Draft status. Last updated: 20 October 2026. This notice describes intended NexRefra data practices. It must be checked against the actual hosting, processors, retention schedule, access logs, consent implementation and applicable legal commencement timelines before launch. Clarionteq Technologies LLP (“Clarionteq”) operates NexRefra.
1. Data we may process
- Account and contact details, company and vendor registration details.
- Requirements and job descriptions, candidate CVs, profile text, skills, experience, location, notice period, compensation information and recruitment status.
- Referral submissions, candidate consent confirmations, referral ownership evidence, communications, status changes and audit records.
- Plan, usage, billing and support information.
- Technical data reasonably needed for security, troubleshooting and service operation, depending on the deployed configuration.
2. Purposes
Data may be processed to operate accounts; validate requirements and vendor registrations; receive applications and referrals; compare candidate evidence with job criteria; coordinate recruitment; prevent duplicates and fraud; communicate status; administer rewards and billing; respond to requests; protect security; troubleshoot; meet legal obligations; and, only where separately authorized, create anonymized aggregate talent insights. Optional aggregate-insight consent should not be bundled with required recruitment-processing consent.
3. Consent and authority
Referrers and vendors must have authority and obtain candidate permission before submitting candidate information where required. Candidates should receive clear information about the specific recruitment or talent-network purpose, relevant recipients and retention. Joining a passive talent network does not mean applying for a specific job or confirming availability. Optional aggregate analytics consent is separate. Consent can be withdrawn or a request made by contacting us; withdrawal does not invalidate prior lawful processing and may not require deletion of records we must retain for a legal claim, audit or other lawful obligation.
4. Sharing and disclosure
Data may be shared only as necessary with authorized employers, hiring teams, approved staffing vendors, service providers supporting hosting or operations, professional advisers, regulators or law-enforcement authorities where legally required, and parties involved in a business transfer subject to appropriate safeguards. Candidate CVs and contact details should not be public. Anonymized aggregate counts may be used only where authorized and where small groups are suppressed to reduce re-identification risk. No anonymization technique is risk-free.
5. Retention
Data should be retained only for as long as reasonably needed for the stated recruitment, talent-network, contractual, security, dispute-resolution or legal purpose. The final production retention schedule must specify periods for unsuccessful candidates, passive talent profiles, referrals, CVs, vendor applications, employer records, audit logs and backups. Deletion may be delayed where a legal hold, accounting obligation, fraud investigation or dispute reasonably requires retention. The local pilot does not by itself prove that backup deletion, timed expiry or all retention controls are implemented.
6. Security
Clarionteq intends to use access controls and reasonable safeguards appropriate to the data and service. Actual security depends on the deployed environment. The current local pilot should not be exposed publicly or used with real candidate data until production hosting, authentication, encryption-key handling, backups, logging, incident response, file validation, access review and deletion controls have been independently checked. Users must protect credentials, limit access to people who need the information, avoid sending CVs through unsecured channels and report suspected incidents promptly.
7. Rights and requests
Subject to applicable law and verification of identity/authority, individuals may request access to information about their profile, correction, updating, withdrawal of consent or deletion, and may raise a grievance. Contact info@clarionteq.com. Please provide a profile/referral ID where available and avoid including unnecessary sensitive data. We may ask for proportionate verification before acting. Requests may be limited where law permits or requires continued retention.
8. International processing
Recruitment may involve employers, vendors or candidates in different countries. The live deployment must identify hosting regions, subprocessors, cross-border transfers and applicable safeguards before accepting international candidate data. Do not assume that a local pilot's storage location describes future production hosting.
9. Cookies, analytics and third-party services
The public interface may load third-party libraries or fonts. The deployed version should document any cookies, analytics, embedded services and external requests actually used, and provide required choices or notices. This notice does not claim that no third-party request or tracking occurs; review the browser network behaviour and configuration before launch.
10. Children and sensitive data
NexRefra is intended for professional recruitment, not for children. Do not submit data about a person who is not eligible to participate in the relevant recruitment process. Do not submit unnecessary sensitive personal information, identity documents, health details or protected-trait data. Hiring decisions must comply with applicable anti-discrimination and employment law.
11. Changes and contact
We may update this notice as the Service changes. The version date should be updated and material changes communicated where required. Contact: Clarionteq Technologies LLP, info@clarionteq.com. This notice should be reviewed against India's Digital Personal Data Protection Act, 2023 and the notified Digital Personal Data Protection Rules, 2025, including applicable phased commencement dates, as well as other applicable laws. See the official MeitY DPDP Rules page.