Signet Privacy Policy

Operating scope: Some Signet features are tested with operator and demo accounts. Non-members may sign up for Future of Work updates; real requests are processed within the scope below.

Effective: October 12, 2026
Controller: T18R, Inc., a Delaware corporation, doing business as "Signet" (the "Company")
Address: c/o Corporation Service Company, 251 Little Falls Drive, Wilmington, DE 19808, USA

Language. The English and Korean versions of this Policy have equal effect. If they conflict, the Korean version controls. The Japanese and Traditional Chinese versions are reference translations.

The Company complies with the Personal Information Protection Act of the Republic of Korea and the personal data laws of the countries where members reside. This Policy states what information the Company collects and why, to whom it is given, where it is sent, when it is deleted, and what members can ask for.

The two companies. The controller for the Signet platform is T18R, Inc. 주식회사 탤런트버스 (Talentverse) is a separate business that performs direct headhunting. The two companies do not pass personal data to each other merely because they share a brand. Where Talentverse receives Candidate information for direct headhunting, it receives it as an independent controller, and the Company obtains separate third-party consent each time. Where an outside recruiter is involved, the recipient is identified as the search firm that is actually responsible, with the individual contact named alongside.

1. Information Collected and How

The Company does not collect unique identifiers such as resident registration numbers or passport numbers, or sensitive information. A Recruiter's identity document is used only for settlement verification; once verified, only the fact of verification is kept and the document is deleted.

Year of birth. The Company uses the year of birth to read years of experience and to handle procedures with age requirements. The Company does not screen Candidates out on the basis of age and does not provide age to Clients or Recruiters. Year of birth and current job title are required on the sign-up screen. A Candidate can change them at any time from the account screen after signing up.

Inquiry form. The Company does not collect Candidate resumes or contact details through the inquiry form. Senders are told not to enter third parties' personal data or trade secrets. Sending an inquiry is not treated as consent to marketing messages.

Mutual Endorsements. An endorsement is information about a person that another member provides. For a person who has not joined, the Company receives only the name the Candidate calls them (a nickname is fine) and what the Candidate wrote, and no contact details. Before an endorsement is accepted, only the writer reads it; the Company's operators do not, and the Company only stores it to pass it on. However, if that person asks to see or delete it, or it is reported as breaching the rules, the Company checks it to the extent needed to handle that. The Candidate who wrote it passes on the invite link personally, and the Company does not contact that person separately. The endorsement is connected to a person only when the person who opens the link comes in as a Candidate and accepts it as being about them. If it is not accepted within 30 days, the Company deletes it. When a Candidate removes a received endorsement, or it is deleted at their request by email, the Company records only whose endorsement was removed by whom and when, so that endorsements from that writer are no longer delivered to them. The Company gives no reward for endorsements.

2. Purposes

Future of Work signup: We use the information to provide requested session and work updates, manage requests and plan sessions internally. Email is the only required input; other fields and promotional emails are optional. Participating companies are not yet confirmed. A preference to share your name, company and role does not itself authorize disclosure. We identify the recipient, purpose, fields and retention period and obtain occasion-specific consent before disclosure. To change a request, withdraw or request deletion, contact jazz@hiresignet.com. Short-lived network-address hashes used to prevent excessive requests are retained for up to two days; raw addresses are not stored in that record.

3. Retention

The Company deletes information without delay once its purpose is fulfilled, except as follows.

A statutory retention duty applies only to the records its legal basis actually covers. The Company does not apply a blanket 5-year period to all service records.

4. Provision to Third Parties

The Company does not give member information to third parties as a rule. A candidate's information is provided only when the candidate consents for that engagement, as follows.

With consent

The Career Log is not a provided item. Clients and Recruiters never see the Career Log, and where needed the Company's coaching staff may review it. Only entries or excerpts the Candidate selects and exports fall under "entries the Candidate selected and exported" above. The full original record is not part of any default provision.

Mutual Endorsements are not a provided item. The Company does not give the text of an endorsement or the writer's name to Clients, Recruiters, or Talentverse. Where the Company itself recommends a Candidate, it draws on the strengths it has read only when writing its own recommendation note after the Candidate has consented to that engagement. An endorsement is not a reference check.

Mock Application material is not forwarded automatically. For the Company to recommend a Candidate to a Client on the basis of a Mock Application, it must first show the Candidate what it would send and obtain the Candidate's approval. Changing what is sent requires showing it again and obtaining approval again. Mock Applications made against job listings the Company itself collected and published are not sent to any Client.

Recruiters are independent businesses holding the registration or licence of their jurisdiction. Giving them information is therefore a provision to a third party, not a processing engagement, and the recruiter's name is shown on the consent screen. The same applies to Talentverse.

Consents already obtained are used only within the scope disclosed and agreed at that time. A new policy or a new consent form does not widen an existing consent. Processing that needs further consent begins only after that consent is obtained.

Without consent: where law provides a basis, where an investigative authority requests under a procedure set by law, or where there is an imminent risk to a member's life or safety.

Public-screen analysis with Microsoft Clarity: Only after a visitor accepts the updated analytics notice, public-page clicks, scrolling, rendered layouts and session replay data are shared with Microsoft Corporation to improve site understanding and inquiry/application journeys. Microsoft is an independent controller under the Clarity Terms, not merely a processor. Names, contact details, input values, resumes, account IDs and private screens are excluded.

Microsoft processes this data under the Clarity Terms and Microsoft Privacy Statement. The Terms describe uses including product/service improvement and advertising profiles. Signet sends denied advertising-storage consent to disable data sharing with Microsoft Ads. Microsoft independent processing is governed by its Privacy Statement. The Company does not link analytics to member identities or hiring decisions.

Clarity collection and detailed click/step analysis run from October 12, 2026 until January 12, 2027 at 00:00 Korea time. Basic visits, acquisition and final submission statistics continue afterward. A later study requires an updated notice and collection period. Stopping collection does not immediately delete previously collected data.

5. Processors

The table below lists infrastructure services used for demo operations and providers planned for later use. Within the processing entrusted to them, processors handle information under the Company's instructions. Before introducing a new provider for the customer service, the Company updates this table and gives 7 days notice.

Career Log entries, Mock Application material, and Mutual Endorsements are not sent to the AI processing listed above. If the Company later opens a feature that summarizes Career Log entries or analyses Mock Applications or endorsements automatically, it will first state in this table and on the relevant screen which provider receives which items.

"In use" in this table refers to demo operations. Providers marked "planned" do not process customer information until the relevant function is introduced.

SMS and email integration. Verification text messages and service emails for operator and demo accounts use the Infobip integration. Google business email reception remains separate. Before sending actual customer information to Infobip, the Company will confirm the recipient entity, processing role, countries, data items, purposes and retention periods, and include them in Section 6 and the notice for the relevant function.

6. Cross-Border Transfers

The Company is a US corporation and operates the Service in the USA. Member information is therefore transferred abroad as follows. This notice is given under Article 28-8 of the Korean Personal Information Protection Act.

For each function that involves a cross-border transfer, the Company completes the required notice and consent before the first transfer. Verification text messages, web hosting logs, profile organizing after sign-up, and viewing by a client all happen at different times, so one consent taken at sign-up does not cover them all.

Before the first customer-service SMS or email transfer through Infobip, the Company will confirm the transfer terms and include them in this table and the function-specific notice.

Talentverse is a Korean company, so provision to Talentverse is not a cross-border transfer. It follows the third-party provision process in Section 4.

Basis: member consent, and processing necessary to perform the contract. The Company decides which basis applies per function, and where consent is the basis it keeps a separate record of that choice and consent. Mutual Endorsement information about a person who has not joined (the name the Candidate calls them and what the Candidate wrote) is transferred in the same way only to T18R, Inc. and Amazon Web Services, Inc., to the extent needed to perform the contract with the Candidate who wrote it. Before it is accepted, the Company does not read or use it, except as described in section 1, and only stores it, and it is deleted if not accepted within 30 days. That person may refuse the transfer and request deletion at jazz@hiresignet.com.

How to refuse and effect: Members may refuse cross-border transfer by writing to jazz@hiresignet.com. Because the Company is a US company and operates the Service from the USA, refusing altogether makes the Service difficult to use, and in that case the account is deleted. Transfer to a specific order's client or recruiter can be refused by not consenting to, or withdrawing consent for, that engagement; this does not affect other use of the Service.

7. Deletion

1. The Company deletes information without delay when the retention period ends or the purpose is fulfilled.
2. Electronic files are deleted irrecoverably. No paper records are kept.
3. Candidate information provided to a client is blocked in the Service as soon as the client marks the submission as declined, and the client deletes its own copies. The Company obtains the client's confirmation of deletion.
4. When a Candidate deletes a week's Career Log entry, the Company destroys that entry immediately.
5. An endorsement sent by invite link that the person has not accepted is deleted 30 days after it was written. When either person deletes their account, the endorsements between them are deleted too.

8. Your Rights and How to Exercise Them

1. Members may at any time request access to, correction of, deletion of, or suspension of processing of their information, withdraw consent, and delete their account.
2. Candidates may request, at jazz@hiresignet.com, a record of who viewed their profile and when. Once the Company opens the consents and access log screen in the Service (Account > Consents and access log), they can see it there directly.
3. Most rights can be exercised directly from the account screen. Other requests go to jazz@hiresignet.com. The Company responds within 10 days.
4. A legal guardian may exercise the rights of a child under 14 on the child's behalf. The Company does not accept sign-ups from persons under 15.
5. Members may request correction of errors, and the Company does not use the information until correction is complete.
6. Someone who made a non-member inquiry may use the same contact to request access, correction, deletion, or withdrawal.
7. A person an endorsement is about, whether or not they have joined, may request access to or deletion of it at jazz@hiresignet.com. A Candidate who has joined can read received endorsements directly in the Service and can also remove them there.

9. Cookies

The Company uses only the cookies below. No advertising cookies are used.

Visit and application-step statistics: After a visitor accepts the updated analytics notice, the Company uses GA4 for visits, acquisition, button clicks, defined application steps and actual successful submissions, and Microsoft Clarity for public-page clicks, scrolling and session replay. Previous GA4-only permission does not activate Clarity. Neither script loads before permission or when declined. Clarity excludes authentication, private, administrator and application screens and masks entire inquiry forms. GA4 sends only a fixed virtual URL and step name for private-screen milestones. Names, phone numbers, emails, verification codes, filenames, resumes, response contents, member IDs and application IDs are excluded. GA4 strips page queries/fragments and sends only the external referrer domain. Clarity does not start on pages whose raw URLs/referrers contain unapproved parameters or private paths. Campaign source/medium/name accept only letters, numbers, underscores and hyphens. Google signals and ad personalization are off, and Clarity advertising-storage consent is denied. Microsoft independent data use follows Section 4 and its linked Privacy Statement. Declining in public-page Cookie settings stops measurement and deletes analytics cookies. Declining does not prevent registration or applications.

Popup response counts: If you allow analytics, Signet directly counts homepage popup displays, button clicks, closes and temporary hiding choices on its own server. Records contain only the popup and revision, language, mobile/desktop category, Korean-calendar date and a new temporary random number for each display. No account or application identifiers, contact details, IP addresses, full URLs or input contents are stored. Records used to deduplicate repeated submissions are deleted after 90 days. Previews are excluded. Closing and temporary hiding preferences remain in browser storage and are not linked to an account.

Separately from cookies, whether the first-visit notice was shown (sg_welcomed) is kept in browser storage. It is not sent to the Company's servers.

Cookies can be blocked in browser settings. Blocking sg_session prevents staying signed in.

10. Automated Decisions

1. The Company uses an AI model to read a candidate's resume and LinkedIn information, organize the career history, and suggest a career path. Candidates review and may correct the result, and only what the candidate confirms is used.
2. Mock Application review and feedback are performed by a reviewer at the Company, as a person. No AI writes the report. If the Company later also uses automated analysis, it will state so on the relevant screen and in this Policy first.
3. Automated scoring is used to match orders and candidates. No decision with legal or similarly significant effect on a candidate is made on that score alone. The Company or a recruiter decides whether to submit, and clients decide whether to hire, as humans.
4. Before introducing any feature that fully automates a decision with legal or similarly significant effect, the Company carries out a separate legal and functional review.
5. Members may request an explanation of, or object to, automated processing.

11. Security

1. Personal information is encrypted in transit and at rest.
2. Access is restricted by role. Operators do not access information outside a candidate's consent scope, nor recruiters' candidate lists.
3. The Career Log is restricted by database access controls so that only the Candidate and the Company's coaching staff can read it. Coaching staff review it only where needed.
4. Mutual Endorsements are restricted by database access controls so that only the writer can read them directly, and the Company's operators can read only accepted endorsements (an endorsement not yet accepted is opened by an operator only when the person it is about requests access, one endorsement at a time through its link, and the opening is logged); the Candidate an endorsement is about reads only the endorsements they received, through a defined function. Writing, editing, deleting, and removing also happen only through defined functions. Clients and Recruiters have no access to endorsements.
5. Career Log entries and Credit records cannot be edited in the tables directly and change only through defined functions. Credit records are kept in a form that cannot be deleted or altered.
6. Mock Application resumes are accepted only as PDF, DOC or DOCX files. They are checked for file type and size, Word files that contain macros or load other files from the internet when opened are refused, and each file is stored with a hash so that any change can be detected.
7. Instead of passwords, identity is verified by a phone verification code. Codes expire after 10 minutes and issuance is rate-limited per hour.
8. Access logs are kept and reviewed periodically.
9. Data protection agreements are in place with processors.

12. Children

The Company does not accept sign-ups from persons under 15 and does not collect information of children under 14. If discovered during sign-up, the account is deleted.

13. Privacy Officer

Members may direct all privacy inquiries, complaints, and remedy requests to the Privacy Officer. The Company responds without delay.

Inquiries about information received by Talentverse may also be sent to Talentverse (knock@talentverse.co.kr). Whichever party is contacted, the Company identifies who is responsible.

Remedies (Korea): Members in Korea may also contact the Personal Information Dispute Mediation Committee (1833-6972, kopico.go.kr), the Personal Information Infringement Report Center (118, privacy.kisa.or.kr), the Supreme Prosecutors' Office (1301), or the National Police Agency (182).

Domestic representative (Korea): The Company does not meet the thresholds of Article 31-2 of the Korean PIPA (such as annual revenue of KRW 1 trillion or more in the previous year) and has not appointed a domestic representative. If it becomes subject, one will be appointed and stated here.

14. Members in Other Countries

1. Japan: Requests for disclosure, correction, or suspension of use under the Act on the Protection of Personal Information go to the contact in Section 13. The Company processes information outside Japan (in the USA); the applicable US framework and the Company's safeguards are as stated in this Policy.
2. Taiwan: Requests for access, copies, supplementation or correction, suspension, or deletion under the Personal Data Protection Act go to the contact in Section 13.
3. California, USA: The Company does not sell personal information or share it for advertising. Requests to know, delete, or correct under the CCPA go to the contact in Section 13. The Company may fall below CCPA thresholds (such as USD 25 million annual revenue) but honors the same rights regardless.

15. Changes

The Company may change this Policy. Changes applicable to the customer service are posted in the Service at least 7 days before they take effect. Changes material to members' rights are posted at least 30 days before and also sent by email or text message to the registered contact. Prior versions (v1.0, v2.0, v2.1, v2.2) are available on request at jazz@hiresignet.com.

16. Effective Date

Version 2.3 of this Policy applies to pre-launch demo operations from October 8, 2026. Before the first transfer for a customer-service function, the Company will confirm and disclose the processing and transfer terms and obtain any required consent. Previous policy texts and the consent records from those periods are preserved. This change does not expand any earlier consent.