Security & Trust -Honesty first, verifiable always
Jobinterview takes security questionnaires, privacy, and AI governance seriously. Marketing never invents SOC 2 or ISO 27001 certification. The Trust Center at /en/trust is the only source of truth for certification status.
ASSESS
Certification badges appear only when the Trust Center lists them as certified.
Vendor Diligence Friction
The Danger of Unverifiable Security Marketing
Deals fail when vendors paste unearned audit badges or hide uncertified controls.
Enterprise deals die when vendors flash unverifiable badges. They also die when vendors hide non-certification. Buyers need a calm narrative page plus an authoritative Trust Center - not a collage of logos.
In the generative AI era, security and legal reviewers demand clarity on model hosting, data retention, prompt logging, and sub-processor chains.
Verifiable Posture
Transparent Diligence Rooted in Human Governance
Clear boundaries, published sub-processors, and authoritative Trust Center records.
This page explains how Jobinterview thinks about trust: human decision boundary, consent/disclosure practices, assessment integrity as reviewable signals, connector honesty, and a dated Trust Center. ASSESS/SKILLS product claims still use Available/Pilot/Roadmap chips.
Review Protocol
How Enterprise Security Teams Review Jobinterview
Examine governance architecture
Understand our core principle: software collects structured evidence; humans retain sole decision authority.
Inspect Trust Center records
Access /en/trust for live control statuses, encryption protocols, hosting regions, and compliance commitments.
Request standard questionnaire pack
Submit your CAIQ, SIG, or proprietary security review questionnaire directly to our security team.
Validate live in technical demo
Confirm data isolation, audit logging, and role-based permissions in real application environments.
Execute Data Processing Agreement (DPA)
Formalize GDPR and cross-border transfer guarantees with standard contractual clauses.
Security Controls
Enterprise Trust Capabilities
Clear status disclosures across security, privacy, and integrity features.
Trust Center single source of truth
Authoritative, regularly updated compliance documentation at /en/trust.
Mandatory human decision boundary
Guarantees that no automated model makes offer, hire, or reject determinations.
End-to-end data encryption (transit & rest)
TLS 1.3 in transit and AES-256 at rest across all candidate evidence.
Role-based access control (RBAC)
Granular permissions restricting evidence views to authorized evaluators.
Candidate consent and disclosure flows
Explicit candidate notice regarding evaluation scope, audio processing, and rights.
Independent third-party penetration testing
Annual application and infrastructure penetration tests reviewed under NDA.
Unverified SOC 2 / ISO decorative badges
We strictly refuse to display uncertified audit badges in marketing materials.
For Information Security & Procurement Leads
Chief Information Security Officers (CISOs), privacy and compliance officers, procurement evaluators, and enterprise talent acquisition leaders.
Security Assurance Included in Partnerships
Security diligence is an integral part of enterprise motions; it is never used as an excuse to invent uncertified badges or charge deceptive audit surcharges.
Prepared for the EU AI Act Era
Align Jobinterview usage with your corporate AI hiring policy. Keep people accountable for outcomes. All certification statuses are verified strictly through our Trust Center.
ASSESSTrust VerifiedSingle source of truth published at /en/trust
Timestamped audit evidence packs generated for legal scrutiny
Zero algorithmic auto-rejection guaranteed under contract
Evidence In Action
Why Our Security Architecture Enforces Human Decisions
Jobinterview exists for teams that must explain decisions. Separate scores make committee conversations concrete: a candidate may clear a language bar yet show weak situational judgment, or strong cognitive results with a HEXACO pattern that warrants a structured follow-up interview. Collapsing those signals into one opaque rank hides the tradeoffs hiring managers are paid to make.
Human authority is not a slogan at the bottom of a slide. It is the product boundary: ASSESS and SKILLS produce evidence packs and PDFs; authorized humans decide offer, hire, or reject. That boundary matters for EU AI Act-era governance conversations and for client audits in outsourced delivery networks.
By architecting our platform around human accountability, Jobinterview prevents automated bias propagation and provides employers with fully auditable evaluation trails that withstand regulatory and client scrutiny.
Direct Answers
Frequently Asked Questions
Where can we verify Jobinterview’s security certifications?
The Trust Center at /en/trust is the sole authoritative source of truth. We do not display marketing badges that are not confirmed by active audit reports.
How is candidate assessment data protected?
Data is encrypted in transit using TLS 1.3 and at rest with AES-256. Access is strictly controlled via role-based authentication and audit-logged sessions.
Is candidate data used to train public foundation models?
No. Candidate responses, audio recordings, and evaluation records are never used to train generalized external public AI models.
Does Jobinterview comply with GDPR and international privacy laws?
Yes. We provide complete GDPR compliance mechanisms including data subject access requests, candidate consent flows, and standard contractual clauses.
How do we request a completed vendor security questionnaire?
Enterprise teams can request our standard questionnaire responses or submit proprietary security questionnaires during sales review.
Verify Our Enterprise Security Posture
Visit our Trust Center for detailed compliance statements or schedule a security review consultation.