Privacy & Technology Practices

We believe technology should strengthen, not replace, our team’s expertise and the personal service our clients and candidates deserve. 

Our Core Values Drive Our Approach to Privacy and Technology

We are dedicated to using technology and data responsibly while protecting the privacy of our clients, candidates, and website visitors. As technology evolves, so will our practices. We prioritize human judgment and personal interaction while increasing efficiency with the ethical and appropriate use of AI and process automation.

How We Collect Data Online

We collect information through our website and third-party platforms as follows. We do not share or sell any of the collected data with other services.

  • Website. Visitors can provide their email addresses to subscribe to our monthly newsletter, sent through Constant Contact. We use these emails for newsletter communication only. Constant Contact collects performance data on each email we send. Visitors may unsubscribe at any time using the link in the newsletter. We use one essential cookie necessary for our website to function (Elementor). We also use two non-essential cookies to gather data about how visitors use our site (GA4). These are for internal use only and do not capture personal information such as IP addresses. Users may control the use of cookies at the individual browser level.
  • Third-Party Services. Candidates may apply for positions on our website through our applicant tracking system, Crelate, and may opt out of communications at any time. The information collected is used solely for executive recruitment, is held confidential, and will never be sold, rented, or shared with any third party or affiliate for marketing purposes. All candidate data and communications are managed through Crelate, which offers ISO-certified security controls.

How We Ensure Confidentiality

We recognize the sensitive nature of the information entrusted to us and take our duty of confidentiality seriously. We remind clients of their duty in every document with candidate information. We expect clients to ensure that candidate information is accessed only by individuals involved in the hiring process and prevent unauthorized sharing or copying.

How We Think About and Use Technology

We primarily integrate technology into our internal workflows to boost productivity. For recruiting, we have strict guidelines about the use of AI or automation to ensure the integrity of our process. We intentionally avoid technologies that risk perpetuating biases.

We do not use AI or automation to select, evaluate, or rank candidates in any way, ever.

We select vendors with robust privacy practices and compliance with data security standards. Our minimum requirements for any platform that collects and stores client or candidate data are SOC 2 Type 2 or ISO 27001 certification and GDPR compliance.

  • Candidate Sourcing and Outreach. We use LinkedIn Recruiter to supplement our custom sourcing methodology. Our research team identifies about 95% of the candidates we contact. The AI capabilities in LinkedIn Recruiter add to the remaining 5%. A team member always reviews AI output to verify alignment with our carefully developed criteria. We use SourceWhale to schedule the initial outreach to passive candidates identified by our research team. We only post legitimate open positions, and once a candidate engages, our project directors communicate with them directly.
  • File Storage and Sharing. We use Microsoft SharePoint and Google Workspace for secure client data storage and Crelate (see third-party services above) for candidate data. These are robust platforms with multiple security certifications safeguarded with industry-grade encryption and strict access permissions.
  • Generative Artificial Intelligence (GenAI). We use the enterprise version of Microsoft 365 Copilot with advanced security, privacy, and compliance controls to support internal workflows and research. In addition to Copilot, we use the paid tiers of ChatGPT and Claude to support editing content development workflows for our blog. All topics and perspectives are original, informed by our team’s unique expertise and experience, and guided by human judgment at every step.
  • Infrastructure. In partnership with DesignDATA (IT consultants), we maintain rigorous security protocols for our technology systems and devices, including weekly updates and comprehensive training for our team. As a fully remote organization, we require VPNs for all employees working outside their secure home offices. We require all team members to use multifactor authentication for platforms that store confidential information.
  • Robotic Process Automation (RPA). Our use of RPA extends across the Microsoft Office platform, our applicant tracking system, and outreach tools (see candidate outreach and sourcing above). We use RPA to streamline internal processes and better serve our clients. We do not automate decision-making or rely on automation as a substitute for personal interactions with candidates.
  • Transcription Services. For meeting transcription, we use Teams, Zoom, and Fireflies.ai, all recognized for robust security and, to varying degrees, AI processing capabilities. We obtain consent from all participants before recording any conversation.

Staffing Advisors strives to comply with applicable privacy laws and regulations. For questions or concerns about our practices, please email our Vice President of Operations, Brooke Lockhart.