ScoreVedaa - AI-Powered CAT Exam Preparation

NeuraMach.ai and ScoreVedaa are owned and operated by NEURAMACH AI STUDIO PRIVATE LIMITED, a private limited company incorporated under the laws of India, bearing Corporate Identification Number U62099PN2025PTC245340.

Registered Office:

Flat No. 201, Building 1, Wing 3, The Crown Greens, Plot 17, Infotech Park, Hinjawadi, Pune, Maharashtra 411057, India.

Principal Business and Correspondence Office:

3rd Floor, Cabin No. 7, Quick Office, 301, 45 Baner Road, above Atithi Restaurant, Veerbhadra Nagar, Baner, Pune, Maharashtra 411045, India.

In this Candidate Privacy Policy, references to “NeuraMach.ai”, “ScoreVedaa”, “Company”, “we”, “us” or “our” mean NEURAMACH AI STUDIO PRIVATE LIMITED, unless the context requires otherwise.

This Policy explains how the Company collects, receives, creates, records, organises, verifies, uses, analyses, shares, retains, secures and otherwise processes Personal Data relating to individuals who:

Apply for employment;
Apply for an internship or traineeship;
Apply for a consultancy, advisory or contractual engagement;
Participate in a campus-hiring programme;
Are referred for a professional opportunity;
Join an authorised Talent Pool;
Participate in interviews, assessments or background checks; or
Otherwise engage with the Company’s recruitment process.

This Policy applies before an employment, internship, consultancy or contractual relationship begins. A successful Candidate’s Personal Data may subsequently be governed by a separate employee, intern, consultant, contractor or workforce privacy notice.

Please read this Policy before submitting an application or participating in the recruitment process.

A. SCOPE, DEFINITIONS AND RESPONSIBLE ENTITY

1. Purpose of this Policy

The Company may process Candidate Personal Data to:

Receive and administer applications;
Communicate with Candidates;
Assess qualifications and suitability;
Conduct interviews and Recruitment Assessments;
Verify information;
Conduct lawful reference and Background Verification;
Prevent recruitment fraud and impersonation;
Prepare and issue offers;
Complete pre-engagement formalities;
Maintain recruitment records;
Consider Candidates for authorised future roles;
Improve recruitment administration;
Monitor recruitment fairness and effectiveness;
Meet legal obligations;
Establish, exercise or defend legal claims;
Protect the Company, Candidates and other persons; and
Perform other lawful and appropriately disclosed recruitment purposes.

The Company will process only Candidate Personal Data reasonably necessary and proportionate to the relevant role, recruitment stage, verification requirement, legal obligation, security risk, or professional-engagement purpose.

Submitting an application does not guarantee an interview, progression, an Assessment, an offer, employment, an internship, a consulting assignment, a minimum compensation level, future contact, or any other professional opportunity.

2. Scope of this Policy

This Policy applies to Candidate Personal Data processed through:

NeuraMach.ai career pages;
ScoreVedaa career pages;
Recruitment forms;
Job portals;
Professional-networking platforms;
Email applications;
Recruitment agencies;
Campus-placement processes;
Employee-referral programmes;
Interviews;
Video-conferencing systems;
Telephone interviews;
Recorded-response tools;
Recruitment Assessments;
Technical assignments;
Case studies;
Reference checks;
Background Verification;
Offer processes;
Pre-onboarding processes;
Recruitment events;
Talent Pool registration; and
Other authorised recruitment channels.

This Policy applies to external job applicants, internship and traineeship applicants, campus Candidates, referred Candidates, former workers applying again, prospective consultants, prospective contractors, prospective advisers, Candidates for temporary roles, Candidates represented by authorised recruitment agencies, and individuals included in an authorised Talent Pool.

This Policy does not govern Student or subscriber use of ScoreVedaa; customer or Institute Personal Data; Personal Data processed after formal onboarding under a separate workforce notice; independent processing by a job portal, recruitment agency or professional-networking platform under its own privacy notice; unauthorised or fraudulent recruitment activity; or information that has been genuinely and irreversibly anonymised.

3. Candidate-Age Requirements

Unless a specific, legally authorised programme expressly states otherwise in writing, the Company’s recruitment process is intended for individuals who have completed eighteen years of age.

A person below eighteen years of age must not submit an application, participate in a Recruitment Assessment or provide Candidate Personal Data.

If the Company reasonably determines that Candidate Personal Data may relate to an individual below eighteen, it may promptly take one or more proportionate measures, including pausing the application, requesting verification, restricting further Processing, declining unauthorised participation, deleting or securely isolating the information, or lawfully retaining limited records for security, fraud prevention, legal compliance or dispute resolution.

Where the Company expressly conducts a lawful programme involving persons below eighteen, it may provide a separate notice and obtain verifiable parent or lawful-guardian Consent where required.

4. Relationship With Other Policies

This Policy governs Candidate Personal Data processed for recruitment and pre-engagement purposes. Where provisions conflict:

Mandatory Applicable Law prevails.
A specific recruitment, Assessment, recording or Background Verification notice governs the relevant specific Processing.
A valid written employment, consultancy, internship or contractor agreement governs the relevant relationship after execution.
A workforce privacy notice governs applicable post-onboarding Processing.
The NeuraMach.ai or ScoreVedaa Cookie Policy governs Cookies and Similar Technologies used on an applicable recruitment page.

This Policy governs Candidate Personal Data. Acceptance of a product’s Terms or Privacy Policy does not constitute Consent to recruitment Processing.

Submitting an application does not constitute Consent to general product marketing, Consent to identifiable AI-model training, Consent to provider-side AI training, Consent to indefinite Talent Pool retention, Consent to unrelated profiling, or Consent to recording every interview.

5. Definitions

For this Policy:

“Applicable Law” means any law, rule, regulation, order, direction or legally binding requirement applicable to the Company, Candidate or relevant Processing.
“Automated Processing” means Processing performed wholly or partly through software, artificial intelligence, algorithms, machine learning, statistical methods or automated rules.
“Background Verification” means lawful and proportionate verification of information relevant to a role, which may include identity, address, education, employment, credentials, references, work authorisation, conflicts, criminal-history information where legally permitted and other disclosed matters.
“Candidate”, “you” or “your” means an individual whose Personal Data is processed for recruitment, internship, traineeship, consultancy, contracting, advisory, Talent Pool or similar professional-opportunity purposes.
“Candidate Model Improvement Notice” means a separate notice describing optional internal Reusable Model development using Candidate Personal Data, including relevant data categories, model-development purposes, human review, Data Processors, retention and withdrawal.
“Candidate Personal Data” means Personal Data relating to a Candidate.
“Candidate Provider Training Notice” means a separate notice describing proposed use of Candidate Personal Data by a third-party provider for the provider’s independently controlled model training or product improvement.
“Candidate Training Consent” means separate affirmative Consent through which a Candidate agrees to specified optional internal Reusable Model development involving identified categories of Candidate Personal Data.
“Consent” means Consent satisfying Applicable Law.
“Data Fiduciary” means a person that determines the purpose and means of Processing Personal Data, or as otherwise defined under Applicable Law.
“Data Processor” means a person that processes Personal Data on behalf of and under the documented instructions of a Data Fiduciary, or as otherwise defined under Applicable Law.
“Higher-Risk Candidate Data” means Candidate Personal Data that may require enhanced safeguards because of its nature or potential effect, including Government identifiers, financial information, health or disability information, criminal-history information, biometric information, interview recordings, Background Verification reports, immigration information, diversity information, and information concerning accommodation requirements.
“Personal Data” means data about an individual who is identifiable by or in relation to that data, or as otherwise defined under Applicable Law.
“Processing” includes collection, recording, organisation, structuring, storage, retrieval, use, analysis, alignment, combination, disclosure, transmission, restriction, anonymisation, erasure and destruction.
“Recruitment Assessment” means a test, interview, exercise, assignment, case study, coding task, aptitude assessment, presentation, questionnaire or other recruitment evaluation.
“Recruitment Service Provider” means an agency, consultant, platform, Data Processor or vendor supporting recruitment-related activity.
“Recruitment AI Tool” means an AI or Automated Processing system used to assist with sourcing, organisation, parsing, matching, communication, assessment, verification, analysis or another recruitment function.
“Reusable Model”means an AI, machine-learning, statistical or automated model, system or component trained, fine-tuned, tested, evaluated, validated, calibrated, benchmarked or improved using data so that the resulting learning may be used beyond the Candidate's immediate recruitment process.
“Talent Pool” means a database of Candidates who have agreed or are otherwise lawfully eligible to be considered for future professional opportunities.
“Third Party” means a person or organisation other than the Candidate and the Company.

Capitalised terms not separately defined in this Policy have their ordinary meaning or the meaning assigned under Applicable Law.

6. Responsible Entity

The Data Fiduciary responsible for Candidate Personal Data processed for the Company’s recruitment purposes is:

NEURAMACH AI STUDIO PRIVATE LIMITED

CIN: U62099PN2025PTC245340

Principal Business and Correspondence Office:

3rd Floor, Cabin No. 7, Quick Office, 301, 45 Baner Road, above Atithi Restaurant, Veerbhadra Nagar, Baner, Pune, Maharashtra 411045, India.

Candidate Privacy Email: privacy@neuramach.ai

Grievance Email: grievance@neuramach.ai

Security Email: security@neuramach.ai

Telephone: +91-8223815327

Where a Recruitment Service Provider independently determines its own Processing purposes and means, that provider may act as a separate Data Fiduciary or responsible entity under its own privacy notice.

The Company is not responsible for independent conduct by unauthorised recruiters, fraudulent job advertisers, independent job portals, social-media platforms, persons impersonating Company personnel, or third parties acting outside the Company’s authority. Candidates should verify that recruitment communications originate from an authorised Company channel.

B. CANDIDATE PERSONAL DATA AND SOURCES

7. Candidate Personal Data We May Process

Depending on the role, location and recruitment stage, the Company may process Name; preferred name; contact information; residential location; resume or curriculum vitae; application form responses; photograph where voluntarily supplied or reasonably required; employment history; education history; professional qualifications; skills; certifications; portfolio and work samples; public professional profiles; compensation expectations; notice period; availability; preferred work location; work-authorisation information; relocation preferences; references; interview information; Recruitment Assessment results; communications; Background Verification information; offer information; identity information; accommodation information; diversity information where lawfully collected; recruitment-system logs; device and technical information; application source; referral information; consent records; fraud and security indicators; and other information lawfully and voluntarily supplied.

The Company will not request information that is irrelevant or disproportionate to the recruitment purpose.

8. Sources of Candidate Personal Data

Candidate Personal Data may be obtained:

Directly from the Candidate;
Through a Company recruitment page;
Through email;
Through a job portal;
Through a professional-networking platform;
Through an authorised recruitment agency;
Through an employee referral;
Through a campus-placement office;
Through a Recruitment Assessment provider;
From references supplied by the Candidate;
Through an authorised Background Verification provider;
From educational institutions or former employers;
From lawfully accessible professional sources;
From public professional profiles;
From Company personnel involved in recruitment;
From recruitment-system logs; and
From other sources disclosed to the Candidate.

Where Candidate Personal Data is obtained indirectly, the Company will provide notice where and within the period required by Applicable Law. Where such notice is not legally required, the Company may nevertheless provide appropriate information where reasonably practicable. Where such notice is provided, it will be independently understandable, clear, and itemised, and will describe the specified Processing purposes and accessible methods for withdrawal and rights.

9. Contact and Identity Information

The Company may process Full name; preferred name; personal email address; telephone number; residential address; current city; country of residence; date of birth or age confirmation where necessary; photograph; signature; Government-issued identity information where lawfully required; work-authorisation information; and identity-verification results.

Identity information may be requested only where reasonably necessary for confirming identity, preventing impersonation or fraud, conducting lawful Background Verification, confirming eligibility to work, preparing legally required documentation, completing pre-onboarding formalities, or complying with Applicable Law.

Candidates should not provide bank passwords, UPI PINs, CVVs, one-time passwords, full payment-card credentials, unnecessary Government identifiers, or unrequested identity documents. The Company will not require payment merely to submit a genuine job, internship or consultancy application.

10. Resume and Application Information

The Company may process information contained in resumes, curriculum vitae, cover letters, application forms, Candidate profiles, professional summaries, personal statements, skills lists, career objectives, employment preferences, and screening responses.

Candidates should ensure that submitted information is accurate, current, not misleading, lawfully provided, and free from unnecessary Third-Party Personal Data. Where a Candidate provides information concerning another individual, including a referee, the Candidate should have lawful authority to provide it, provide only relevant information, and inform the individual that the Company may contact or process information about them. Submitting a resume does not transfer ownership of the Candidate’s original work or portfolio to the Company.

11. Education and Employment History

The Company may process educational institutions; degrees; diplomas; marks or grades; graduation dates; courses; academic projects; scholarships; professional qualifications; prior employers; job titles; employment periods; responsibilities; achievements; reasons for leaving; employment gaps; internship history; and freelance or consultancy experience.

The Company may verify this information through Candidate-supplied documents, educational institutions, former employers, referees, authorised verification providers, and lawfully available professional sources. A discrepancy does not automatically establish misconduct or require rejection. The Company may seek clarification before relying on a material discrepancy.

Knowingly providing materially false or fraudulent information may result in application rejection, withdrawal of an offer, removal from the Talent Pool, termination of a later engagement where lawfully permitted, or other lawful action.

12. Portfolio, Assignments and Work Samples

Candidates may submit writing samples, design portfolios, code, presentations, research, marketing material, product documents, videos, case studies, public repositories, technical demonstrations, and other professional work.

Candidates must not submit trade secrets, confidential employer information, customer information, source code they are not authorised to disclose, protected material without permission, Personal Data of another person without authority, or material subject to confidentiality restrictions.

The Company may use submitted work samples for recruitment evaluation, interview discussion, verification, comparison with role requirements, plagiarism or integrity review, recruitment recordkeeping, and resolving or defending recruitment-related claims.

Unless a separate written agreement provides otherwise, the Candidate retains rights in pre-existing intellectual property, the Company does not acquire ownership merely because material was submitted, the Company will not commercially deploy substantial Candidate work as production work without an appropriate agreement, and Candidate work samples will not be used to train a Reusable Model merely because they were submitted for recruitment.

13. Interview Information

The Company may process interview dates and times; interview format; interviewer identities; questions; Candidate responses; interview notes; evaluation forms; technical feedback; behavioural observations relevant to the role; communication assessment; role suitability; availability; compensation discussions; Candidate questions; follow-up requirements; and hiring recommendations.

Interviews may occur in person, by telephone, through video conferencing, through a recorded-response system, or through another disclosed format. Interview notes should be relevant to the role, factually framed where reasonably practicable, free from unlawful discriminatory assumptions, accessible only to authorised persons, and retained for an authorised period. Interviewers must not intentionally record irrelevant information concerning protected or sensitive personal characteristics.

14. Interview Recording and Transcription

An interview will not be audio- or video-recorded without prior notice and any Consent required by Applicable Law. Where recording or AI-assisted transcription is proposed, the Candidate notice will explain, as applicable: that recording or transcription will occur, the purpose, whether AI transcription or summarisation is used, who may access the material, the applicable provider category, the retention approach, whether participation is optional, how Consent may be withdrawn where applicable, and whether a reasonable non-recorded alternative is available.

Recordings or transcripts may be used for disclosed purposes such as interview review, interviewer coordination, accurate note-taking, accessibility, quality assurance, investigation of a recruitment grievance, or resolving a dispute. Interview recordings, transcripts, voice, facial expressions and behavioural signals will not be used for emotion recognition, personality inference or individual Candidate scoring based on inferred psychological or emotional states. This does not prevent limited Processing genuinely necessary for accessibility, transcription accuracy, security or legal compliance, provided it is not used to unlawfully disadvantage the Candidate. Furthermore, interview recordings and transcripts will not be published, used for unrelated advertising, shared with unauthorised recipients, or retained indefinitely.

15. Recruitment Assessments

The Company may administer technical tests; coding exercises; written assignments; aptitude assessments; reasoning assessments; communication exercises; design tasks; role simulations; presentations; case studies; work-style questionnaires; and other role-relevant evaluations.

Information may include responses, scores, completion time, attempt information, assessment logs, reviewer comments, plagiarism indicators, proctoring information where disclosed, device and technical information, and integrity concerns. Recruitment Assessments will be used for legitimate evaluation and related administrative purposes.

The Company will not require a Candidate to perform substantial productive commercial work without appropriate disclosure, a legitimate evaluation need, and any contractual or compensation arrangement required by Applicable Law.

Candidates must not disclose confidential Assessment material, obtain unauthorised assistance, impersonate another Candidate, submit another person’s work, use prohibited automation, or circumvent security controls. Where proctoring, screen monitoring, webcam use or another intrusive measure is proposed, the Company will provide prior notice and apply proportionate safeguards.

16. References

The Company may collect referee identity, job title, organisation, contact details, professional relationship, dates of association, reference feedback, verification of Candidate statements, and rehire eligibility where lawfully provided. The Company will ordinarily contact a referee with the Candidate’s knowledge, after the Candidate supplies the referee, at an appropriate recruitment stage, or where another lawful ground applies.

A reference will be evaluated in context and should not automatically determine the recruitment outcome without reasonable consideration. The Company may seek clarification where a materially adverse reference is disputed or inconsistent with other evidence.

17. Background Verification

Where relevant, proportionate and permitted by Applicable Law, Background Verification may concern identity, address, education, employment, professional credentials, references, work authorisation, directorships, conflicts of interest, criminal-history information where legally permitted and role relevant, sanctions or restricted-party status where relevant, and other role-specific matters disclosed to the Candidate.

Background Verification may be conducted internally, through an authorised Data Processor, through former employers, through educational institutions, through Candidate-supplied documentation, or through lawfully accessible sources. Background Verification will be relevant to the role, proportionate to foreseeable risk, conducted at an appropriate recruitment stage, limited to necessary information, subject to confidentiality and security, and based on Consent or another valid ground where required.

The Company will not treat an arrest, an allegation, an online statement, an unverified database match, or a name similarity as conclusive proof of misconduct. Where a material adverse decision may rely on a disputed Background Verification result, the Candidate may be provided a reasonable opportunity to clarify or correct the information where practicable and legally appropriate.

18. Recruitment Platforms, Agencies and Referrals

The Company may receive Candidate Personal Data from recruitment agencies, job portals, professional-networking platforms, campus-placement offices, staffing providers, search firms, career fairs, employee-referral programmes, and other authorised sources.

The Company may request confirmation that the Candidate agreed to be represented, the Candidate was informed of the opportunity, the information is reasonably accurate, the agency has authority to disclose it, and appropriate notice or Consent was obtained. A Candidate should report an agency or person falsely claiming to represent the Company. The Company does not control independent Processing performed by a recruitment platform under that platform’s own policies.

19. Public Professional Information

The Company may review lawfully available professional information, including public professional profiles, public portfolios, public code repositories, public publications, public conference participation, public company biographies, public directorship records, and public professional licences.

The Company will not collect unrelated private or sensitive information merely because it can be found online. Public information will not automatically be treated as accurate, complete, current, authoritative, or relevant. Where material, the Candidate may be asked to clarify or confirm the information. The Company will not use unlawfully obtained, access-restricted or deceptively accessed information.

20. Higher-Risk Candidate Data

Higher-Risk Candidate Data may include Government identifiers, health or disability information, accommodation information, criminal-history information, immigration or work-authorisation information, financial information, interview recordings, Background Verification reports, biometric information, emergency-contact information, and voluntary diversity information.

Such information will be processed only where necessary for a lawful and disclosed purpose, proportionate to the relevant role or stage, required by law, required for reasonable accommodation or safety, voluntarily provided where appropriate, supported by Consent or another valid legal ground, and subject to enhanced access and security controls where appropriate.

The Company will not request a complete medical history merely to assess an accommodation request. Higher-Risk Candidate Data should not be made available to recruitment decision-makers unless access is necessary and appropriate.

21. Diversity and Equal-Opportunity Information

Where lawful and appropriately disclosed, the Company may invite Candidates to voluntarily provide information for equal-opportunity monitoring, diversity analysis, inclusion initiatives, accessibility planning, legal reporting, and recruitment-fairness assessment. Providing such information will ordinarily be voluntary unless required by law.

Where reasonably practicable: diversity information will be separated from ordinary decision materials; recruiters and interviewers will not receive unnecessary access; analysis will use aggregated information; individual data will not be used to unlawfully disadvantage a Candidate; and refusal to provide voluntary diversity information will not affect the application.

The Company will not infer protected or sensitive characteristics for individual recruitment scoring or selection. A limited exception may be preserved for Candidate-requested accommodation, legal reporting, accessibility, aggregate fairness testing, or discrimination auditing, provided the information is not used to adversely score the individual Candidate.

22. Accommodation and Accessibility

A Candidate may request reasonable accommodation concerning disability, health condition, pregnancy, religious practice, language, technology access, interview location, Assessment format, or another legitimate accessibility requirement.

The Company may process only information reasonably necessary to understand the request, determine an appropriate adjustment, coordinate logistics, protect health and safety, and document compliance. Accommodation information will be shared only with persons who reasonably need it. Requesting a lawful reasonable accommodation will not, by itself, disadvantage a Candidate. The Company may request limited supporting information where reasonably necessary to evaluate or implement the accommodation.

23. Recruitment-Page Cookies and Technical Information

Recruitment pages and systems may process IP address, browser and device information, session identifiers, security logs, application timestamps, form-progress information, referral source, fraud indicators, Assessment-session information, and other technical data. Cookies and Similar Technologies used on a NeuraMach.ai or ScoreVedaa recruitment page will be governed by the applicable Cookie Policy and any specific notice.

Cookie Consent does not constitute Consent to Candidate AI-model training, Talent Pool retention, interview recording, Background Verification, product marketing, or provider-side model training. Strictly necessary security and application technologies may operate where legally permitted. Optional technologies requiring prior Consent will not be activated without an appropriate lawful mechanism.

C. PURPOSES AND GROUNDS OF PROCESSING

24. Recruitment Purposes

Candidate Personal Data may be processed to receive applications, create Candidate records, confirm identity, communicate with Candidates, match Candidates to roles, evaluate qualifications and experience, conduct interviews, administer Recruitment Assessments, check references, conduct lawful Background Verification, prevent fraud and impersonation, manage recruitment logistics, make hiring or engagement decisions, prepare offers, negotiate compensation, plan onboarding, arrange accommodation, comply with legal obligations, respond to privacy requests, handle grievances, establish or defend legal claims, maintain security, conduct aggregated recruitment analysis, evaluate recruitment fairness, maintain an authorised Talent Pool, consider Candidates for future roles where permitted, and perform other compatible and disclosed purposes.

Candidate Personal Data will not be processed for an incompatible purpose without appropriate notice, a valid legal ground, and Consent where required.

25. Legal Grounds for Processing

Depending on the purpose and Applicable Law, Candidate Personal Data may be processed:

For the specified recruitment purpose for which the Candidate voluntarily provided the Personal Data and has not indicated that the Company should cease that Processing;
For employment-related purposes expressly permitted by Applicable Law;
On the basis of valid Consent;
For legal compliance; or
Under another lawful ground applicable to the particular Processing.

Where another jurisdiction applies, an additional lawful ground recognised by that jurisdiction may be relied upon where appropriate. No Processing activity is authorised merely because it appears in this Policy. Each activity must have a lawful purpose, a valid legal ground, appropriate notice, proportionate data use, and applicable safeguards.

26. Consent Standards

Where Consent is relied upon, the request will, where required by Applicable Law:

Be presented in clear and plain language;
Be independently understandable;
Identify the relevant Candidate Personal Data or categories;
Identify the specified purpose;
Explain material recipients or recipient categories where required;
Explain material consequences of refusal;
Explain how Consent may be withdrawn;
Provide Candidate privacy contact information;
Be accessible in English or an available Eighth Schedule language;
Be separate from unrelated acceptance; and
Require a clear affirmative action.

Consent will not be inferred from silence, inactivity, continued participation alone, a pre-selected checkbox, failure to opt out, or acceptance of unrelated terms. Consent may be requested for interview recording, Talent Pool participation, certain Background Verification, reference checks where required, voluntary diversity information, Higher-Risk Candidate Data, optional recruitment communications, or another purpose requiring Consent.

Where Processing is based on Consent, withdrawal will be made available through a method reasonably comparable in ease to the method used to provide Consent. Withdrawal applies prospectively, does not affect lawful Processing completed before withdrawal, may prevent continuation of a recruitment step where the information is necessary, does not require deletion where retention is required or authorised by law, and will be communicated to relevant Data Processors where required.

27. Candidate-Data Accuracy

The Company will take reasonable steps appropriate to the recruitment purpose to ensure that Candidate Personal Data used for a material decision, disclosure, verification, or continued Processing is complete, accurate and consistent where reasonably necessary. Candidates should promptly notify the Company of material changes or errors.

A Candidate may be asked to verify identity, education, employment, qualifications, work authorisation, Assessment integrity, or other relevant information. The Company may preserve historical records where necessary to maintain an accurate recruitment audit trail.

D. RECRUITMENT DECISIONS, AI AND AUTOMATION

28. Recruitment Decisions

Recruitment decisions may consider qualifications, experience, skills, role requirements, Recruitment Assessment results, interview feedback, work samples, availability, location, work authorisation, compensation expectations, references, verification results, team requirements, organisational needs, and other lawful, role-relevant factors.

The Company will not base decisions on unrelated Personal Data, unlawful discrimination, rumour, unsupported allegations, unverified adverse information, irrelevant social-media activity, or protected characteristics unrelated to the role.

Not every Candidate meeting minimum requirements will progress. The Company may change, pause or cancel a role because of business needs, budget, restructuring, changed hiring priorities, role redesign, internal hiring, legal requirements, or another legitimate organisational reason. A recruitment decision is not a representation that an unsuccessful Candidate lacks general ability, competence or merit.

29. Recruitment AI and Automated Processing

The Company may use Recruitment AI Tools to assist with application organisation, resume parsing, Candidate search, skill extraction, role matching, duplicate detection, interview scheduling, Assessment scoring, plagiarism review, fraud detection, recruitment analytics, communication drafting, interview transcription, Talent Pool search, and other disclosed administrative or analytical functions.

Automated tools may misread resumes, miss context, misclassify skills, overweight keywords, fail to recognise equivalent experience, generate inaccurate summaries, reflect training-data limitations, or produce biased or inconsistent results. The Company will not permit a generative AI tool or opaque automated score to serve as the sole final basis for a hiring or rejection decision that materially affects a Candidate.

The Company may apply objective automated screening criteria where the criteria relate to genuine role requirements, the criteria are applied consistently, the Processing is lawful, appropriate human oversight exists, and a reasonable review process is available for a material error where practicable. Where a material recruitment decision relies substantially on Automated Processing, the Candidate may request review or correction of incorrect resume parsing, incorrect skill classification, Assessment errors, identity mismatches, duplicate profiles, suspected bias, or another material automated-processing error.

The Company is not required to disclose source code, model weights, confidential scoring logic, security controls, trade secrets, or information that would enable fraud or circumvention.

30. Human Review of Material Automated Decisions

A final hiring or rejection decision will ordinarily involve an authorised human decision-maker. Where a material adverse decision is based substantially on an automated output, the Company will provide access to a reasonable review mechanism that can include verification of the source information, correction of factual errors, reassessment of objective criteria, human review of the application, review of Assessment integrity, consideration of Candidate clarification, or confirmation that the decision remains unchanged.

Immediate application restriction may occur where reasonably necessary to prevent fraud, protect recruitment systems, preserve evidence, address impersonation, comply with law, or prevent ongoing security harm. A restriction based on security or fraud indicators does not, by itself, establish wrongdoing.

31. No Default Use of Candidate Data for AI-Model Training

Candidate Personal Data will not, merely because it was submitted during recruitment, be used to train, fine-tune or improve a Company-controlled general-purpose AI model, a ScoreVedaa or NeuraMach Reusable Model, a third-party general-purpose AI model, a provider’s independent product, an unrelated commercial AI system, or a model developed for another customer.

The Company will require separate affirmative Candidate Training Consent before any identifiable resumes, interview notes, interview recordings, transcripts, Assessment responses, work samples, Candidate communications, Candidate profiles, or Background Verification information are selected for optional Reusable Model development. Refusal to provide Candidate Training Consent must not adversely affect the recruitment decision.

A future proposal to use identifiable Candidate Personal Data for Reusable Model development requires a separate Candidate Model Improvement Notice, clear identification of the data categories, clear model-development purposes, disclosure of human review and Data Processor involvement, separate affirmative Consent, a practical withdrawal method, no pre-selected control, no adverse recruitment consequence for refusal, and separate legal and governance approval. General application acceptance, interview participation or continued communication does not constitute model-training Consent.

32. Anonymised Recruitment Analytics

The Company may create information that is genuinely and irreversibly anonymised or aggregated so that it no longer identifies or can reasonably be linked to a Candidate. Such information may be used for recruitment-volume analysis, recruitment-channel analysis, diversity and fairness monitoring, process improvement, capacity planning, recruitment-system testing, fraud-pattern analysis, internal reporting, and other lawful organisational purposes. Removing a name or email address alone does not necessarily constitute irreversible anonymisation. The Company will not intentionally re-identify information represented as irreversibly anonymised.

33. Third-Party AI Providers

Where a third-party AI or cloud provider processes live identifiable Candidate Personal Data, the Company will use paid, enterprise, business, API, or other contractually controlled configurations under which applicable written terms, contractual protections or enforceable settings restrict the provider from using Candidate Personal Data for the provider’s own general-purpose model training, independent model fine-tuning, independent product improvement, general provider benchmarking, or unrelated purposes.

Candidate Personal Data will not be used for provider-side model training unless the Company provides a Candidate Provider Training Notice identifying the provider or provider category, identified data categories, provider purposes, retention and human-review information, international Processing details, and an accessible withdrawal method. This requires a separate affirmative Consent without a pre-selected control. General Candidate Training Consent must not authorise provider-side model training. Refusal or withdrawal of provider-side model-training Consent will not adversely affect the Candidate’s current recruitment process where the relevant recruitment function can reasonably be provided through a compliant no-provider-training configuration or an alternative process.

The Company will not route live identifiable Candidate Personal Data through free consumer AI accounts, personal chatbot accounts, public playgrounds, unapproved experimental endpoints, unreviewed provider configurations, or configurations permitting provider training without appropriate notice and authorisation.

Before using a material provider, the Company will take reasonable steps to assess data-use terms, retention, training settings, security, confidentiality, human-review conditions, sub-processors, international Processing, deletion controls, incident response, and applicable contractual protections. If required protections cease to apply, the Company will within a reasonable period stop routing new live identifiable information, restore an appropriate configuration, change providers, or suspend the affected function where reasonably necessary.

E. COMMUNICATIONS AND DISCLOSURES

34. Candidate Communications

The Company may use Candidate contact information to send application acknowledgements, interview invitations, scheduling messages, Recruitment Assessment instructions, requests for information, status updates, verification requests, offer communications, rejection communications, Talent Pool invitations, future-role communications where authorised, privacy notices, rights-request responses, and grievance responses.

Communications may be sent through email, telephone, SMS, WhatsApp where lawfully enabled, job-platform messaging, video-conferencing tools, or another contact method supplied by the Candidate. Operational recruitment communications are distinct from general marketing. A Candidate will not ordinarily be enrolled in unrelated ScoreVedaa or NeuraMach product marketing merely because the Candidate applied for a role. Candidates may opt out of optional future-role communications without affecting a completed application.

35. Internal Sharing

Candidate Personal Data may be shared internally with authorised recruiters, hiring managers, interviewers, department heads, human-resources personnel, founders or senior management, finance personnel involved in offer preparation, legal and compliance personnel, information-security personnel, workplace-administration personnel, and other persons with a legitimate recruitment or pre-onboarding need.

Internal access will be role based where practicable, limited to the relevant purpose, subject to confidentiality, reviewed where appropriate, and removed when no longer required. Interviewers should receive only information reasonably relevant to their role. Higher-Risk Candidate Data will be restricted to persons with a genuine need to access it. Candidate Personal Data must not be used by personnel for personal solicitation, unauthorised referrals, unrelated marketing, harassment, public disclosure, or another improper purpose.

36. Recruitment Service Providers

The Company may use Recruitment Service Providers for applicant tracking, Candidate sourcing, recruitment agencies, interview scheduling, video conferencing, Recruitment Assessments, Background Verification, reference checks, document verification, communication delivery, cloud storage, cybersecurity, electronic signatures, offer management, legal advice, recruitment analytics, and other authorised recruitment support.

Where a provider acts as a Data Processor, the Company will require an appropriate valid written contract addressing, as applicable: authorised purposes, documented instructions, confidentiality, access restrictions, security safeguards, sub-processing, retention, return or deletion, incident notification, assistance with Candidate rights, and Applicable Law. A provider may independently process information where required by its own legal obligations or where it acts as a separate Data Fiduciary. Such independent Processing may be governed by the provider’s own privacy notice.

37. Other Disclosures

Candidate Personal Data may be disclosed to courts, regulators, law-enforcement authorities, tax authorities, government agencies, professional advisers, auditors, insurers, investors conducting lawful due diligence, prospective acquirers, financial institutions, immigration or workplace authorities, group companies where applicable, and other authorised recipients.

Disclosure may occur where required by Applicable Law, required through legal process, necessary to verify information, necessary to prevent fraud, necessary to protect rights or safety, necessary to establish, exercise or defend a legal claim, necessary for a lawful corporate transaction, or otherwise lawfully authorised. The Company will disclose only information reasonably necessary for the purpose. Where legally permitted and appropriate, the Company may notify the Candidate before responding to a compulsory disclosure request.

38. Corporate Transactions

Candidate Personal Data may be shared in connection with financing, investment, merger, acquisition, reorganisation, sale of assets, insolvency, due diligence, or another corporate transaction. The Company will take reasonable contractual, technical and organisational steps to ensure that Candidate Personal Data is disclosed only where relevant, protected by confidentiality, subject to appropriate access restrictions, used for transaction evaluation or implementation, not used for unrelated solicitation, and handled consistently with Applicable Law.

39. International Processing

Candidate Personal Data may be processed outside India where a recruitment platform operates internationally, a cloud provider stores or processes information abroad, a Background Verification provider has international operations, an authorised Recruitment Service Provider is located abroad, a Company representative is temporarily located abroad, or another disclosed international Processing arrangement applies.

Where international Processing occurs, the Company will comply with Applicable Law, follow binding Government restrictions, use appropriate contractual safeguards, review provider security, restrict Processing to authorised purposes, maintain reasonable access controls, preserve applicable Candidate rights, and maintain relevant records. Candidate Personal Data will not be transferred to a prohibited country, territory, recipient or arrangement.

F. RETENTION, TALENT POOLS AND DELETION

40. Retention Principles

Candidate Personal Data will be retained only for a documented period reasonably necessary for active recruitment, Candidate-requested follow-up, lawful future-role consideration, verification, offer administration, legal compliance, recruitment audits, fraud prevention, security, dispute resolution, establishing or defending claims, and other lawful purposes.

The Company will maintain a written retention schedule addressing material Candidate record categories. Retention will consider recruitment status, the purpose of Processing, Candidate expectations, sensitivity, statutory limitation periods, legal holds, security requirements, Consent status, and Applicable Law.

41. Unsuccessful Candidate Records

Unless a longer or shorter period is required by Applicable Law or justified by documented circumstances, the Company may retain an unsuccessful Candidate’s core recruitment record for up to twenty-four months after closure of the relevant recruitment process, the final recruitment decision, or the Candidate’s last meaningful recruitment interaction, whichever is later. A routine automated message, privacy notice, system notification or unsuccessful marketing communication will not, by itself, restart the retention period. This period may support recruitment-dispute handling, demonstration of a fair process, fraud prevention, duplicate-application management, legal claims, recruitment audits, and future-role consideration where separately authorised. Retention for a Talent Pool is governed separately.

42. Category-Specific Retention

Different information may have different retention periods.

42.1 Active applications: Retained throughout the recruitment process and for an appropriate post-closure period.
42.2 Talent Pool records: Retained for the disclosed Talent Pool period and subject to withdrawal and periodic review.
42.3 Background Verification records: Retained for a restricted period proportionate to the role, verification purpose and legal need.
42.4 Identity documents: Retained only for verification, pre-onboarding, fraud prevention or legal compliance.
42.5 Interview recordings: Retained for a shorter documented period unless required for a dispute, investigation, accessibility purpose or legal matter.
42.6 Recruitment Assessments: Retained for evaluation, audit, fairness analysis, integrity review and dispute periods.
42.7 Consent and notice records: Retained as reasonably necessary to demonstrate lawful notice, Consent or withdrawal.
42.8 Security and fraud records: May be retained for an appropriate security, evidence, investigation or legal period.
42.9 Processing and security logs: Retained for at least the period required by Applicable Law, including a minimum one-year period where such requirement applies.
42.10 Successful Candidate records: Relevant information may be transferred to the workforce file and processed under a separate workforce privacy notice.

When no lawful purpose remains, Candidate Personal Data will be deleted, irreversibly anonymised, securely isolated pending deletion, or otherwise disposed of appropriately. Backup copies may remain temporarily until overwritten through normal backup cycles.

43. Talent Pool and Future Opportunities

The Company will obtain a separate affirmative Candidate choice before adding an unsuccessful Candidate to a Talent Pool for future opportunities, unless the Candidate independently and expressly requested that future-role consideration. The Talent Pool notice will identify the retention period, types of future roles, communication method, withdrawal process, whether recruitment agencies may access the information, and whether automated matching is used. A Candidate who declines will not suffer an adverse decision in the current recruitment process.

Talent Pool information may be used to identify potentially suitable future roles, contact the Candidate, match skills with openings, invite the Candidate to recruitment events, avoid duplicate applications, and maintain recruitment continuity. Joining a Talent Pool is voluntary. A Candidate may decline, withdraw, request erasure, update information, or opt out of future-role communications. Declining Talent Pool participation will not adversely affect the completed application. The Company will periodically review Talent Pool records and remove or update information that is outdated, inaccurate, no longer necessary, subject to valid withdrawal, or retained beyond the disclosed period. Talent Pool participation does not guarantee contact, interview or employment.

44. Application Withdrawal and Erasure

A Candidate may withdraw an application, request erasure, withdraw Talent Pool participation, withdraw Consent where Processing is Consent based, or request that optional future communications stop. Application withdrawal does not automatically require immediate erasure of every record. The Company may retain limited information where necessary for legal compliance, fraud prevention, security, establishing or defending claims, recording that an application was withdrawn, preventing unwanted future contact, evidence preservation, or another lawful purpose. Where no lawful reason for continued retention exists, the Company will delete, anonymise or securely isolate the relevant information within a reasonable period.

G. CANDIDATE RIGHTS

45. Candidate Privacy Rights

Subject to the commencement, scope and applicability of Applicable Law, a Candidate may have rights to receive information about Processing, obtain a summary of Personal Data being processed, obtain a summary of relevant Processing activities, receive information about Data Fiduciaries and Data Processors with whom Personal Data has been shared (subject to legal exceptions), correct inaccurate or misleading information, complete incomplete information, update outdated information, request erasure, withdraw Consent, submit a grievance, nominate another individual to exercise applicable rights in the event of death or incapacity, withdraw from a Talent Pool, contest a material automated-processing error, request review of an inaccurate automated result, and exercise other rights provided by Applicable Law.

Rights may be subject to identity verification, legal exceptions, rights and privacy of other persons, confidential interviewer information, confidential references where protected, legal privilege, fraud-prevention needs, security requirements, record-retention obligations, ongoing investigations, legal claims, and applicable statutory procedures. The Company will not unlawfully discriminate against a Candidate for exercising a privacy right.

46. Rights-Request Process

A Candidate may submit a rights request to: privacy@neuramach.ai

The request should include, as applicable: full name, application email, telephone number, role applied for, approximate application date, recruitment source, application reference number where available, the right being exercised, and information reasonably required to locate the record. The Company may request proportionate identity verification before acting on the request. Every response concerning the exercise of applicable Candidate rights will include appropriate business contact information for further questions or grievance escalation.

47. Access Requests

A Candidate may request a summary of Candidate Personal Data processed by the Company, subject to Applicable Law. Access may be restricted where disclosure would reveal another person’s Personal Data, breach lawful confidentiality, reveal legally privileged information, compromise fraud or security controls, undermine an investigation, reveal a protected reference, disclose confidential business methodology, violate Applicable Law, or enable circumvention of Recruitment Assessment security. Where full disclosure is not possible, the Company may provide a summary, redacted information, category-level information, or an explanation of the applicable restriction.

48. Correction, Completion and Updating

A Candidate may request correction of information that is inaccurate, misleading, incomplete, or outdated. A request should identify the information concerned, the requested correction, the reason, supporting evidence where appropriate, and the relevant application.

The Company may preserve an audit record of prior information where necessary for fraud prevention, recruitment integrity, legal compliance, historical accuracy, dispute resolution, or security. The Company may decline to alter an accurate historical record, an honestly recorded evaluative opinion, a record required by law, information supported by reliable evidence, or information whose alteration would misrepresent the recruitment process. A Candidate may submit a clarification where an evaluative opinion cannot appropriately be changed.

49. Consent Withdrawal

Where Processing is based on Consent, the Candidate may withdraw Consent through the method communicated when Consent was obtained, privacy@neuramach.ai, an available recruitment-system setting, a provider interface where applicable, or another reasonably accessible method.

Following valid withdrawal, the Company will within a reasonable period stop future Consent-based Processing covered by the withdrawal, update relevant records, notify applicable Data Processors, delete or restrict information where legally required and reasonably practicable, and retain only information supported by another lawful ground. Withdrawal may prevent continuation of a recorded interview, Background Verification, Talent Pool participation, a voluntary diversity programme, or another recruitment step dependent on the information. Withdrawal does not affect Processing lawfully completed before withdrawal.

50. Nomination

Where Applicable Law provides a right to nominate, a Candidate may nominate one or more individuals to exercise applicable privacy rights in the event of the Candidate’s death or legally recognised incapacity. The Company may require Candidate identification, nominee identification, evidence of death or incapacity, evidence of the nomination, verification of the nominee’s authority, and other information permitted by Applicable Law. A nomination does not automatically give the nominee access during the Candidate's lifetime or while the Candidate remains legally capable of exercising the relevant rights.

H. SECURITY, FRAUD AND BREACH RESPONSE

51. Security Measures

The Company will use reasonable technical and organisational safeguards appropriate to the nature and risk of Candidate Personal Data. Measures may include encryption in transit, encryption at rest where appropriate, access controls, role-based permissions, multi-factor authentication for selected systems, secure cloud infrastructure, logging and monitoring, endpoint security, staff confidentiality obligations, Data Processor contracts, vendor review, data minimisation, secure disposal, retention controls, vulnerability management, incident-response procedures, backup safeguards, and periodic security review.

No system can be guaranteed completely secure. Candidates should use secure devices, verify recruiter identity, protect Assessment links, avoid public transmission of sensitive documents, avoid sending documents through unauthorised channels, and promptly report suspicious communications.

52. Recruitment Fraud and Impersonation

The Company will not ask a Candidate to pay an application fee, transfer money to obtain an interview, deposit money to secure employment, purchase equipment through a nominated personal account, share a UPI PIN, share an OTP, share a bank password, share a CVV, or communicate solely through an unverifiable personal account.

Candidates should verify email domain, recruiter identity, role details, interview invitation, offer documentation, links, attachments, and payment-related requests. Suspected recruitment fraud should be reported to: security@neuramach.ai. Fraud-report information may be processed to investigate, protect Candidates, preserve evidence, issue warnings, contact relevant platforms, notify authorities, and prevent recurrence.

53. Candidate Responsibilities

Candidates should provide accurate information, keep contact details current, protect Assessment and interview credentials, avoid unnecessary Third-Party information, obtain appropriate permission before naming references, respect Assessment confidentiality, report impersonation or fraud, use authorised communication channels, avoid unnecessary sensitive information, and review this Policy.

Candidates must not impersonate another person, submit false qualifications, suppress material identity information, use another person to complete an Assessment, submit plagiarised work, share confidential Assessment content, compromise recruitment systems, submit malware, register a knowingly false or frivolous grievance, or misuse Candidate, interviewer or employee contact information. The Company may reject or withdraw an application where material fraud or serious misuse is reasonably established.

54. Personal Data Breach Response

A Personal Data breach may include unauthorised access, disclosure, acquisition, alteration, loss, destruction, transmission, or Processing of Candidate Personal Data. Where a suspected breach occurs, the Company may contain the incident, secure affected systems, investigate, preserve evidence, engage specialists, notify relevant Data Processors, reset credentials, assess risk, provide protective instructions, and implement remediation.

Where required by Applicable Law, the Company will notify each affected Candidate without delay through an available registered communication method. The Candidate notice will include, as applicable and to the extent required by Applicable Law: a description of the breach, its nature, extent and timing, information categories affected, consequences likely to be relevant to the Candidate, measures implemented or proposed, safety steps the Candidate may take, business contact information, and further updates where appropriate.

Where required by Applicable Law, the Company will notify the Data Protection Board or another competent authority without delay with the initial required information, and with updated and detailed information within seventy-two hours of awareness, unless an authorised extension applies. Candidates should report suspected security incidents promptly to: security@neuramach.ai.

I. GRIEVANCES, CHANGES AND CONTACT

55. Candidate Privacy Grievances

Candidate privacy grievances may be submitted to:

Grievance Officer: Mr. Saurabh Sachdeo

Designation: Grievance Officer - Legal and Compliance

Company: NEURAMACH AI STUDIO PRIVATE LIMITED

Email: grievance@neuramach.ai

Phone: +91-8223815327

Address: 3rd Floor, Cabin No. 7, Quick Office, 301, 45 Baner Road, above Atithi Restaurant, Veerbhadra Nagar, Baner, Pune, Maharashtra 411045, India.

A grievance should include, where available: Candidate name, contact information, role applied for, approximate application date, description of the concern, relevant communications, supporting evidence, and requested resolution.

For Candidate privacy grievances not governed by a shorter statutory requirement, the Company will acknowledge the grievance within forty-eight hours and resolve it within one month of receipt, subject to Applicable Law. Where Applicable Law requires a shorter period, the shorter period applies. Where further information is reasonably required, the Company may request it. Where exceptional complexity or a legal dependency prevents resolution within the stated period, the Company may provide current status, reason for delay, additional information required, and an expected completion date, without limiting a mandatory legal deadline.

Urgent concerns involving identity theft, recruitment fraud, unauthorised disclosure, active security risk, serious discrimination allegations, unlawful Automated Processing, or continuing misuse will be prioritised according to severity. A Candidate may approach the Data Protection Board or another competent authority after exhausting the Company’s applicable grievance mechanism where required by Applicable Law.

56. Changes to this Policy

The Company may update this Policy to reflect legal changes, recruitment-process changes, new recruitment platforms, new Recruitment Service Providers, Background Verification changes, automated-tool changes, AI-provider changes, retention changes, security improvements, organisational changes, or clarifications. The updated Policy will display a revised version number, an effective date, and a last-updated date.

For material changes involving new Candidate Personal Data categories, new Processing purposes, identifiable model-training use, provider-side model training, material automated recruitment decisions, Higher-Risk Candidate Data, Background Verification, international Processing, new material disclosures, or materially reduced Candidate rights, the Company will provide appropriate notice and obtain Consent where required by Applicable Law.

A Policy update, continued participation, silence or failure to opt out will not constitute Consent where separate affirmative Consent is required. A new Policy will not retrospectively authorise incompatible Processing requiring separate Consent. Non-material clarifications may take effect upon publication. Earlier versions may be retained for audit, legal, evidence and compliance purposes.

57. Contact Information

For Candidate privacy questions, requests, security reports or legal concerns, contact:

Legal Entity: NEURAMACH AI STUDIO PRIVATE LIMITED

Brand: NeuraMach.ai

Product: ScoreVedaa

CIN: U62099PN2025PTC245340

Company Websites: neuramach.ai | scorevedaa.in

Registered Office: Flat No. 201, Building 1, Wing 3, The Crown Greens, Plot 17, Infotech Park, Hinjawadi, Pune, Maharashtra 411057, India.

Principal Business and Correspondence Office: 3rd Floor, Cabin No. 7, Quick Office, 301, 45 Baner Road, above Atithi Restaurant, Veerbhadra Nagar, Baner, Pune, Maharashtra 411045, India.

Candidate Privacy: privacy@neuramach.ai

Grievance: grievance@neuramach.ai

Security and Recruitment Fraud: security@neuramach.ai

General Support: support@neuramach.ai

Legal: legal@neuramach.ai