Privacy Policy

This Privacy Policy applies to applicants, employers, individual recruiters, administrators, moderators, visitors, and other people who use JobRadarNG. JobRadarNG acts as a data controller for account, marketplace, safety, and product analytics data. Where employers use JobRadarNG to process applications, they may also act as independent controllers for their own hiring decisions.

This policy is designed with the Nigeria Data Protection Act 2023, NDPC guidance, and NDPR-aware privacy principles in mind, including transparency, purpose limitation, data minimisation, security, retention control, and respect for data-subject rights.

More specific rules appear in the Data Rights and Deletion Policy, Cookie Policy, AI Processing Policy, Verification Policy, Applicant Safety Policy, and Data Protection Handling page.

We may collect account information such as name, email address, phone number, password credentials handled by Supabase Auth, account type, verification status, recruiter or company profile details, and communication preferences.

For applicants, we may collect CVs, work history, education, skills, certifications, preferred roles, saved jobs, applications, cover notes, alerts, and AI match signals. We do not require applicant KYC by default. For employers and recruiters, we may collect job listings, company details, logos, billing/subscription status, verification status, posting history, and moderation history.

For trust and safety, we may process reports, scam flags, suspicious keywords, duplicate indicators, source logs, device/session signals, IP-derived security metadata, and administrative review notes.

We process personal data to create and secure accounts, publish and moderate jobs, let applicants discover and apply for vacancies, operate employer and recruiter dashboards, provide alerts, verify trust indicators, prevent fraud, respond to reports, and improve marketplace quality.

We also process data to comply with law, enforce our Terms of Service, maintain records, protect users, provide customer support, monitor system reliability, and generate aggregate analytics that help improve JobRadarNG.

Depending on the activity, our lawful bases may include contract performance, consent, legitimate interests, legal obligation, vital interests, and user-requested steps before entering a contract. For example, account creation and applications rely mainly on contract performance; CV upload and certain AI recommendations may rely on consent or user request; fraud prevention and platform security rely on legitimate interests and legal obligation.

Where consent is required, it must be freely given, specific, informed, and unambiguous. You can withdraw consent where processing depends on consent, although withdrawal may limit features that require that data.

JobRadarNG uses AI-assisted systems to categorise jobs, extract structured job data, generate summaries, detect duplicates, identify potentially suspicious listings, extract CV skills, suggest roles, estimate match scores, and recommend jobs.

AI outputs are decision-support tools, not final employment decisions. Employers and recruiters remain responsible for their hiring decisions. Admins and moderators can review high-risk listings, reports, and AI safety flags before jobs are published or promoted.

You may request human review or explanation where an AI-assisted output materially affects your use of the platform, such as listing moderation, trust flags, or applicant recommendation outcomes.

We share data only where necessary to operate the service. This may include Supabase for database, authentication, and storage; Vercel for hosting and deployment; OpenAI for AI processing where enabled; Dojah for employer, company, and recruiter verification where required; payment providers for subscriptions; email/SMS providers for notifications and verification; and professional advisers or authorities where legally required.

Employers and recruiters may receive applicant information when an applicant applies to a job or otherwise chooses to share profile or CV data with them. Public job listings may show employer or recruiter details selected for publication.

Some providers may process data outside Nigeria or outside your country of residence. Where this happens, JobRadarNG aims to use appropriate contractual, technical, and organisational safeguards for cross-border transfers and vendor processing.

JobRadarNG maintains vendor due diligence and data-processing terms with core processors as the platform scales.

We keep personal data only as long as reasonably necessary for the purposes described in this policy, including account operation, job applications, fraud prevention, legal compliance, audit records, dispute handling, and backups.

Indicative retention periods are: account data for the life of the account; job listings and applications for the active hiring lifecycle plus audit retention; security logs for a limited operational period; and deleted account data removed or anonymised unless retention is required by law, fraud prevention, dispute resolution, or backup integrity.

Subject to applicable law, you may request access to your personal data, correction of inaccurate data, deletion, restriction, portability, objection to certain processing, withdrawal of consent, and review of decisions based solely on automated processing where applicable.

You may also lodge a complaint with the Nigeria Data Protection Commission. We encourage you to contact JobRadarNG first so we can resolve privacy concerns quickly and transparently.

JobRadarNG uses technical and organisational measures such as Supabase Auth, row-level security, role-based access, storage separation, moderation workflows, audit-oriented logs, restricted service keys, and deployment environment controls.

No online platform can guarantee absolute security. Users should use strong passwords, keep account credentials private, and report suspicious job listings, payment requests, or impersonation attempts.

JobRadarNG is intended for working-age applicants, employers, and recruiters. Users should not submit children's data unless a lawful basis and guardian authority exist for a legitimate hiring or household staffing purpose.

Avoid uploading sensitive personal data unless it is necessary for a specific application, verification, legal requirement, or role. Where sensitive data is required, JobRadarNG should apply heightened safeguards.

We may update this policy as the product, legal requirements, or data practices change. Material changes should be communicated through the platform or by email where appropriate.