Data Usage

1. Information We Use to Provide JobBox

JobBox uses information you provide directly, information generated through your use of the platform, and information produced by our systems as they help you prepare for opportunities. The exact information used depends on which features you choose to use.

For example, a user who only browses public pages provides less information than a user who uploads a resume, builds a profile, practices interviews, applies for roles, books a human review, or connects with an employer workflow.

• Account Information: Name, email address, sign-in details, language preference, communication preferences, plan status, and support history may be used to operate your account.
• Career Profile Information: Education, experience, skills, certifications, projects, portfolio links, location preferences, career interests, target roles, and work preferences may be used to build and personalize your profile.
• Uploaded Documents: Resumes, CVs, cover letters, transcripts, portfolios, and supporting files may be parsed, stored, summarized, and transformed into structured career data.
• Generated Content: AI-generated resumes, cover letters, summaries, interview notes, scorecards, job-fit explanations, and learning recommendations may be stored so you can review or reuse them.

2. Resume, CV, and Document Processing

When you upload a resume or related document, JobBox may extract text, identify sections, infer skills, summarize work history, detect missing information, and convert unstructured content into a profile format that the platform can use.

This processing helps the product create better career profiles, generate role-specific documents, improve search and matching, and explain where your profile may be strong or incomplete.

• Parsing: Document parsing may separate names, contact details, education, work history, skills, projects, certifications, links, dates, and achievements into structured fields.
• Normalization: Job titles, skills, industries, locations, and experience descriptions may be standardized so they can be compared more accurately with roles and learning paths.
• Gap Detection: The platform may identify missing skills, unclear dates, weak achievement statements, formatting issues, or incomplete sections so users can improve their materials.
• Document Generation: Your career context may be used to generate or revise resumes, cover letters, summaries, profile descriptions, and role-specific application materials.

3. Personas and Career Context

Some users have more than one professional direction. JobBox may help create separate career personas, such as product manager, data analyst, customer support specialist, graduate trainee, designer, or software engineer. Each persona can use different skills, documents, target roles, and coaching context.

Personas are designed to make career preparation more focused. Instead of treating every user as one flat profile, JobBox can help separate career paths and tailor outputs to the role in front of the user.

• Persona Creation: We may use your resume, selected goals, profile answers, and target roles to suggest professional personas that represent different career directions.
• Persona Updates: If you edit your profile, upload a new resume, complete an interview session, or choose a different target role, your persona context may be updated.
• Role-Specific Outputs: Generated documents, interview prompts, match explanations, and learning suggestions may vary based on the persona you select.
• User Control: Where available, you can edit, remove, or refine personas so they better reflect how you want to present yourself professionally.

4. Job Matching and Recommendations

JobBox may use profile data, document content, skills, preferences, location information, experience level, career goals, and employer requirements to recommend opportunities or explain why a role may be relevant.

Matching is not intended to be a final employment decision. It is a decision-support feature that helps users and employers review fit more efficiently.

• Semantic Matching: We may compare profile context and job descriptions using structured data, keyword signals, vector search, skill relationships, and other relevance techniques.
• Match Scores: Scores may reflect skills, experience, education, role requirements, career interests, and completeness of available data.
• Explanation: The platform may explain why a role appears relevant, what requirements are missing, and what a user can do to improve their readiness.
• Employer Workflows: If you apply to a role or participate in an employer workflow, relevant application information may be shared with the employer or hiring team connected to that workflow.

5. Voice, Interview Practice, and Coaching

When you use interview practice or voice-based coaching features, JobBox may process audio, convert speech to text, analyze responses, generate follow-up questions, provide feedback, and produce scorecards. These features require temporary or stored processing of interview content so the platform can respond intelligently.

Interview data can be sensitive because it may reveal career history, communication style, confidence level, goals, salary expectations, personal examples, and other professional context. We use it to provide the requested coaching experience and related product features.

• Audio Processing: Audio may be transmitted to speech-to-text or AI services to create transcripts and enable real-time or post-session feedback.
• Transcript Use: Transcripts may be used to evaluate clarity, structure, relevance, examples, confidence, and alignment with the target role.
• Scorecards: The platform may generate scores, notes, strengths, improvement areas, suggested answers, and practice recommendations.
• Session History: Where enabled, past sessions may be saved so you can review progress, compare attempts, and continue practicing from previous feedback.

6. AI Processing and Model Interactions

JobBox uses AI systems to parse documents, summarize information, suggest improvements, match users with opportunities, create interview prompts, evaluate answers, draft career documents, and personalize guidance.

AI features may require sending selected context to AI providers or internal AI services. We aim to send the information needed for the feature rather than unrelated account data.

• Feature Context: A resume improvement request may use resume text and a target role, while an interview session may use the question, answer transcript, selected persona, and scoring rubric.
• Prompt Templates: We use internal prompts, instructions, rubrics, and output formats to guide AI behavior and make outputs more useful and consistent.
• Human Review: Some support, quality, abuse, or human-led service workflows may involve authorized team members reviewing limited user content when necessary.
• No Third-Party Advertising: We do not use private resume contents, voice recordings, or interview transcripts to provide third-party advertising profiles.

7. Human-Led Career Services

JobBox may offer human-led services such as CV review, mock interview support, mentorship, career coaching, employer readiness checks, and HR-assisted workflows. When you request these services, relevant information may be routed to authorized reviewers or service providers so they can deliver the service.

Human reviewers may need access to specific documents, profile details, role targets, interview notes, or booking information. Their access is intended to be limited to what is needed for the service.

• Service Assignment: Your request, documents, profile information, and selected service details may be assigned to an appropriate reviewer, coach, mentor, or HR expert.
• Review Notes: Reviewers may create notes, recommendations, edited documents, ratings, and next-step suggestions that become part of your service history.
• Scheduling: Booking details, availability, session status, payment status, and communications may be processed to coordinate the service.
• Quality Control: We may review service outcomes, feedback, and completion data to maintain service quality and resolve disputes.

8. Product Improvement and Analytics

We use product data to understand whether features work, where users get stuck, how frequently services are used, what errors occur, and which improvements are most valuable. This helps us improve onboarding, matching, AI prompts, document workflows, interview coaching, accessibility, and performance.

Where possible, we use aggregated, de-identified, or limited data for analytics and product improvement rather than unnecessary personal details.

• Usage Metrics: We may track page views, feature clicks, upload success rates, interview completion rates, search behavior, and general product engagement.
• Model Quality: Feedback, error reports, abandoned flows, low-quality outputs, and user corrections may help improve prompts, matching, scoring, and recommendations.
• Reliability: System logs, performance data, and error traces may be used to detect bugs, improve speed, reduce failures, and maintain uptime.
• Research and Development: Aggregated insights may guide new features, learning materials, employer tools, career pathways, and AI-assisted workflows.

9. Communications and Notifications

JobBox may use contact information and product activity to send account messages, service updates, interview reminders, application updates, security notices, billing notices, product announcements, and support responses.

Some communications are necessary to provide the service, while others may be optional or based on your preferences.

• Transactional Messages: We may send confirmations, password or sign-in notices, booking updates, payment receipts, security alerts, and support responses.
• Career Updates: Where enabled, we may send job matches, profile reminders, interview practice prompts, learning recommendations, and application status updates.
• Marketing Messages: We may send product announcements or offers where permitted, and you can opt out of marketing emails using the available unsubscribe or preference controls.
• Service Messages: Important legal, security, account, or operational notices may still be sent even if you opt out of marketing.

10. Security, Abuse Prevention, and Compliance

We use information to protect users, employers, the platform, and our business. This includes detecting unauthorized access, investigating suspicious behavior, preventing fraud, enforcing terms, protecting payment workflows, and complying with legal obligations.

• Security Monitoring: Login activity, device or browser information, IP-related data, failed requests, error logs, and administrative events may be used to detect abuse or compromise.
• Fraud and Misuse Prevention: We may analyze activity to prevent fake accounts, payment abuse, spam, scraping, automated attacks, impersonation, and misuse of AI features.
• Policy Enforcement: Data may be reviewed when investigating violations of our terms, harmful behavior, unauthorized access, or misuse of employer and candidate workflows.
• Legal Compliance: We may use or disclose information when required by law, regulation, court order, lawful request, tax obligation, accounting rule, or to protect rights and safety.

11. Sharing and Disclosure

JobBox does not sell private career documents or voice recordings to third-party advertisers. We share information only where needed to provide the service, support user-requested workflows, operate the platform, comply with law, or protect rights and safety.

• Service Providers: Hosting, storage, analytics, payments, communications, support, AI, document processing, and security providers may process information on our behalf.
• Employers and Recruiters: If you apply for a role, join a hiring workflow, or choose to share your profile, relevant application and profile information may be made available to the connected employer or recruiter.
• Human Service Providers: CV reviewers, coaches, mentors, HR experts, or interview reviewers may receive information needed to deliver a service you request.
• Legal and Safety Disclosures: Information may be disclosed to comply with legal obligations, enforce agreements, investigate abuse, prevent harm, or protect JobBox, users, partners, or the public.

12. Retention and Deletion

We keep information for as long as needed to provide the product, support your account, maintain records, comply with law, resolve disputes, enforce agreements, prevent abuse, and support legitimate business operations.

Retention periods may differ by data type. For example, account records, payment records, support logs, application history, generated documents, and security logs may have different retention needs.

• User-Controlled Content: Where product controls are available, you may update or delete uploaded documents, generated materials, personas, and interview history.
• Operational Records: Some logs, transaction records, support notes, or audit trails may be retained for security, legal, accounting, or dispute-resolution purposes.
• Backups: Deleted information may remain in backups for a limited period until backup cycles replace or remove it.
• Account Closure: When you request account deletion, we take steps to delete or de-identify information subject to legal, security, fraud prevention, and operational retention requirements.

13. Your Controls and Choices

We want users to understand and control their career data. Available controls may vary depending on the feature, account type, service status, and legal requirements.

• Access and Review: You can review account information, profile details, generated content, and saved career materials where those features are available.
• Correction: You can update inaccurate profile information, replace outdated documents, revise personas, and correct generated outputs.
• Deletion: You may request deletion of certain documents, interview history, personas, generated materials, or your account, subject to retention obligations.
• Communication Preferences: You can manage or opt out of certain non-essential communications, while important account, service, legal, or security notices may still be sent.