain the consent of applicants before their video interviews are analyzed by AI. The law also limits the sharing of video interviews and requires employers to delete video interviews upon request from applicants.

Our commitment to AIVIA

Our compliance with the Illinois Artificial Intelligence Video Interview Act includes -

  • Informing the candidate that AI may be used to analyze the submitted interview. This information is provided to the candidate in the email they receive which contains the interview link. Candidates are also notified of the same via a mandatory opt-in check box before the interview begins.
  • The above information on how Jobma AI works and what information it can provide to employers as part of the interview is detailed on a webpage whose link is provided to the candidate.
  • Obtaining consent on the responses being analyzed or evaluated by AI after the interview is submitted. Consent is mandatory to begin the interview.
  • Candidates can also request all their data (including Interview videos) be deleted by contacting us using a dedicated privacy email - privacy@jobma.com. Candidates are notified of this contact option before the interview starts. Employers are also notified when their applicant requests data deletion.

Contact our Data Protection Officer

We understand the importance of providing avenues for users to address their data privacy concerns. To facilitate effective communication and ensure transparency, we have appointed a dedicated Data Privacy Officer (DPO) who serves as a point of contact for privacy-related inquiries and requests. Our DPO is responsible for overseeing data protection matters, addressing user inquiries, and ensuring compliance with relevant privacy laws and regulations.

You can contact our DPO by reaching out to -

privacy@jobma.com or
Jobma LLC
13911 Ridgedale Drive, Suite 230
Minnetonka, Minnesota 55305 United States
Phone: 1-800-986-5620, 952-297-7684