⚠ Internal note — remove this box once an attorney has reviewed the page. All fields are now completed, but this document has not yet been reviewed by employment counsel. Privacy and AI-disclosure law changed materially in 2025–2026 and continues to move. Have a Texas-licensed employment attorney review before relying on it in a client contract.
On this page
1. Who we are
ARANIS is a specialist firm working in AI-RAN, Open RAN and wireless network infrastructure. We operate two lines of business: ARANIS Talent, which places engineers with client organisations, and ARANIS Delivery, which delivers fixed-scope engineering projects using our own teams. This policy covers both. We work with candidates seeking employment, with engineers we employ directly on delivery engagements, and with client organisations.
This policy explains what we do with personal information belonging to candidates, client contacts, and visitors to this website. For the purposes of data protection law we act as a controller of candidate data we collect, and in some engagements as a processor on behalf of a client. Where we act as an employment agency or as an agent of an employer, we accept that responsibility for our own screening practices rests with us and not with our software vendors.
2. Information we collect
From candidates
- Identity and contact: name, email address, telephone number, city and state or country of residence.
- Professional: resume or CV, employment history, education, certifications, technical skills, portfolio or repository links, professional networking profiles.
- Engagement: desired role type, rate or salary expectations, availability, willingness to relocate or travel, remote-work preference.
- Work authorisation: whether you are authorised to work in the relevant country and whether you require sponsorship. We do not collect immigration documents at the application stage.
- Process records: notes from our conversations, interview feedback, submission history, and the screening records described in section 3.
- If you are placed: information required to employ and pay you, including tax details, banking information, emergency contacts and background-check results — collected at that stage, not before, and generally by our employer-of-record partner rather than by us.
From client contacts
- Name, business email, telephone number, job title, employer, and the content of requisitions and correspondence.
From website visitors
- Standard server log data (IP address, browser type, pages requested, timestamps) and any information you voluntarily submit through our forms.
What we deliberately do not collect: we do not ask for, and do not want, your date of birth, photograph, marital or family status, religion, health information, disability status, sexual orientation, criminal history at application stage, or social security number. If you include any of this in a resume, we redact it from our screening process. We do not collect biometric identifiers of any kind.
3. How we use AI in recruitment — candidate notice
This section is your advance notice that automated tools are used in our screening process. Please read it before applying or submitting your details. It applies to every candidate, in every location — we have chosen to apply the strictest standard everywhere rather than vary our practice by jurisdiction.
3.1 What the technology does
We use software incorporating artificial intelligence and machine learning to help us work through a large volume of applications quickly. Specifically, it:
- Parses your resume into structured information — skills, employers, dates, technologies, certifications.
- Compares that information against the written requirements of a specific open role, which our client supplied.
- Ranks candidates by how closely their experience matches those requirements, and produces a written explanation citing the specific evidence in your resume for each element of the score.
- Drafts outreach messages and interview scheduling, which a person reviews before sending.
3.2 What the technology does not do — our human decision guarantee
No candidate is ever rejected, screened out, or declined by an automated system. Our software produces a ranking and an explanation. A named human recruiter reviews that output and personally makes every decision to advance or decline a candidate. Each such decision is logged against the name of the person who made it and the date they made it. There is no threshold, score, or automated rule that removes a candidate from consideration without a person deciding.
We also do not use, and will not use:
- Automated analysis of video interviews, facial expressions, body language, or eye movement.
- Voice, tone, accent, or speech-pattern analysis.
- Personality inference, "culture fit" scoring, or psychometric prediction from your written materials.
- Social media scraping or analysis of your personal online activity.
- Any screening on characteristics that act as proxies for protected classes — including your name, the years you attended or graduated from school, gaps in your employment history, photographs, the country in which you were educated, or the perceived gender or ethnicity associated with your name.
3.3 What the technology is evaluated on
Scoring is performed only against the stated requirements of the role: the technologies, domains, seniority, certifications and experience the client has asked for. If a requirement is not written in the job description, it is not scored.
3.4 Testing and oversight
Our screening process is subject to independent bias auditing. A summary of the most recent audit is available on request from compliance@aranisglobal.com, and where required by law is published at available on request. We retain the records described in section 7 so that our decisions can be reviewed after the fact.
4. Your rights and how to use them
Whatever jurisdiction you are in, we extend the following rights to every candidate:
| Right | What it means |
|---|---|
| Human review | You may ask a person to review any decision affecting your application, and to explain the reasoning. We will not treat you less favourably for asking. |
| Explanation | You may ask what role automated tools played in a decision about you, and what factors were considered. |
| Access | You may request a copy of the personal information we hold about you. |
| Correction | You may ask us to correct inaccurate information — including anything our parsing software has extracted from your resume incorrectly. |
| Deletion | You may ask us to delete your information, subject to records we are legally required to retain. |
| Alternative process | You may request that your application be reviewed without the use of automated screening tools. We will accommodate this. |
| Withdraw consent | You may withdraw consent to us holding your details, at any time, and we will remove you from active consideration. |
| Non-retaliation | Exercising any right on this page will never count against your candidacy. |
To exercise any of these rights, email compliance@aranisglobal.com. We will acknowledge your request within 5 business days and respond substantively within 30 days. We may need to verify your identity before releasing information. There is no charge.
5. How we use your information
- To assess your suitability for specific roles and to present you to clients for those roles.
- To contact you about opportunities that match your stated preferences.
- To arrange interviews and manage the hiring process.
- To onboard, employ and pay you if you are placed.
- To meet our legal, tax, immigration-verification and record-keeping obligations.
- To maintain and improve our own processes, including reviewing our screening for bias.
We do not sell your personal information, and we do not share it for cross-context behavioural advertising. We do not use your data, or our clients' requisitions, to train third-party AI models.
Our lawful bases, where that concept applies, are: your consent, the steps necessary to enter into a contract with you, our legitimate interest in operating a recruitment business, and compliance with legal obligations.
6. Who we share it with
| Recipient | What they receive and why |
|---|---|
| Client employers | Your submission packet, but only after you have given permission for that specific submission. We do not send your details to a client without telling you which client and which role. |
| Applicant tracking system | disclosed on request — hosts our candidate records. |
| Employer of record / payroll partner | disclosed on request — employs and pays you if you are placed on contract. |
| Background check provider | disclosed on request — only after an offer, and only with your written authorisation under the Fair Credit Reporting Act. |
| Professional advisers | Our lawyers, accountants and insurers, where necessary. |
| Authorities | Where we are legally required to disclose. |
7. How long we keep it
- Screening and decision records — 4 years. Every input, score, model version, and the identity of the person who made each decision. We apply four years universally, exceeding the retention period required in any jurisdiction in which we operate.
- Candidate profiles — 2 years from your last interaction with us, then deleted or anonymised, unless you ask us to keep you on file longer or shorter.
- Placed contractor employment records — for the period required by tax and employment law, typically 4–7 years after the engagement ends.
- Client contract records — for the life of the contract plus the applicable limitation period.
8. Security
We use encryption in transit and at rest, multi-factor authentication on all systems holding personal data, role-based access limited to those who need it, and vendors selected in part on their security posture. No system is perfectly secure, and we will notify you and the relevant authorities of any breach affecting your data as required by law.
9. State and jurisdiction-specific notices
California
Under the CCPA as amended by the CPRA you have rights to know, delete, correct, and limit use of sensitive personal information, and the right not to be discriminated against for exercising them. We do not sell or share personal information as those terms are defined. California's Civil Rights Department regulations on automated decision systems apply to our screening; we retain the relevant records for four years as those regulations require, and we accept that as an agent acting on behalf of employers we are responsible for our own screening practices.
Illinois
Illinois law makes discriminatory outcomes from artificial intelligence in employment decisions a civil rights violation, and requires that you be notified when AI is used to evaluate you. This page is that notice. We do not conduct AI-analysed video interviews, so the Artificial Intelligence Video Interview Act does not apply to our process; if that ever changes we will obtain your separate written consent first. We do not collect biometric identifiers and are therefore outside the scope of the Biometric Information Privacy Act.
New York City
For roles located in New York City, or remote roles reporting to a New York City office, our use of automated employment decision tools is subject to Local Law 144. We provide at least 10 business days' notice before any automated tool is used in your assessment, publish a summary of our most recent independent bias audit, and offer an alternative process on request. To request the alternative process, email compliance@aranisglobal.com.
Colorado
Colorado's artificial intelligence legislation takes effect 1 January 2027. In advance of that date we already provide notice before automated tools are used, an explanation of any adverse decision within 30 days, and an opportunity for meaningful human review.
Texas
ARANIS GLOBAL LLC is a Texas limited liability company, and the Texas Responsible Artificial Intelligence Governance Act applies to us directly. We do not develop or deploy AI systems with any intent to discriminate, and our human decision guarantee applies equally in Texas.
Maryland
We do not use facial recognition technology at any stage, so no consent under Maryland law is required.
Federal
Title VII of the Civil Rights Act, the Americans with Disabilities Act and the Age Discrimination in Employment Act apply fully to automated screening. If you need a reasonable accommodation at any point in our process — including an alternative to any part of our assessment — contact compliance@aranisglobal.com and we will provide one.
10. International transfers
We are based in the United States and your information will be processed there. If you are located in the European Economic Area or the United Kingdom, you have additional rights under the GDPR including data portability and the right to lodge a complaint with your supervisory authority, and you have the right under Article 22 not to be subject to a decision based solely on automated processing — a right our human decision guarantee already satisfies. Transfers are made under appropriate safeguards, including Standard Contractual Clauses where required.
11. Cookies
This website uses only essential cookies necessary for it to function.
12. Contact us
Privacy, AI and data rights questions: compliance@aranisglobal.com
Everything else: hello@aranisglobal.com
Postal: available on request via compliance@aranisglobal.com
If you are dissatisfied with how we have handled a request, you may escalate to your state attorney general, the Equal Employment Opportunity Commission, or your national data protection authority.
We will post any material change to this policy on this page and update the effective date above. If a change materially affects how we screen candidates, we will notify active candidates directly.