Effective Date: January 26, 2026
Last Updated: January 26, 2026

Jazz Solutions, Inc. (“JSL,” “we,” “us,” or “our”) is committed to protecting the privacy and personal information of individuals who apply for employment with our organization. This Recruitment Privacy Statement explains in detail how JSL collects, uses, discloses, retains, and protects personal information throughout the recruitment and hiring lifecycle.

This Statement applies to all job applicants, candidates, and individuals who engage with JSL regarding employment opportunities, regardless of location. It supplements JSL’s general Privacy Policy and any jurisdiction-specific privacy notices (including California disclosures, where applicable). In the event of a conflict, the more specific or legally required notice will apply.

1. Scope and Applicability

This Recruitment Privacy Statement applies to personal information collected, generated, or received in connection with:

• Job applications submitted through JSL’s website, applicant tracking systems (ATS), or third-party recruiting platforms
• Recruiting, sourcing, and outreach activities conducted by JSL employees, managers, or authorized recruiters
• Communications related to open positions, interviews, candidate evaluations, offers, and hiring decisions
• Pre-employment screening, verification, onboarding preparation, and compliance activities

This Statement applies to information collected both electronically and in paper form.

This Statement does not govern the handling of personal information after an individual becomes an employee, contractor, or consultant of JSL. Once hired, personal information is governed by JSL’s internal employee privacy policies, procedures, and notices.

2. Categories of Personal Information Collected

During the recruitment and hiring process, JSL may collect and process the following categories of personal information. The specific data collected depends on the position, the stage of recruitment, and applicable legal or contractual requirements.

1. Identifiers

This may include:

• Full name
• Mailing address
• Email address
• Telephone number
• Other contact details voluntarily provided by the applicant

Identifiers are used primarily for communication, identity verification, and recordkeeping purposes.

1. Professional and Employment-Related Information

This may include:

• Resume or curriculum vitae
• Employment history, job titles, and responsibilities
• Education history, certifications, licenses, and professional credentials
• References and reference feedback
• Interview notes, evaluation materials, and selection or non-selection documentation

This information supports candidate evaluation, selection decisions, and regulatory documentation.

1. Sensitive Personal Information (Limited and Purpose-Bound)

Where permitted or required by law or contract, JSL may collect limited sensitive personal information, including:

• Eligibility to work in the United States
• Background screening or investigation results
• Security clearance, suitability, or trust determination information for roles supporting federal contracts
• Government-issued identifiers where legally required

Sensitive information is collected only when necessary and handled with heightened safeguards.

1. Electronic and System Information

This may include:

• ATS usage data and application submission records
• Login activity, timestamps, and system logs
• Communications exchanged during the recruitment process

This information supports system integrity, auditability, and compliance.

1. Inferences

JSL may generate inferences based on applicant-provided information, such as:

• Skills alignment
• Qualifications relative to job requirements
• Suitability for specific roles

These inferences are used solely for recruitment and hiring purposes.

JSL does not intentionally collect personal information unrelated to legitimate recruitment, employment consideration, security, or compliance obligations.

3. Sources of Applicant Information

Personal information may be collected from multiple authorized sources, including:

• Information directly provided by applicants through applications, resumes, interviews, or communications
• Recruiting platforms, applicant tracking systems, and job boards used by JSL
• References, prior employers, or educational institutions where permitted by law
• Background screening or verification providers engaged by JSL
• Federal agencies or contracting authorities, where applicable to specific roles

JSL limits collection to information reasonably necessary for recruitment and compliance purposes.

4. Purposes for Collection and Use

JSL collects and uses applicant personal information for legitimate business, employment, and regulatory purposes, including but not limited to:

• Identifying, assessing, and evaluating candidates for employment opportunities
• Communicating with applicants regarding applications, interviews, and hiring decisions
• Verifying qualifications, credentials, references, and employment eligibility
• Conducting background checks, investigations, or security screenings where permitted or required
• Meeting federal contractor obligations, including suitability and audit requirements
• Complying with employment laws, equal employment opportunity requirements, and regulatory mandates
• Maintaining required recruitment and hiring records
• Protecting JSL’s systems, personnel, facilities, and contractual interests

Personal information is not used for purposes incompatible with recruitment and hiring activities.

5. Disclosure of Applicant Information

Applicant personal information may be disclosed on a limited, need-to-know basis to:

• JSL personnel involved in recruiting, hiring, compliance, security, or management decision-making
• Third-party service providers supporting recruiting, background screening, onboarding, or HR systems, subject to confidentiality and data protection obligations
• Federal agencies or contracting authorities where disclosure is required by law, regulation, or contract
• Legal, regulatory, or law enforcement authorities when required or permitted by law

JSL does not sell applicant personal information and does not disclose applicant information for advertising, marketing, or cross-context behavioral advertising purposes.

6. Data Retention

Applicant personal information is retained in accordance with applicable legal, regulatory, and contractual requirements, including:

• No less than the minimum retention periods required under federal employment and federal contractor regulations, including EEOC and OFCCP recordkeeping rules
• Extended retention where necessary to comply with legal holds, audits, investigations, contractual obligations, or dispute resolution

Because JSL operates as a federal contractor, certain applicant and hiring records must be retained by law. As a result, applicant personal information cannot be deleted upon request where retention is legally mandated.

7. Applicant Privacy Rights

Depending on applicable law, applicants may have the right to:

• Request information about the categories of personal information collected and the purposes for which it is used
• Request access to personal information maintained by JSL
• Request correction of inaccurate or incomplete personal information
• Request deletion of personal information, subject to legal, regulatory, and contractual retention obligations
• Be free from retaliation for exercising privacy rights

Some rights may be limited or unavailable where JSL is required by law or federal contract to retain or process applicant information.

8. Security Measures

JSL maintains appropriate administrative, technical, and physical safeguards designed to protect applicant personal information from unauthorized access, disclosure, alteration, or destruction. These safeguards align with applicable federal security standards and JSL’s obligations as a federal contractor, including role-based access controls, system monitoring, and incident response protocols.

9. International and Jurisdiction-Specific Notices

Applicants located in certain jurisdictions may be entitled to additional rights or disclosures under local privacy laws. Where required, JSL provides jurisdiction-specific notices (such as California privacy disclosures) that apply in addition to this Recruitment Privacy Statement.

10. Updates to This Statement

This Recruitment Privacy Statement may be updated periodically to reflect changes in applicable law, regulatory guidance, or recruitment practices. Any updates will be reflected by the “Last Updated” date above.

11. Contact Information

Applicants with questions regarding this Recruitment Privacy Statement or JSL’s recruitment-related privacy practices may contact:

Email: privacy@jazzsol.com

Privacy requests must include sufficient information to allow JSL to verify identity and process the request in accordance with applicable law.