Your information, explained plainly.

Last reviewed: August 2026

Data-protection law requires us to provide information about who controls personal data, why it is used, the legal basis, recipients, retention and rights. These are among the matters set out in Articles 6, 9 and 13 of the GDPR. This notice is a service document and should be checked against the final operating model before launch.

The Irish Data Protection Commission’s own job-applicant processing information illustrates why recruitment data needs a clear purpose, notice and rights route. Its DPIA guidance is relevant where planned processing is likely to create high risk.

1. Who is responsible for your data

Gael Talent Bridge is the controller of personal data described in this notice, except where we act on documented instructions as a processor for an employer or other controller.

Owner to confirm: the full legal name of the controller, registered address, company/sole-trader details, privacy contact and, if applicable, Data Protection Officer contact details.

2. Data we collect

Candidate and prospective-candidate data

We may collect contact and account details; professional profile information; CVs, cover letters, work history, education, certifications, portfolio links and work preferences; application and interview records; communications; programme/service records; consent choices; and technical/security records. We ask for only what is needed for the requested service.

Employer and prospective-employer data

We may collect business contact details, organisation and role-brief information, hiring requirements, communications, meeting notes, service and payment records, and feedback relevant to a hiring engagement.

Website and enquiry data

We may collect the information you enter in a form, email or phone enquiry, plus basic technical information necessary to deliver and secure the website. This static build states that it currently uses essential technology only; see the cookie notice.

3. Why we use data and our lawful bases

We do not rely on consent where another lawful basis is more appropriate for delivering a requested service. You may withdraw optional consent at any time; withdrawal does not affect processing already carried out lawfully.

4. CVs, documents and sensitive data

We use CVs and supporting documents to provide the service you request, for example career strategy, CV feedback, application preparation or agreed talent-search activity. Do not send passwords, PPSN details, passport copies, health information, ethnicity, religion, political opinions, sexual-orientation information or other special-category data through a general form.

Information revealing special categories of personal data has additional conditions under GDPR Article 9. If a documented and necessary service need arises, we will explain the appropriate basis and safeguards before asking for or using it. We do not use special-category data to profile, rank or reject candidates.

5. Who receives data

Access is limited to authorised people who need it for the service: assigned consultants, authorised operations/support staff and, where applicable, an employer only after the candidate has agreed to the specific sharing. We may use carefully selected processors for hosting, email, database, file storage, analytics if introduced, security and AI features. They process data under appropriate contractual and security controls. We do not sell personal data.

Owner to confirm: the final processor list, hosting region, data-processing agreements and any employer-sharing workflow before collection begins.

6. International transfers

We aim to keep processing within the European Economic Area where practical. If a supplier or recipient processes data outside the EEA, we will use an available lawful transfer mechanism, such as an adequacy decision or appropriate safeguards, and provide further information on request. The precise position depends on the providers selected.

7. Retention

We keep data only as long as needed for the purpose, service relationship, legal obligations and reasonable claim-management needs. The intended baseline is: general CV submissions for 12 months from last meaningful contact, unless you ask for earlier deletion or a longer period is justified; enquiry records for 12 months after closure; and candidate programme records for the programme term plus 24 months, so the candidate can receive agreed follow-up support and request an export. We may keep limited records for longer where required by law or reasonably necessary to establish, exercise or defend legal claims.

Owner to confirm: the candidate-programme retention period, employer-service retention period, accounting retention schedule and deletion process against the final business model before launch.

8. Your rights and how to use them

Depending on the circumstances, you may request access, correction, deletion, restriction, objection, data portability, withdrawal of consent and information about automated decision-making. The GDPR explains these rights in its rights provisions, including Articles 15-22. We do not make decisions producing legal or similarly significant effects solely by automated means about candidates.

Email info@gaeltalentbridge.ie with “Data request” in the subject line. Tell us what you need and which email address you used. We may need to verify identity before acting, and we will respond in line with applicable legal time limits.

9. Complaints

You may raise a concern with us first. You also have the right to complain to Ireland’s supervisory authority, the Data Protection Commission.

10. Security and updates

We use proportionate technical and organisational measures, including access controls, secure service configuration and restricted handling of documents. No system is risk-free. We will review this notice when services, suppliers or legal requirements change and will post the updated date here.