Responsible recruiting starts with responsible data.

In the normal course of recruiting, Alpine Hire may process professional information that helps identify potential candidates, assess professional fit, coordinate hiring processes, prepare candidate profiles, and support clients in making informed hiring decisions.

We aim to collect and use only the information that is reasonably necessary for the recruiting process.

• Name and contact details
• Current and previous job titles
• Employer and company information
• Professional experience
• Education, certifications, and skills
• Public professional profiles
• CVs, resumes, portfolios, or materials shared by candidates
• Location, availability, compensation expectations, and work preferences where relevant
• Interview notes and candidate evaluation summaries
• Communication history related to a hiring process

Alpine Hire sources candidates through professional and recruitment-relevant channels. This may include publicly available professional information, candidate-submitted information, referrals, recruiting databases, and third-party tools used to support hiring workflows.

We do not treat data availability as permission to misuse data. Even when information is publicly available, we apply professional judgment, relevance, proportionality, and privacy safeguards.

When we process candidate information, we aim to rely on an appropriate legal basis depending on the context and applicable law. This may include legitimate interest, consent, contractual necessity, or compliance with legal obligations.

Alpine Hire uses AI to improve the speed, structure, and consistency of recruiting work. AI helps us organize information and improve decision quality, but it does not replace human judgment.

• Analyzing job descriptions
• Creating role profiles and search strategies
• Mapping candidate markets
• Identifying potential candidate matches
• Summarizing professional information
• Preparing structured candidate evaluations
• Supporting recruiter workflows and communication

Our recruiters remain responsible for reviewing AI outputs, checking relevance, validating candidate fit, communicating with candidates, and presenting candidates to clients. We do not use fully automated AI decisions to make final hiring decisions about candidates.

Alpine Hire evaluates candidates based on professional fit for a role. Our goal is to make evaluation more structured, consistent, and transparent, not more biased.

• Skills and experience
• Seniority level
• Domain knowledge
• Role-specific requirements
• Company and team fit
• Communication ability
• Motivation and availability
• Location and work model alignment
• Compensation expectations
• Long-term fit for the opportunity

We do not intentionally evaluate candidates based on protected personal characteristics or information unrelated to professional suitability.

Alpine Hire applies practical security measures designed to protect candidate and client information from unauthorized access, misuse, loss, or disclosure. We limit access to people and systems that need it for recruiting, client delivery, communication, or operational purposes.

Sensitive hiring information is treated as confidential, including:

• Role requirements
• Compensation ranges
• Hiring priorities
• Internal company context
• Team structure
• Search strategy
• Candidate evaluations
• Interview notes
• Client feedback
• Shortlist decisions

As our platform and operations grow, we continue to strengthen our internal security practices, documentation, access controls, vendor review, and data protection processes.

Clients trust Alpine Hire with sensitive hiring and business information, including company structure, internal priorities, compensation ranges, team dynamics, hiring challenges, leadership expectations, growth plans, and role-specific requirements.

We use this information only to deliver the agreed recruiting service, prepare search strategies, evaluate candidates, coordinate the hiring process, and support communication between the client and candidates. We do not disclose confidential client information unless it is necessary and appropriate for the recruiting process.

We keep personal data only for as long as reasonably necessary for recruiting, client delivery, legal, operational, or legitimate business purposes. Retention periods may depend on the type of data, the hiring process, client requirements, candidate relationship, legal obligations, and internal operational needs.

When information is no longer needed, we take steps to delete, anonymize, or archive it in accordance with applicable requirements and internal processes.

Alpine Hire may use trusted third-party providers to support our recruiting operations and software infrastructure. We aim to choose providers that support responsible data handling and appropriate security practices.

• Hosting and infrastructure
• Communication
• Recruiting workflows
• Candidate sourcing
• Data enrichment
• Analytics
• Document storage
• Security
• Operational support

We do not authorize third-party providers to use candidate or client data for unrelated purposes.

Depending on applicable law and location, candidates may have rights regarding their personal data. Candidates can contact Alpine Hire to ask about their data, update their information, or request deletion.

• Request access to personal data
• Request correction of inaccurate information
• Request deletion where applicable
• Object to certain processing
• Restrict certain processing
• Request a copy of their data
• Withdraw consent where processing is based on consent

We review privacy requests and respond in accordance with applicable data protection laws.