KEVORATALENTYour information
This notice explains how Kevora Talent collects, uses, shares and protects personal information when providing recruitment services across the UK and Ireland.
Effective 15th October 2026Kevora Talent is the data controller for the personal information described in this notice. To contact us about privacy or exercise a data protection right, use the Start a conversation form on our website and select “Data protection request”.
Depending on your relationship with us, we may collect:
• identity and contact details;
• CVs, employment history, qualifications, skills, availability, location and remuneration expectations;
• recruitment preferences, applications, interview notes and communications;
• right-to-work, identity, reference and vetting information where relevant to a role;
• client, hiring-manager, supplier and referee contact information;
• information submitted through our website; and
• limited technical and security information generated when you use our services.
We only collect special-category or criminal-offence information where it is relevant, lawful and subject to appropriate safeguards.
We receive information directly from you and may also obtain it from job boards, professional networking platforms, referrals, referees, clients, public professional sources and previous recruitment activity. Where we obtain information from another source, we will provide privacy information within the period required by applicable law.
We use personal information to respond to enquiries; understand candidate and client requirements; source, assess and introduce candidates; manage applications, placements and assignments; verify information where appropriate; maintain business relationships; meet legal and regulatory duties; protect our systems; and establish or defend legal claims.
Our lawful bases may include taking steps at your request before a contract, performing a contract, complying with a legal obligation and our legitimate interests in operating a responsible recruitment service. We use consent where the law requires it or where consent is the most appropriate basis. Additional conditions are applied before processing special-category or criminal-offence information.
We may share relevant information with prospective or current employers and hirers, normally with your awareness; referees and verification providers; professional advisers; technology, hosting, communications and administrative suppliers acting under appropriate terms; and regulators, courts or public authorities where required. We do not sell personal information.
Some service providers may process information outside the UK or European Economic Area. Where this occurs, we use an applicable adequacy decision or contractual and organisational safeguards required by data protection law.
We keep information only for as long as it is needed for the purpose collected. Website enquiries and inactive candidate relationship records are normally reviewed for deletion or anonymisation no later than 24 months after the last meaningful interaction. Placement, assignment, contractual, financial and compliance records may be retained longer where employment, tax, limitation, regulatory or legal-claims requirements apply. Security records are retained for a proportionate period. We review these periods and securely delete or anonymise information when it is no longer required.
Depending on the circumstances and lawful basis, you may ask for access to your personal information, correction, deletion, restriction, portability or withdrawal of consent. You may also object to certain uses. We may need to verify your identity and some rights are subject to legal exemptions.
Your right to object: you can object at any time to direct marketing. You can also object to processing based on legitimate interests; we will stop unless we have compelling legitimate grounds or need the information for legal claims.
Kevora Talent does not make recruitment decisions about you solely through automated processing where the decision would have legal or similarly significant effects. Technology may support search and administration, but meaningful recruitment decisions involve human judgement.
Please contact us first so we can try to resolve any concern. You may also complain to the UK Information Commissioner’s Office. If EU data protection law applies to your circumstances, you may also contact the Irish Data Protection Commission or another relevant EEA supervisory authority.
We review this notice regularly and will publish material updates before new uses of personal information begin.