About this notice
Review draft — updated 20 October 2026. This notice explains how Waaimo handles information through its website, demo enquiries and assessment platform. The operator’s legal identity, production hosting locations and retention schedule must be confirmed before this notice is adopted for a public launch. Contact support@waaimo.com about privacy.
Who is responsible
For website enquiries and our own business communications, Waaimo determines why information is used. For employer-created assessments, the inviting organisation generally determines the purpose and settings, while Waaimo provides the platform on its instructions. Candidates should contact that organisation about recruitment decisions and its own privacy notice.
Information collected
Demo and contact forms collect your name, work email, company, optional phone number, team size, subject and message, together with your privacy acknowledgement and submission time. Platform records can include account details, organisation membership, invitations, answers, submission times, scores, reviewer feedback and technical session information.
Assessment integrity information
Depending on the assessment configuration, integrity features may collect browser-focus events, session events, camera status and camera snapshots. The assessment introduction should explain the enabled monitoring before the attempt starts. Browser permission alone does not replace the organiser’s responsibility to identify an appropriate legal basis. Read the Candidate Privacy Notice for more detail.
Why information is used
Information is used to respond to enquiries, arrange demonstrations, provide accounts and assessments, deliver invitations and authentication messages, calculate results, support human review, troubleshoot problems and protect the service against misuse. Do not include unnecessary sensitive information in enquiry messages.
Grounds for processing
Depending on the relationship and applicable law, processing may be necessary to take steps requested before a contract, perform a service contract, meet legal obligations or pursue proportionate interests in operating and securing the service. Optional processing that relies on consent must be explained separately and consent must be withdrawable. The assessment organiser is responsible for establishing its basis for candidate processing.
Who receives information
Enquiries may be accessed by the team responding to them. Assessment records are available to authorised users of the inviting organisation according to their roles. Infrastructure, database, email and image-storage providers may process relevant information to deliver the service. The code supports Cloudflare D1, configurable SMTP delivery and Cloudinary image storage; enabled providers and their processing locations must be verified for each production deployment.
International processing
Providers or authorised users may process information outside your country. Where transfer rules apply, the responsible organisation must identify the destinations and establish an appropriate transfer mechanism before the transfer. This draft does not claim that any particular transfer arrangement has already been executed.
Retention and deletion
Enquiries should be retained only as long as needed for follow-up and justified business or legal purposes. Assessment retention is determined with the inviting organisation. Exact production retention periods, backup expiry and deletion procedures remain to be finalised. Contact support@waaimo.com to request a review; do not assume records are automatically erased after a fixed period.
Your choices and rights
Depending on the law that applies, you may request access, correction, deletion, restriction, portability or objection, and withdraw consent where processing relies on it. We may need to verify your identity and the scope of your request. For employer-controlled records, contact the organiser first; we can help route a request. You may also complain to the relevant supervisory authority.
Human review and hiring decisions
Scores and integrity flags provide evidence for review; they are not conclusive proof of misconduct or suitability. Employers remain responsible for lawful, fair recruitment decisions, reasonable accommodations and meaningful review of disputed results. Ask the organiser how results are used and how to challenge an outcome.
Security, storage and updates
The platform uses authentication and role-based access features. No service can guarantee absolute security, and this notice does not represent a certification claim. Cookies and browser storage are explained in the Cookie Policy. Material changes to the adopted notice should be communicated through the website or the relevant service channel.