Privacy policy

1. Who we are

Scooter (“we”, “us”) operates a sales-hiring platform. We work with two groups of people, and this policy covers both:

• Candidates — people who apply to a sales role through Scooter, create a profile, or complete an assessment with us.
• Customers — the companies hiring through Scooter, and the individual hiring managers and talent-team members who use our reports and dashboards.

For candidate data collected in the course of screening for a customer’s role, Scooter and that customer each act as controllers of the data they hold. Scooter determines how screening and assessment are carried out; the customer determines who they interview and hire.

2. Data we collect

From candidates

• Identity and contact data — name, email address, phone number and country code, and your LinkedIn profile URL where you provide it.
• Resume and professional history — the resume file you upload and the data we extract from it: roles, employers, durations and skills.
• Application details a resume cannot tell us — current location, willingness to relocate and preferred cities, work mode preference, notice period, languages spoken, and your current and expected compensation in LPA.
• Verification data — the one-time passcodes we send to your phone and email, and the fact and time of successful verification.
• Assessment data — your audio-round and video-assessment recordings, transcripts of them, your answers, per-question timings, and the scores and written evaluations produced from them.
• Integrity signals — described in section 4.
• Technical and usage data — device, browser and operating-system information, IP address, session and upload logs, and records of the emails and WhatsApp messages we send you and whether they were opened or clicked.

We do not ask for, and ask you not to send, special-category data — health information, caste or religion, biometric identifiers, or government identity numbers. If you include such information in a resume or an answer, we will hold it only as part of that document and will not use it to evaluate you.

From customers

• Business contact details for the people using Scooter on your behalf — name, work email, company, role.
• The role material you give us: job descriptions, scorecards and rubrics, budget ranges and hiring preferences.
• Your activity in the product — shortlist and rejection decisions, notes, filters used, and report access.

3. How we use candidate and customer data

• To run the application you started — parsing your resume so you do not retype it, verifying that you are reachable, and assembling a comparable profile for the role.
• To assess fit — scoring your profile and assessment against the role’s rubric, in two layers: a universal core covering the traits every sales role needs, and a company-specific module covering that customer’s scenarios and requirements.
• To present you to the hiring company — producing the shortlist report described in section 6.
• To keep you informed — sending assessment invitations, reminders and outcomes by email and WhatsApp, and answering your questions.
• To carry your profile across applications — so that if you apply to another role on Scooter you are not re-tested from scratch. Your universal assessment result may be reused; company-specific answers are not.
• To protect the integrity of assessments — see section 4.
• To operate and improve the platform — diagnosing failed uploads and dropped sessions, measuring completion rates, and improving our questions and scoring. Where we use assessment material to improve our evaluation models we use it in aggregate or de-identified form wherever that is sufficient.
• To meet legal and contractual obligations — including our agreements with customers and any records we are required to keep.

Our legal bases, where a framework such as the GDPR or India’s Digital Personal Data Protection Act applies, are: performance of and steps preparatory to a contract; your consent, which you may withdraw; our legitimate interests in operating a fair and functional hiring process; and compliance with legal obligations. We do not sell personal data, and we do not use candidate data for advertising.

4. Video assessment and proctoring data

The video round is the most sensitive thing we handle, so it is worth being exact about it.

What is recorded

• Video and audio of you answering a defined set of questions. Recording starts when you begin a question and stops when you submit it. We do not record your screen, your other applications, your keystrokes, or anything outside the assessment session.
• A transcript of each answer, and technical metadata about the session — question timings, upload attempts, and browser or device failures.

Integrity signals we derive

To keep an assessment worth trusting for every candidate, we review each recording for a small number of signals: how closely an answer matches known machine-generated text, how long you took to begin answering, the direction of your gaze relative to the camera, and the internal consistency and quality of the answer itself.

• These signals are used only to decide whether a recording should be looked at by a person. They are not shared as raw scores with the hiring company.
• An irregular result is flagged for human review, never an automatic rejection. A member of our team reviews the recording, and where appropriate we ask follow-up questions or offer a retake rather than draw a conclusion.
• We tell you before you start that the round is monitored and what our policy on AI assistance is. We do not use covert monitoring.
• We do not perform facial recognition, emotion inference, or identity matching against external databases, and we do not use your recordings to train third-party generative models.

Technical retakes

Uploads and microphones fail. Where a session fails for technical reasons we reset it and invite you to retake it; the incomplete recording is retained only as long as needed to confirm the cause, then deleted.

5. Automated processing and human review

Scooter uses automated systems to parse resumes, score assessments and rank candidates. This is a substantial part of how we work, and we are explicit about its limits:

• Automated scoring produces a baseline, not a decision.
• A member of our team quality-checks results, and in particular reviews every case that is flagged, borderline, or where the automated read diverges from the rest of a candidate’s profile.
• The final shortlist is reviewed by a person before it reaches a hiring company, and the hiring decision itself is always made by that company’s own people.
• No candidate is rejected solely by automated means. You may ask us for an explanation of a result, or for human reconsideration, at hello@thescooter.ai.

6. Sharing and disclosure

With the company you applied to

When you are shortlisted for a role, we share with that company: your verified profile, including contact details, location, work-mode preference, notice period and the compensation expectations you gave us; your assessment recordings and transcripts; your fit summary and ranking; and whether your assessment session raised an integrity flag that we reviewed. We also share your verified profile with other companies hiring through Scooter where your experience is a fit for a role they are recruiting for — much as a professional network surfaces your profile to recruiters — so you can be considered without applying to each role separately. We share only the profile and screening material described above, never your login credentials or payment details, and you can ask us to stop at hello@thescooter.ai.

With service providers

We use a small number of processors under contract, acting on our instructions only: cloud hosting and storage; media processing and transcription; AI model providers used for parsing and evaluation; email and WhatsApp message delivery; and analytics and error monitoring. They may not use your data for their own purposes.

Other disclosures

• Where we are required to by law, or to establish or defend legal claims.
• In connection with a merger, acquisition or transfer of our business, subject to this policy continuing to apply.

Some of our providers process data outside India. Where data is transferred across borders we rely on contractual safeguards with those providers.

7. How long we keep data

• Candidate profile and resume data — for as long as your account is active, and for 24 months after your last activity, so that you can apply again without starting over. You can ask us to delete it sooner.
• Assessment recordings and transcripts — 12 months from the date of the assessment, unless a longer period is needed for an active hiring process or a legal claim.
• Integrity signals and review notes — kept with the assessment and deleted with it.
• Incomplete or failed sessions — up to 30 days, to diagnose the failure.
• Customer account and role data — for the term of the agreement and a reasonable period afterwards for records and legal purposes.
• Aggregated and de-identified data — may be kept indefinitely, as it no longer identifies you.

At the end of a retention period we delete or irreversibly de-identify the data.

8. Security

• Data is encrypted in transit and at rest with our hosting providers.
• Access to candidate recordings and profiles is limited to the Scooter team members who need it for screening, evaluation or support, and to the hiring company for the role you applied to.
• Recordings are served through access-controlled links rather than being publicly addressable.
• Access is logged, and administrative access requires individual accounts.

No system is perfectly secure. If a breach affects your personal data we will notify you and the relevant authority where the law requires it.

9. Your rights

Subject to the law that applies to you, you may:

• Access a copy of the personal data we hold about you, including your assessment recordings and your scores.
• Correct anything inaccurate — parsed resume data included, which you can also edit yourself in your profile.
• Delete your data, and withdraw from consideration for any role. Withdrawing early will usually mean we can delete sooner.
• Restrict or object to processing based on our legitimate interests.
• Withdraw consent where we relied on it, without affecting processing already carried out.
• Port your data, receiving it in a structured, machine-readable format.
• Ask for human review of any automated assessment result that affects your candidacy.
• Complain to your data-protection authority.

Write to hello@thescooter.ai and we will respond within 30 days. We may need to verify your identity first. Note that once we have shared a shortlist with a hiring company, that company holds its own copy under its own privacy policy, and you may need to contact them as well — we will tell you who to contact if you ask.

10. Cookies and local storage

We use cookies and browser storage for a small set of purposes: keeping you signed in, remembering how far you got in an application so a refresh does not lose your place, and measuring how our pages and assessment flows perform. We do not use advertising or cross-site tracking cookies. You can clear this storage in your browser at any time, though doing so will discard any unfinished application progress held there.

11. Children

Scooter is for people seeking professional employment and is not directed at anyone under 18. We do not knowingly collect data from children; if you believe we have, contact us and we will delete it.

12. Changes to this policy

We may update this policy. The version in force is always the one published here, with its date at the top. If a change materially affects how we handle candidate or assessment data we will give notice by email to affected users before it takes effect.