Power & Energy Careers — Global Privacy Policy

This Privacy Policy explains how Power & Energy Careers collects, uses, stores, analyses, discloses, transfers and otherwise processes personal data.

It applies when you visit or use powerandenergycareers.com or any related website, microsite, mobile experience or application operated by us; create or manage a candidate, Company, recruiter or community account; create, upload, edit, store or submit a CV, resume, cover letter, candidate profile or professional portfolio; search for or apply for a job; make a candidate profile searchable; post jobs or search for candidates; use our artificial-intelligence-assisted tools; participate in community features; receive communications; purchase services; or otherwise use a product or service that refers to this Privacy Policy.

Our websites, applications, microsites, dashboards and related services are collectively referred to as the “Platform.”

This Privacy Policy does not govern websites, applicant-tracking systems, recruitment processes or services operated independently by a Company or other third party, even where those services are linked to or integrated with the Platform.

This Privacy Policy is a transparency notice. It does not create blanket consent for every processing activity. Where applicable law requires consent for a particular activity, we will request that consent separately.

Power & Energy Careers is a global specialist recruitment and professional community Platform. This Privacy Policy applies to personal data relating to candidates, Company users, recruiters, website visitors, community members and other Platform users worldwide, regardless of whether their country is specifically named in this Privacy Policy.

The Platform is intended to serve individuals and organisations across all international markets in which our services are made available, including, without limitation, the regions and countries described below.

• The United Kingdom and Europe, including the European Union, European Economic Area, Switzerland and other European countries.
• North America, including the United States, Canada and Mexico.
• Central America, South America and the Caribbean.
• The Middle East, including the United Arab Emirates, Saudi Arabia, Qatar, Kuwait, Bahrain, Oman, Iraq, Jordan and other countries across the region.
• Asia, including Singapore, Vietnam, India, Pakistan, Bangladesh, Sri Lanka, Malaysia, Indonesia, the Philippines, Thailand, China, Hong Kong, Japan, South Korea and other Asian markets.
• Australia, New Zealand, the Pacific and the wider Asia-Pacific region.
• Africa, including North Africa, Sub-Saharan Africa and Southern Africa.
• Any other country or territory from which a person accesses the Platform or in which a Company, vacancy, recruitment activity or service is located.

2.1 Illustrative, non-exhaustive coverage

The countries named in this Privacy Policy are examples and are not an exhaustive list. The absence of a country or territory does not mean that the Privacy Policy does not apply to individuals or organisations in that location.

The inclusion of a country does not necessarily mean that Power & Energy Careers has an entity, permanent establishment or complete service launch there, or that every Platform feature is lawful or available there. We may restrict or modify features where necessary to comply with applicable law, sanctions, security requirements or Platform risk controls.

2.2 Applicable laws

The privacy, data-protection, electronic-marketing, employment, equality and artificial-intelligence laws applying to a particular activity may depend on where the individual lives, works or is located; where the relevant Power & Energy Careers entity is established; where the Company, recruiter, vacancy or recruitment activity is located; whether services are actively offered or behaviour is monitored in a jurisdiction; where data is collected, accessed, hosted or transferred; and the territorial scope of the relevant law.

Privacy rights do not necessarily depend solely on nationality. Where multiple laws apply, we will seek to comply with the requirements governing the relevant processing. We may provide supplemental regional, collection, cookie, marketing, sensitive-data, AI or automated-recruitment notices where required.

The Platform is operated through the Power & Energy Careers business and its group entities.

The entity that determines why and how personal data is processed acts as controller for that processing. Where two entities jointly determine the purposes and means, they may act as joint controllers. An entity performing billing or administrative functions only should not be described as controller unless it genuinely determines the relevant processing.

Privacy and data-protection enquiries: privacy@powerandenergycareers.com.

Security concerns: support@powerandenergycareers.com.

Privacy lead: Power & Energy Careers Privacy Team.

If Power & Energy Careers formally appoints a Data Protection Officer, the relevant contact details will be published in this Privacy Policy.

Where required, details of our United Kingdom, European Union or other representative will be provided in a regional notice.

In this Privacy Policy, “candidate” means a person who creates a profile, uploads a CV, searches or applies for work, joins a talent community or otherwise uses candidate services.

“Company” includes a direct hiring organisation, corporate employer, recruitment agency, executive-search firm, staffing or labour-supply business, recruitment-process outsourcing provider, authorised recruiter or another organisation using the Platform for legitimate recruitment purposes.

“Company user” includes an authorised recruiter, hiring manager, Company administrator or other person accessing a Company account.

Power & Energy Careers generally acts as controller for personal data used to create and administer Platform accounts; operate candidate profiles and the Resume Database; store CVs; provide job-search, application, communication and AI-assisted features; secure and improve the Platform; administer Company services; and handle legal and privacy requests.

When a candidate applies for a position, responds to a Company, sends information to a Company, activates a searchable profile or otherwise requests disclosure, the receiving Company will generally become a separate and independent controller of the information it receives.

The Company is then responsible for its own recruitment process, privacy notice, lawful basis, recruitment criteria, candidate communications, security, retention, disclosures, applicant-tracking systems, AI or assessment tools, hiring decisions and handling of candidate rights.

A Company may transfer candidate information from the Platform into its applicant-tracking system, recruitment software, email system, internal database or another authorised recruitment system.

Deleting information from Power & Energy Careers does not automatically delete copies previously received, copied, downloaded, exported or lawfully retained by a Company. Candidates may need to contact the relevant Company directly.

In some circumstances, a Company may instruct us to process personal data solely on its behalf. Where that occurs, the relevant Company agreement or Data Processing Addendum will govern the processing.

The information we collect depends on how you interact with the Platform.

6.1 Account, identity and verification information

• Name, email address, telephone or mobile number, username and account identifiers.
• Password or authentication information, email or mobile verification records and login history.
• Country of residence, language, time zone, account type and security settings.
• Terms acceptance, privacy-notice versions, consent, withdrawal, profile-visibility and communication-preference records.

6.2 Candidate and professional information

• CVs, resumes, cover letters, professional summaries and portfolio information.
• Current and previous job titles, employers, employment dates, responsibilities, achievements and project experience.
• Industry, sector, asset, technical and professional experience.
• Education, qualifications, licences, memberships, certifications, training, skills and languages.
• Salary expectations, notice period, availability, work preferences, preferred roles, sectors and locations.
• Current location, willingness to relocate, right-to-work information, visa status and sponsorship requirements.
• Nationality, gender, year of birth or age-related information where provided and where collection is enabled.
• Professional-network links, publications, references and referee information.
• Answers to screening questions, interview availability, application history, Company communications and profile-visibility choices.

6.3 CV parsing outputs and profile enrichment

• Standardised job titles, skills, categories, related terms, calculated experience or other derived professional information.
• Records of candidate review, correction, saving, download and profile updates.

6.4 Job application information

• The job applied for, application date and time, submitted CV, cover letter, supporting documents and screening answers.
• Application status, interview information, withdrawal status and communications where supplied.

6.5 Company and recruiter information

• Company name, legal and trading names, registration information, business address, website, domain, description, industry and sector.
• Company administrators, authorised users, names, job titles, business contact information and authority-verification information.
• Job postings, screening questions, application recipients, recruitment projects, recruiter notes and candidate communications.
• Candidate searches, search criteria, saved searches, profile views, CV previews, copies, downloads, exports and related activity.
• Purchases, subscriptions, credits, invoices, payment status, billing information and account-management records.
• User permissions, usage records and suspected misuse, fraud or policy violations.

6.6 Job advertisement information

• Job title, description, location, working arrangement, salary, benefits, experience and qualification requirements.
• Right-to-work or sponsorship requirements, application instructions, Company identity, confidential-job settings and screening questions.
• Publication, expiry and status information and associated Company-user details.

6.7 Community and user-generated content

• Posts, comments, replies, reactions, messages, groups, profile photographs, uploaded images or documents, content reports and moderation records.
• Information posted in a publicly accessible area may be viewed, copied, cached, indexed or redistributed by other users or third parties.

6.8 Payments and transactions

• Billing name and address, invoice and tax information, transaction amount, currency, payment status, payment-provider reference, refunds, chargebacks and purchasing history.
• Complete payment-card details may be collected directly by an authorised payment provider and are not intended to be stored by us unless expressly disclosed.

6.9 Communications and support

• Emails, contact-form submissions, support requests, complaints, feedback, survey responses, privacy requests, correspondence and account-management notes.
• Call records and, where separately notified and lawful, call recordings.

6.10 Technical, device and usage information

• IP address, approximate location derived from IP address, browser, operating system, device type, device identifiers, language and time-zone settings.
• Referring and exit pages, dates and times of access, pages, jobs and profiles viewed, searches, clicks and navigation activity.
• Application, login and session activity, cookie identifiers, error, crash, diagnostic and performance records.
• Security events, rate-limit events and evidence of suspected scraping, automated access, bulk extraction, fraud or unauthorised activity.

6.11 Matching, recommendation and inferred information

• Suggested jobs or candidates, search relevance, compatibility or relevance indicators and search-result rankings.
• Related skills or job titles, inferred professional categories or sector experience and profile-completeness indicators.
• Fraud or security-risk indicators, communication preferences and aggregated labour-market or recruitment insights.

CVs, applications, messages and community content may contain sensitive or legally protected information. Depending on applicable law, this may include racial or ethnic origin, religion or beliefs, political opinions, trade-union membership, health or disability, genetic or biometric information, sex life or sexual orientation, criminal allegations or convictions, government identifiers, financial-account information, precise geolocation or other information classified as sensitive.

You should not include sensitive information unless it is genuinely necessary and requested through an appropriate and lawful process.

Where we intentionally collect sensitive information, we will seek to identify an appropriate lawful basis and any additional legal condition; provide an appropriate notice; collect only what is necessary; restrict access; apply enhanced security; limit retention; complete any required assessment; and obtain explicit consent where required.

Information collected solely for equality monitoring, diversity reporting or accommodation should, where reasonably possible, be optional, separated from ordinary profiles, excluded from ordinary ranking and unavailable to general hiring decision-makers unless lawful and necessary.

The Platform may allow candidates to provide nationality, gender, year of birth or age-related information, country of residence, right-to-work information, visa status, sponsorship requirements and relocation preferences.

These fields may be processed to complete a candidate profile; support lawful immigration, work-authorisation or sponsorship workflows; provide candidate-requested recruitment services; meet a lawful local recruitment requirement; support lawful equality monitoring; or enable authorised searches where a particular criterion is enabled, job-related, proportionate and lawful.

The availability of a field or filter does not mean that a Company may lawfully use it in every recruitment process. Companies are required to comply with applicable privacy, employment and equality laws and to avoid unlawful discrimination.

We may restrict, disable or remove fields or filters based on candidate location, Company location, job location, role type, applicable law, regulatory guidance, risk assessments or suspected misuse.

Unless separately disclosed and lawfully permitted, age, gender, nationality and similar demographic characteristics are not intended to be default factors in general AI candidate matching or ranking. A Company-selected criterion may nevertheless affect search results and remains subject to legal and technical controls.

9.1 Directly from you

We obtain information when you register, verify contact details, upload or create a CV, complete a profile, apply for a job, choose visibility settings, post community content, purchase a service, contact us or exercise a privacy right.

9.2 Through use of the Platform

We collect technical, usage, security and interaction information when you browse, search, communicate or use Platform features.

9.3 From Companies and recruiters

A Company may provide job information, application status, interview information, communications, recruiter notes, application-recipient details, account-user information or other recruitment information.

9.4 From integrations and connected services

Where you or a Company authorises an integration, we may receive information from identity providers, applicant-tracking systems, professional networks, communications tools, calendars, payment providers or other recruitment systems.

9.5 From service providers

We may receive information from providers supporting verification, fraud prevention, security, communications, payments, analytics, hosting, search, AI functionality or technical operations.

9.6 From public or professional sources

We may obtain limited professional or Company information from public sources where lawful and reasonably necessary for Company verification, fraud prevention, authority checking, contact-data validation, Platform safety or another clearly explained purpose. We will not create a searchable candidate profile solely from public information without an appropriate lawful basis and required notice.

9.7 Through pre-launch migration or corporate transactions

Where clearly explained during pre-registration, we may migrate a candidate account, CV, profile, preferences, verification status, visibility choice, consent records and legal-acceptance records from a Power & Energy Careers microsite into the full Platform. We may also receive information through a lawful restructuring, acquisition or transfer subject to applicable notice and contractual requirements.

Where the UK GDPR, EU GDPR or a similar framework applies, we rely on an appropriate legal basis for each processing activity. The relevant basis may differ under other laws.

10.1 Account creation and administration

We use information to register and authenticate users, verify contact details, secure accounts, administer permissions, provide settings, record legal acceptances and send essential service communications.

• Possible bases include contract, pre-contract steps, legitimate interests and legal obligations.

10.2 Candidate services

We use information to create and maintain profiles, store CVs, provide profile and CV tools, enable job search and applications, save jobs, provide alerts, manage visibility and support candidate communications.

• Possible bases include contract, pre-contract steps, consent for optional features and legitimate interests where appropriate.

10.3 Searchable candidate profiles

Where a candidate actively selects searchable visibility, we may make specified profile and CV information available to authorised Companies and recruiters. Searchable visibility will not be selected automatically. Candidates may change the setting, but doing so does not retrieve copies already lawfully received by a Company.

• The basis may include the requested service, contract, affirmative consent or legitimate interests, depending on jurisdiction and legal advice.

10.4 Job applications

We use information to submit and transmit applications, send confirmations, support application workflows and communications, record delivery and investigate failed or disputed submissions.

• Possible bases include contract, the candidate’s specific request, legitimate interests and legal obligations.

10.5 Company and recruiter services

We use Company information to verify accounts, publish jobs, provide candidate-search tools, process applications, support recruitment workflows, administer subscriptions and credits, process payments, provide analytics, manage permissions and enforce Company terms.

10.14 Corporate transactions

We may process information in connection with investment, financing, due diligence, restructuring, merger, acquisition, sale, insolvency or transfer of the Platform or business, subject to confidentiality and applicable law.

Candidates should have meaningful control over how their profiles and CVs are shared. The Platform may offer the settings described below.

11.1 Applicant-only or hidden

The candidate does not appear in general Resume Database searches. Information is shared when the candidate applies, responds to a Company, deliberately sends information or otherwise requests disclosure.

11.2 Searchable by authorised Companies and recruiters

Where this setting is selected, authorised users may, depending on permissions, find the candidate, view profile information, preview or view the CV, view available contact information, send a message, save a profile, copy permitted information, download a CV or transfer relevant information into an authorised recruitment system. Candidates will be told what becomes visible before activation.

11.3 Limited or anonymised visibility

Where offered, a candidate may allow Companies to view selected professional information without initially displaying direct contact information, identifying information or the complete CV.

11.4 Public visibility

A full candidate CV will not be made publicly accessible or indexed by general internet search engines unless the candidate deliberately selects a clearly identified public option. Any public option will be disabled by default and accompanied by a warning that public information may be viewed, copied, cached, indexed, redistributed or retained elsewhere.

11.5 Copies held by Companies

Once a Company has lawfully viewed, received, copied, downloaded or exported candidate information, it may retain a copy outside the Platform and becomes responsible for that copy. Changing Platform visibility does not retrieve it. Companies are contractually prohibited from unauthorised resale, unrelated marketing, unlawful discrimination, unrelated database building, unauthorised AI training or other uses unrelated to legitimate recruitment.

When a candidate applies, the candidate instructs us to transmit relevant information to the Company advertising or managing the opportunity.

A Company may configure Company administrators, recruiters, hiring managers, recruitment-team members, agencies, authorised colleagues or external email recipients to receive applications or related notifications. The Company is responsible for ensuring that recipients are authorised, require the information for recruitment, protect it appropriately, use it lawfully and maintain confidentiality.

We may record the job applied for, configured recipient, transmission date and time, delivery information and related technical records for security, audit, support and dispute resolution.

Applying for an international role may result in information being transferred to and processed in the country where the Company, recruitment team or vacancy is located.

The Platform may use artificial intelligence, machine learning, semantic search, statistical analysis, rules-based systems and other automated technologies to support candidate-profile creation, recruitment search and candidate discovery.

13.1 CV parsing and profile creation

When a candidate uploads a CV, our systems may analyse the document and extract information such as name and contact details, job titles, employers, employment dates, experience, responsibilities, achievements, skills, education, qualifications, certifications, licences, languages, sector and project experience, locations, availability, right-to-work information and other professional information contained in the CV.

Extracted information may be inserted into corresponding fields in the candidate profile. The system may standardise job titles or skills, identify related terms, categorise experience, identify duplicate information, calculate years of experience and improve profile structure and searchability.

CV parsing can be incomplete or inaccurate. Candidates should be able to review, correct and update parsed information. The original CV may remain available alongside the structured profile, subject to visibility settings and Company permissions.

13.2 Recruiter-directed intelligent candidate search

An authorised Company user may provide structured criteria or a natural-language description of the professional requirements sought. These may include job title, related titles, keywords, skills, years or type of experience, industry or sector experience, project or asset experience, qualifications, certifications, licences, languages, location, availability, working preferences, right-to-work status, visa or sponsorship requirements and other legitimate, job-related criteria.

The system may interpret those instructions and compare them with candidate-profile fields and CV content. It may identify candidates who appear to meet the criteria; exclude or deprioritise candidates who do not appear to meet the criteria; rank or organise results; highlight relevant evidence; identify related or transferable skills; create candidate summaries; and display relevance indicators.

13.3 Role and responsibility of the Company user

The recruitment criteria are selected or supplied by the Company user. Power & Energy Careers does not independently determine the Company’s recruitment requirements.

The Company remains responsible for ensuring criteria are lawful, relevant and proportionate; checking the accuracy and relevance of results; considering whether potentially qualified candidates may have been omitted; avoiding unlawful discrimination; applying meaningful human judgement; and making every interview, shortlisting and hiring decision.

The availability of a field, filter, ranking function or AI capability does not mean that its use is lawful in every jurisdiction or recruitment process.

13.4 Potential effect on candidates

Power & Energy Careers does not make the final decision to interview, reject, shortlist or hire a candidate. However, AI-assisted parsing, search, filtering and ranking may affect whether a candidate appears in results, the position in which the candidate appears, whether the candidate is highlighted and whether the candidate is initially presented for human consideration.

We therefore treat these functions as consequential recruitment-support processing and seek to apply appropriate transparency, testing, fairness, security, logging and human-oversight controls. Unless clearly disclosed and lawfully permitted, the Platform will not make a final recruitment decision based solely on automated processing.

13.5 Human oversight and review

Company users are required to exercise meaningful human judgement and must not treat an AI-generated result, ranking, summary or indicator as a definitive decision. Where appropriate and technically available, users may modify or broaden criteria, review profiles outside the initial result set, view relevant matching evidence and override automated ordering. Candidates should be able to correct inaccurate profile information.

13.6 Protected and sensitive characteristics

Unless separately disclosed and lawfully permitted, race or ethnicity, religion, political opinion, trade-union membership, health, genetic or biometric information, sexual orientation, gender, age, nationality and other protected or sensitive characteristics are not intended to be default factors in general AI candidate ranking or matching.

Where demographic information or related filters are technically available, their use may be restricted, disabled or prohibited based on candidate location, Company location, job location, applicable law, regulatory guidance, risk assessment or suspected misuse.

13.7 Limitations of AI output

AI-generated search results, rankings, summaries, classifications and indicators may be incomplete or inaccurate; may fail to recognise transferable skills; may be affected by incomplete or poorly formatted CVs; may reflect inaccuracies in candidate or job information; may omit potentially qualified candidates; do not verify the truth of candidate information; and do not guarantee suitability.

13.8 Rights relating to automated processing

Where applicable law provides rights relating to automated processing, profiling or recruitment technology, an individual may be able to request information about the processing; information about categories of data or principal criteria; correction of inaccurate information; human review; an opportunity to express a position; reconsideration; an available explanation; an opt-out or alternative process; or another remedy required by law. Requests may be sent to privacy@powerandenergycareers.com.

13.9 AI service providers and model training

We may use contracted AI and technology providers to support CV parsing, semantic search, candidate filtering, ranking, summarisation and other Platform functions. Providers should be subject to appropriate data-processing, confidentiality, security, purpose-limitation, retention, deletion, subprocessor, assurance and international-transfer terms.

We do not permit identifiable CVs, private applications, candidate profiles or private messages to be used to train a provider’s general-purpose AI models for the provider’s independent purposes unless that use is clearly disclosed, a valid legal basis exists, safeguards are in place and any required consent is obtained. Information used for internal testing or improvement should, where reasonably possible, be minimised, pseudonymised, de-identified or aggregated.

13.10 Company-operated recruitment systems

A Company may use its own applicant-tracking system, assessment tool or AI technology. Those systems are operated independently of the Platform and are governed by the relevant Company’s privacy notice and contractual terms.

14.1 To Companies at the candidate’s request

We disclose candidate information when the candidate applies, activates a searchable profile, responds to a Company, sends information, requests disclosure or uses another clearly explained recruitment feature.

14.2 Company-configured recipients and administrators

Applications and notifications may be disclosed to authorised recipients configured by a Company. Company administrators may access Company users, permissions, jobs, applications, recruitment projects, Resume Database activity, usage, subscriptions, credits, billing and account information.

14.3 Power & Energy Careers entities

We may disclose information between Power & Energy Careers entities where reasonably necessary for Platform operations, customer support, billing, administration, security, reporting, legal compliance or service delivery, subject to an appropriate role and legal basis.

14.4 Service providers and subprocessors

We may use providers supporting cloud hosting, data storage, backups, content delivery, authentication, email, SMS, mobile verification, messaging, customer support, payments, analytics, security, fraud prevention, Company verification, document processing, search, AI, monitoring, legal services, auditing, accounting and business continuity.

A current list of providers and processing locations is available on request from privacy@powerandenergycareers.com.

14.5 User-authorised integrations

We may disclose information to an applicant-tracking system, calendar, communication platform, identity provider, payment provider, professional network or other integration selected or authorised by a candidate or Company.

14.6 Professional advisers

We may disclose information to lawyers, auditors, insurers, accountants, consultants and other advisers where reasonably necessary and subject to professional or contractual confidentiality.

14.7 Authorities and legal proceedings

We may disclose information where reasonably necessary to comply with law or a binding request, respond to a competent regulator, protect safety, investigate fraud, prevent unlawful activity, enforce rights, defend a claim or preserve evidence. Where lawful and appropriate, we may challenge or narrow a request.

14.8 Corporate transactions

Information may be disclosed under confidentiality restrictions to investors, purchasers, lenders, successors, administrators, insolvency practitioners or advisers in connection with a transaction.

14.9 Public, aggregated or de-identified information

Information deliberately published in a public area may be available to users, search engines and third parties. We may use or disclose properly aggregated or de-identified information for research, workforce insights, labour-market reporting, analytics, product development or commercial reporting and will not seek to re-identify it except where permitted for validation or by law.

We do not sell candidate CVs or personal data for monetary payment.

Access to the Resume Database is licensed for legitimate recruitment purposes and is subject to contractual and technical restrictions.

Some privacy laws define “sale” or “sharing” more broadly and may include certain advertising, analytics or cross-context behavioural disclosures.

Where applicable law treats a Platform disclosure as a sale, sharing or targeted-advertising activity, we will provide any required notice, opt-out, browser-based preference support, sensitive-information limitation or other control.

Candidates may separately choose whether to receive personalised job alerts, relevant career opportunities, career content, industry events, exhibitions, salary surveys, research, newsletters, Platform updates, selected Company communications and selected industry-partner communications sent by Power & Energy Careers.

Company users may separately choose whether to receive product updates, recruitment insights, events, newsletters and commercial communications.

Communications featuring a Company, event, exhibition, sponsor or industry partner may be sent by Power & Energy Careers. Sending such a communication does not automatically mean that we disclose the recipient’s contact information to the third party.

We will disclose contact information directly to a third party for marketing only where the disclosure has been clearly explained, an appropriate legal basis exists and any required consent has been obtained.

Users may stop optional marketing through an unsubscribe link, account settings, communication settings or by contacting privacy@powerandenergycareers.com. Withdrawing marketing consent will not stop necessary account, security, application, billing, legal or essential service communications. Job alerts may be managed separately from general marketing.

We may use cookies, pixels, local storage, software development kits, tags, device identifiers and similar technologies to authenticate users, maintain security, remember settings, operate requested features, measure performance, understand use, diagnose errors, personalise content and, where permitted, measure or deliver advertising.

Where consent is required, non-essential technologies will not be activated until the user makes an appropriate choice. Users should be able to accept or reject non-essential cookies, make granular choices and change preferences later. Rejecting should be as easy as accepting.

Further information is provided in our Cookie Policy, and preferences may be changed from your account settings or the cookie banner.

Power & Energy Careers is intended to operate globally. Personal data may be accessed, hosted or processed outside the country in which it was collected where our entities or infrastructure operate internationally; a service provider operates abroad; a candidate applies internationally; a Company searches internationally; an authorised user is located abroad; or a candidate selects international work or relocation preferences.

Some receiving countries may not provide the same level of legal protection as the individual’s home country.

Where required, we will use an appropriate transfer safeguard, which may include an adequacy decision; European Commission Standard Contractual Clauses; the UK International Data Transfer Agreement or UK Addendum; contractual clauses under another law; binding corporate rules; transfer-risk assessments; encryption; access restrictions; data minimisation; pseudonymisation; localisation where required; or another lawful mechanism.

A candidate who applies for an international role or makes a profile searchable internationally should understand that the receiving Company may process the information in its country. Information about relevant processing countries and safeguards may be requested from privacy@powerandenergycareers.com.

We retain personal data only for as long as reasonably necessary for the purposes described in this Privacy Policy, including legal, security, accounting and dispute requirements. The following proposed periods must be confirmed against actual technical configuration and legal advice.

• Candidate accounts and profiles: while active and ordinarily up to 24 months after the candidate’s last meaningful activity, unless renewed, deleted earlier or retained for a lawful reason.
• Searchable CVs: until searchability is disabled, the CV is deleted, the account is closed or the inactivity period applies.
• Job applications: ordinarily up to three years after the application or last relevant recruitment activity, subject to employment law, claims, Company instructions and local requirements.
• Resume Database search, view, copy, download and export records: retained for a period consistent with security, licence enforcement, candidate protection, fraud prevention, investigation and audit requirements.
• Terms, privacy-notice, consent, withdrawal and visibility records: for the account life and ordinarily up to seven years afterward where reasonably necessary to demonstrate compliance or manage claims.
• Company account and contract records: for the account or contract life and ordinarily up to seven years afterward.
• Payment, tax and invoice records: for the period required by applicable law, ordinarily up to seven years.
• Support, complaint and investigation records: ordinarily up to three years after closure unless longer retention is justified.
• Security and technical logs: ordinarily up to 12 months unless longer retention is required for an incident, fraud prevention, claims or Platform protection.
• Marketing information: until consent is withdrawn, an objection is made, the information is no longer relevant or the programme ends. A minimal suppression record may be retained to respect opt-outs.
• Cookies: for the periods stated in the Cookie Policy and consent tool.
• Backups: deleted information may remain temporarily in protected backups and will ordinarily be overwritten or deleted in line with our backup cycles, legal holds and technical limits.
• Legal claims and investigations: for as long as reasonably necessary to establish, exercise, investigate or defend the matter.

When information is no longer required, it will be securely deleted, destroyed or irreversibly anonymised.

We use technical and organisational measures designed to protect personal data against unauthorised access, unlawful disclosure, accidental loss, alteration, destruction, misuse and damage.

Depending on the nature and sensitivity of the information, measures may include encryption in transit; encryption at rest where appropriate; secure password hashing; role-based and least-privilege access; multifactor authentication; activity logging; monitoring; rate limiting; secure development practices; vulnerability and patch management; backups and recovery; confidentiality obligations; access reviews; provider due diligence; incident response; Company verification; download controls and audit records.

No online service, transmission method or storage system can be guaranteed to be completely secure. Users are responsible for protecting their devices and credentials and should notify us promptly of suspected unauthorised access or misuse.

Where a personal-data breach occurs, we will investigate and notify affected individuals and competent authorities where required by applicable law.

Depending on your location and the circumstances, you may have rights to know whether we process your personal data; receive information; access or obtain a copy; correct or complete information; delete information; restrict or object to processing; object to direct marketing; withdraw consent; receive portable data; request transfer where feasible; opt out of certain sales, sharing, targeted advertising or profiling; limit certain sensitive-data uses; request human review of an applicable automated outcome; receive information about qualifying automated processing; appeal a request decision; use an authorised agent; complain to a regulator; and receive services without unlawful discrimination for exercising a right.

These rights are not absolute. We may retain or continue processing information where permitted or required for legal obligations, legal claims, fraud prevention, security, freedom of expression, public interest, protection of others or another lawful exception.

21.1 Exercising a right

Requests may be submitted to privacy@powerandenergycareers.com. Please identify the account or email concerned, the right being exercised and enough information for us to understand the request.

We may request information reasonably necessary to verify identity, account ownership, authority and validity. We will respond within the period required by applicable law and may extend the period where permitted for complex or numerous requests. Where information is held independently by a Company, the individual may need to contact that Company directly.

The following sections provide additional information for selected jurisdictions in which Power & Energy Careers may operate or serve users. They are not an exhaustive description of every privacy law that may apply. The absence of a country-specific section does not remove rights provided by applicable law.

22.1 United Kingdom

Where United Kingdom data-protection law applies, individuals may have rights including access, correction, erasure, restriction, portability, objection, withdrawal of consent and safeguards relating to automated processing. Individuals may complain to the United Kingdom Information Commissioner’s Office.

22.2 European Union, European Economic Area and Switzerland

Where European or Swiss data-protection law applies, individuals may have the relevant rights available under those laws and may complain to the competent supervisory authority. Details of any required European Union representative will be provided before publication.

22.3 United States

Where an applicable federal, state or local privacy or automated-employment law covers our activities, residents may have rights to access, correct, delete, obtain portable data, know categories collected or disclosed, opt out of certain sale, sharing, targeted advertising or profiling, limit certain sensitive-data uses, use an authorised agent, appeal and avoid unlawful discrimination. Required notices, browser signals, AI notices, audits or alternative processes will be provided where applicable.

22.4 Canada and Mexico

Where Canadian or Mexican privacy law applies, individuals may have rights to access, correction, withdrawal of consent where relevant, complaint and other rights under federal, provincial, state or national law. Cross-border and accountability requirements will be addressed as applicable.

22.5 Middle East

Where applicable laws in the United Arab Emirates, Saudi Arabia, Qatar, Kuwait, Bahrain, Oman, Iraq, Jordan or another Middle Eastern jurisdiction govern processing, we will provide the rights, notices, transfer mechanisms, localisation measures and other controls required by those laws. Where the relevant processing falls within the DIFC or ADGM, the applicable data-protection regime will apply.

22.6 Singapore, Vietnam and other Asian jurisdictions

Where Singapore’s Personal Data Protection Act applies, individuals may have applicable access, correction and withdrawal rights and may contact our Privacy Team at privacy@powerandenergycareers.com. Where Vietnamese or other Asian privacy, cybersecurity, data-transfer, localisation, electronic-communications or employment laws apply, we will provide supplementary notices and controls as required.

22.7 India and South Asia

Where laws in India, Pakistan, Bangladesh, Sri Lanka or another South Asian jurisdiction apply, we will address applicable notice, consent, rights, security, cross-border, employment and communications requirements.

22.8 Australia, New Zealand and the wider Asia-Pacific region

Where Australian or New Zealand privacy law applies, individuals may request access or correction and may submit a complaint. We will take required steps concerning overseas disclosure, security and complaints and will identify likely overseas processing countries where required.

22.9 Brazil, Latin America and the Caribbean

Where Brazil’s General Data Protection Law or another applicable Latin American or Caribbean law applies, individuals may have rights relating to confirmation, access, correction, deletion, blocking, portability, recipients, consent, opposition and automated processing. We will use an appropriate international-transfer mechanism where required.

22.10 Africa

Where South African or another African privacy, data-protection, cybersecurity, electronic-communications or employment law applies, we will provide the rights, safeguards, transfer measures and notices required for the relevant processing.

22.11 Other jurisdictions

Individuals in other countries may have additional rights. We will assess applicable requirements based on the individual’s location, the relevant Power & Energy Careers entity, the Company and job location, the markets into which services are offered, processing locations and the territorial scope of applicable law.

The ordinary Platform is intended for individuals aged 18 or over. We do not knowingly permit a child under 18 to create an ordinary candidate, Company or community account.

If we learn that a child has provided information without an appropriate lawful process, we may suspend the account, restrict processing, request age verification, involve a parent or guardian where appropriate or delete the information.

If we later offer apprenticeships, graduate pathways or youth-career services to individuals under 18, those services must use an age-appropriate notice, appropriate verification, parental or guardian involvement where required, enhanced controls, proportionate collection and safeguards reflecting the child’s best interests.

The Platform may link to or integrate with Company career websites, applicant-tracking systems, assessment providers, interview services, background-check providers, professional networks, payment providers, training providers, calendars, communication platforms, external articles and other third-party services.

We do not control their privacy practices, security, content, availability, decisions or contractual terms. Users should review the relevant third party’s privacy notice before providing information directly to it. A link or integration does not constitute a guarantee, endorsement or assumption of responsibility for that third party.

If Power & Energy Careers is financed, reorganised, merged, acquired, sold, placed into administration or transferred, personal data may be disclosed or transferred to relevant transaction parties or successors, subject to confidentiality, due-diligence controls, applicable law and continued protection. Where required, affected individuals will be notified of a material change in controller or purpose.

We may update this Privacy Policy to reflect changes to the Platform, new features, providers, processing, legal developments, regulatory guidance, security requirements, geographical expansion or organisational changes.

The updated version will display a revised “Last updated” date and version number. Where a change materially affects individuals or previously collected information, we will provide additional notice and obtain consent where required. We will not rely solely on changing this Privacy Policy to conduct a materially incompatible new use where law requires a new notice or consent.

Questions, complaints and privacy requests may be sent to the Power & Energy Careers Privacy Team at privacy@powerandenergycareers.com.

We will investigate complaints and respond within the period required by applicable law. Nothing in this Privacy Policy limits a person’s right to contact a competent privacy, data-protection, employment, consumer-protection or other regulatory authority.