1. Purpose of this notice
Martinet Technologies Private Limited (“Martinet Technologies”, “we”, “us” or “our”) values the trust placed in us by candidates. This notice is intended to provide clear information about our recruitment-related practices and the types of information that may be required when you apply for or participate in an opportunity with us.
Recruitment activities may include application review, communication, interviews, technical or other assessments, reference or background verification where appropriate, selection, offer administration and onboarding.
2. Recruitment and selection process
The recruitment process can vary according to the role, location, seniority, client or project requirements, and applicable legal or contractual obligations.
Depending on the position, stages may include:
- submission and review of an application or resume;
- initial recruiter or HR screening;
- technical, functional, aptitude, written or practical assessments;
- one or more interviews with HR, hiring managers or other authorised personnel;
- reference, employment or qualification verification where legitimately required;
- selection and offer discussions; and
- pre-employment and onboarding activities for selected candidates.
Completion of one stage does not automatically guarantee progression to the next stage or selection for employment.
3. Candidate information we may receive
Depending on the role and stage of recruitment, we may receive information such as:
- name and contact details;
- resume/CV, professional profile and employment history;
- education, qualifications, certifications and skills;
- role preferences, location and work-eligibility information;
- interview, assessment and recruitment communications;
- references and verification information, where applicable;
- documents reasonably required for offer or onboarding processes;
- information you voluntarily provide through recruitment communications; and
- technical or security information generated when you use our online recruitment systems.
We seek to request information that is relevant to the recruitment or onboarding purpose. Candidates should not submit unnecessary sensitive personal information unless specifically requested through an authorised process and legally appropriate.
4. How candidate information may be used
Candidate information may be used for legitimate recruitment and employment-related purposes, including:
- processing and evaluating applications;
- communicating about vacancies, interviews, assessments and recruitment status;
- conducting role-related assessments;
- verifying qualifications, employment history or references where appropriate;
- preparing and administering offers and joining formalities;
- meeting applicable legal, regulatory, contractual or audit requirements;
- protecting recruitment systems and preventing misuse, fraud or security incidents; and
- maintaining recruitment records for appropriate business, legal and compliance purposes.
Where a particular processing activity requires a notice, consent, authorisation or other legal basis, the applicable process and documentation will govern that activity.
5. Verification and background checks
Certain positions may require verification before joining or during the recruitment process. Depending on the role, this can include verification of identity, qualifications, employment history, professional credentials, references or other information that is reasonably necessary for the position.
Where third-party verification providers are used, information may be shared with authorised providers only for the relevant purpose and subject to applicable contractual, security and legal requirements.
6. Offer, joining and onboarding
If you are selected, additional information may be required to complete offer, joining and onboarding formalities. Depending on applicable requirements, this can include information needed for employment documentation, payroll, statutory requirements, benefits, identity verification, access provisioning, security controls and other legitimate employment administration.
The exact information required at onboarding will be communicated through the applicable HR or joining process. Candidates should provide documents only through authorised Martinet Technologies channels or systems.
7. Data retention and security
Candidate information is retained only for as long as reasonably necessary for the relevant recruitment, employment, legal, compliance, dispute-resolution, fraud-prevention or record-keeping purpose, subject to applicable requirements and internal retention practices.
We use reasonable administrative, technical and organisational safeguards appropriate to the information and systems involved. Access to candidate information should be limited to authorised personnel, service providers or other parties who have a legitimate need and appropriate authority.
No internet-based system can be guaranteed to be completely secure. Candidates should therefore use official channels and take reasonable precautions when communicating or uploading documents.
8. Candidate rights and requests
Depending on the applicable law, circumstances and commencement of relevant legal provisions, candidates may have rights concerning their personal data, including rights relating to access, correction, updating, withdrawal of consent where consent is the basis, grievance handling and other rights provided by applicable law.
Requests should be made using the contact details provided below. We may need to verify identity before acting on a request involving personal information.
9. Fair, respectful and inclusive recruitment
Martinet Technologies aims to conduct recruitment professionally and respectfully. Employment decisions are intended to be based on role requirements, qualifications, skills, experience, business needs and applicable lawful criteria.
We do not support harassment, intimidation, discrimination or retaliation in the recruitment process. Where a candidate requires a reasonable accessibility accommodation for an assessment or interview, the candidate may raise the requirement with the authorised HR/recruitment contact as early as reasonably possible.
This statement is intended to operate subject to applicable Indian law and the specific requirements of the position and workplace.
10. Protect yourself from recruitment fraud
Genuine recruitment communications should not require a candidate to pay a recruitment fee, interview fee, offer-letter fee or security deposit merely to obtain employment. Candidates should be particularly cautious of unsolicited requests for money, OTPs, PINs, CVV numbers, passwords, remote-access software or other credentials.
If you receive a suspicious recruitment communication claiming to represent Martinet Technologies, stop the interaction and verify it through an official company channel. Please also see our Fraud Alert.
11. Recruitment contact
For genuine recruitment-related questions, use the official contact information published by Martinet Technologies or the contact details provided through an authorised recruitment communication.
This Candidate Notice is a general recruitment notice and is not an employment contract, offer of employment, or guarantee of selection. Specific offer, employment, privacy and onboarding documents may contain additional terms applicable to an individual candidate.