Privacy

Two kinds of people appear in RoundWise. Candidates are interviewed by the AI after an employer invites them. Recruiters are the people at that employer who read the report and make the decision. Most of this page is about candidates, because that is where the sensitive data is.

RoundWise is used by an employer to run their hiring process. Your application belongs to them: they chose to interview you, they decide the outcome, and they are the people to ask about the role itself.

• Your name and the email address your employer-side recruiter used to invite you. A phone number only if the interview is conducted by voice.
• Your CV or resume, as supplied by the recruiter or uploaded on your behalf, and the structured details read out of it.
• A record that you consented, and when — the interview cannot start without it.
• The interview itself: the questions asked and your answers, as a written transcript. If the interview was conducted by voice, an audio recording of it as well.
• The assessment produced from that interview — scores against the role's competencies, the transcript quotes each score rests on, an advisory recommendation, and any flags.
• The decision a recruiter records, and which recruiter recorded it.

This list is as important as the one above, and it is enforced in the product rather than promised here.

• No video. There is no camera at any point, in either interview mode.
• No facial analysis, no emotion analysis, and no biometric inference of any kind. Nothing about how you look is collected, and nothing about how you look is ever part of the assessment.
• No home address. The product has no use for it, so it is never ingested.
• No questions drawn from a protected characteristic — your race, gender, age, religion, national origin, disability or any proxy for one — even if that information appears on your own CV. Questions may only be grounded in your CV's account of your work, the job description, or something you said earlier in the interview.

To run the interview the employer invited you to, and to produce a report they can read. The AI produces a recommendation, which is labelled advisory. A named person at the employer decides the outcome, and that decision is recorded against their identity with a timestamp.

There is no path in the system that sends a hiring outcome to a candidate automatically. Your data is not used to train models for anyone else, and it is not sold.

The link you were sent is unique to you, valid for one interview, and expires after a set window — by default 7 days, though an employer can configure it. It cannot be reached from this website. If it expires before you start, the recruiting team can issue a new one.

Candidate personal data is deleted after a retention window that defaults to 180 days and is configurable by the employer. When that window passes, the following are removed:

• The interview transcript, and the audio recording if there was one, including the stored audio file itself.
• Your CV, both the uploaded file and the structured details read out of it.
• The evidence quotes in the report — these are your own words, so they are treated as personal data and go with the rest.

The purge runs on the window regardless of where your application got to. An application that was never concluded does not keep your CV indefinitely.

What survives is the record of the decision: the scores, the reasoning, the flags, the recommendation, the consent record and the audit log. That is deliberate — an employer has to be able to show how a decision was reached and who made it, and stripping that would remove the accountability the product exists to create. It no longer contains your verbatim answers.

Your interview is visible to the recruiting team at the employer who invited you. Beyond them, RoundWise relies on a small number of service providers to operate. Which of these are involved depends on the features your employer has enabled — a text interview never touches the voice or transcription providers.

• Database, authentication and file storage, for holding the data described above.
• A language-model provider, routed through a single gateway, to plan questions and produce the assessment.
• An email provider, to deliver your invitation and any reminder.
• Telephony and transcription providers — only when the interview is conducted by voice.
• Application hosting.

The specific providers, and the arrangements governing them, are part of what is still to be completed on this page.

• You can ask to be interviewed by a person instead of the AI. The option is on the consent screen before anything starts, choosing it is not a withdrawal, and it does not count against you. It notifies the recruiting team so they can arrange it.
• You can decline entirely. If you do not consent, no session runs and nothing about you is assessed.
• You can ask for a copy of what is held about you, ask for it to be corrected, or ask for it to be deleted before the retention window closes.

For anything about your application, contact the employer who invited you — they hold the role and can act fastest. For anything about the interview system itself, use the contact page.

This page describes how the product behaves. When that behaviour changes, this page is updated in the same change — it is not a document maintained separately from the system it describes.