Privacy policy
Last updated 6 August 2026
CodeScreen is hiring software. Employers use it to run coding assessments and manage candidates, which means we hold information about people applying for jobs. This page says what we hold, why, and what you can ask us to do with it.
Who controls your information
When you apply for a job through CodeScreen, the employer decides what to collect and how long to keep it. CodeScreen stores and processes it on their behalf. If you want your information changed or removed, the employer is the party who can decide that — we can tell you who they are.
What we hold about a candidate
This is the complete list, taken from the product’s own data model rather than written in general terms.
- Who you are — your name, email addresses, phone numbers, postal addresses and any links you gave, plus the work history and education on your application.
- Your application — the job you applied to, the stage you have reached, and notes and ratings written by the hiring team.
- Your assessment — the code and answers you submitted, the results of running your code, and the score.
- Interviews — when they are scheduled, who is on the panel, and the feedback they write.
Voluntary self-identification, and what we promise about it
Some employers ask optional questions about gender, race or ethnicity, veteran status and disability status. Answering is always optional, and skipping a question has no effect on your application.
These answers are treated differently from everything else above:
- They are never shown to the people deciding on you. They do not appear on your candidate record, in your application, or on any screen a recruiter or interviewer uses to evaluate you.
- They are only ever reported in aggregate, and only where enough people have answered that no individual can be identified from the numbers.
- Downloading them is restricted to an administrator, and every download is recorded in an audit log that names who did it and when.
Automated decisions
Coding assessments are scored automatically. An employer may set a pass mark for a role, and CodeScreen will show whether a score is above or below it.
That score does not reject you and does not advance you. It is shown to a person, who decides. CodeScreen does not automatically decline, filter or hide a candidate on the basis of a score.
Your rights
- A copy of what we hold. The product can produce a complete export of everything on file about one person.
- Erasure. Your name, contact details and history can be anonymised. Records that the employer must keep for their own reporting survive in a form that is no longer about you.
- Correction of anything inaccurate.
Needs legal reviewHow to make one of these requests, and how long we take to answer, is not written yet. Today an employer runs the export or erasure on a candidate’s behalf; there is no self-service route for a candidate to request it directly.
Retention
Needs legal reviewRetention periods are set per employer and are not stated here yet. This section needs the actual policy rather than a plausible number.
Where your information goes
Your code runs in an isolated service that executes it and returns the result. If your employer has connected Google Calendar, interview times are written to the calendars of the people interviewing you.
Needs legal reviewThe full list of sub-processors — hosting, email delivery, error reporting — and where they are located, needs to be enumerated and kept current. Naming them incompletely is worse than not naming them.
Legal basis, jurisdiction and contact
Needs legal reviewLawful basis for processing, governing law, the supervisory authority, and the contact of record for privacy requests are all outstanding. These are the clauses that make the document binding and none of them should be guessed.