Privacy Policy
Effective Date: January 15, 2026
Last Modified: May 25, 2026
This Privacy Policy (the “Privacy Policy") describes how InterviewMix.com (“Platform,” “we,” “us,” or “InterviewMix”) collects, uses, and discloses personal information (“Personal Information”) about Users (Candidates and Hiring Entities) when they visit our website, use our AI-powered technical assessment services, or interact with our remote proctoring tools (collectively, the “Services”).
By accessing our Platform to take or administer an assessment, Users acknowledge that they have read this policy and explicitly agree to the data practices described herein. If a User does not agree to the terms of this Privacy Policy, they must immediately close their browser and must not use our Platform.
Subject to applicable laws, the terms of this Privacy Policy (and any subsequent updates) shall apply retrospectively to all information collected on and from the date of a User's very first interaction with the Platform.
1. Definitions & Legal Roles
To ensure absolute transparency regarding platform usage, data processing, and legal liability, we clearly define the roles of all parties:
- "User": A universal, collective term referring to any individual, business, or automated system that accesses, browses, or utilizes the Platform in any capacity. This encompasses Candidates, Hiring Entities, Account Owners, Account Admins, and general website visitors.
- "Candidate" (Data Principal): An individual taking a technical assessment or recording an interview on the Platform.
- "Hiring Entity" (Data Fiduciary): ANY business entity, recruiter, organization, hiring company, hiring manager, or any person hiring using InterviewMix.com (acting as or represented by an Account Owner or Admin) that invites a Candidate, assigns a test to a Candidate, and/or reviews a Candidate's results. This includes, but is not limited to:
- Registered Companies (Pvt Ltd, LLC, Inc, Non-Profits, etc.)
- Sole Proprietors & Freelancers
- Recruitment Agencies & Staffing Firms
- Individuals sending tests
- "Account Owner" (Master Account): The primary entity or individual who subscribes to InterviewMix.com for sending/conducting interviews, holds the billing relationship, legally binds the Hiring Entity, and has full rights to utilize assessment credits within given time limits.
- "Account Team Member / Admin" (Sub-Account): Any optional individual (including, but not limited to, HR, Hiring Manager, or Recruiter) invited by the Account Owner to join their workspace and administer tests using the Master Account's resources.
- "InterviewMix.com" (Data Processor): InterviewMix.com acts strictly as the technical infrastructure provider. InterviewMix.com processes Candidate data solely on behalf of, and under the instructions of, the Hiring Entity.
- Exceptions to our Data Processor Role: InterviewMix.com acts as an independent data controller/fiduciary only for the following limited technical operations:
- Statistical Benchmarking (Percentile Calculation): InterviewMix.com retains numerical assessment scores and evaluation ratings in a permanently de-identified and aggregated format. This data is decoupled from the Candidate's personal identity and stored indefinitely to calculate global platform performance benchmarks, allowing InterviewMix.com's system to accurately determine which percentile a Candidate sits in relative to the historical testing pool.
- AI Model Improvement: For optional features described in the "AI Model Improvement" section, InterviewMix.com processes data based solely on the Candidate's explicit consent.
- "Services" / "Platform": The entire suite of tools provided by InterviewMix.com, including, but not limited to, Candidate Assessments, remote proctoring, and AI analysis.
- "The Agreements": Refers collectively to the Terms of Service (TOS), the Master Services Agreement (MSA), and the Privacy Policy, which collectively govern the usage of the Platform.
2. Information We Collect
To provide our Services, we collect data from both the Candidates taking the assessments and the Hiring Entities (Account Owners and Admins) administering them.
A. Information Collected from Candidates
- Identity & Demographic Data: First name, last name, date of birth (DOB), gender, email address, IP address. (If a Candidate chooses to log in via third-party providers like Google, we collect the authentication data freely made available by that provider).
- Proctoring Data: Webcam video, microphone audio, system audio, screen recording, and background process/mouse movement information (to detect unfair means).
- Assessment Data: Code submissions, code review text submissions, user-initiated verbal voice answers (including their automated text transcriptions), chat logs, and multiple-choice answers. (Please note: The exact data collected depends on the specific type of assessment assigned).
- Technical Data: Cookies and local storage data required to maintain session stability.
B. Information Collected from Hiring Entities (Account Owners & Account Admins)
- Corporate Identity & Account Data: Name, email address, passwords, Hiring Entity's name, and official registration details (to verify corporate identity). We also track user roles (Account Owner vs. Account Admin) and account linkages across multiple workspaces.
- Proprietary Content: Custom interview questions and test sets uploaded directly by the Account Owner or Account Admin to be recorded and used within their specific account.
- Billing Data (No PCI Storage): For paid accounts, we process necessary transaction data via secure third-party payment gateways. InterviewMix.com does not process, capture, or store full credit card numbers or UPI PINs on our servers. All payment data liability rests entirely with the certified third-party payment processor.
- Candidate Data Uploaded by Hiring Entities: To schedule interviews and generate AI-driven interview sets, Hiring Entities may upload candidate scheduling information (name, phone number, email) and/or candidate resumes.
3. How We Use a Candidate's Information
A. For Candidate Assessment (Mandatory)
Data collected from Candidates is used strictly to facilitate the interview process:
- Proctoring: To verify a Candidate's identity and detect unfair means (cheating) during the assessment.
- Evaluation: To grade a Candidate's code and analyze a Candidate's technical responses using automated tools and Large Language Models (LLMs).
- Transcription: To use automated speech-to-text technology to generate transcripts of a Candidate's spoken answers.
B. For Hiring Entity Services (Mandatory)
Data collected from Account Owners and Account Admins is used to operate our B2B platform:
- Account Management: To securely manage multi-user access, track account ownership, process billing, and verify Hiring Entity registration.
- Test Administration: To securely store proprietary custom question sets and use the provided candidate contact details to send interview invitations.
- AI Resume Processing: To parse and process candidate resumes uploaded by the Hiring Entity. We feed this data into Large Language Models (LLMs) to extract candidate profiles (including but not limited to email, age, experience, skills) and assist Hiring Entities in evaluating the candidate.
C. For Technology Improvement (Optional)
- Model Training (Candidate Consent): If and only if a Candidate checked the separate "Optional Permission" box before the test, we may use strictly anonymized audio segments or text answers (stripped of all personal identifiers) to train and improve our AI models. If a Candidate did not check the optional box, their data is NOT used for training purposes.
- Strict B2B IP Exclusion: To protect our Enterprise clients, no proprietary custom questions, internal codebases, or custom test cases uploaded by a Hiring Entity will ever be used to train InterviewMix.com's general AI models, regardless of Candidate consent. Hiring Entity IP is strictly siloed.
D. For Statistical Benchmarking (Platform Analytics)
- Percentile & Matrix Scoring: We process and permanently retain numerical assessment scores, technical ratings, and code evaluation metrics in a strictly anonymized and aggregated format. This allows us to calculate global performance benchmarks (e.g., placing future candidates in percentiles) and improve our evaluation matrices without associating the historical data with a Candidate's personal identity.
4. AI, Automated Decisions & Human Review
- Global AI Policy & LLM Integration: We integrate Artificial Intelligence, including Large Language Models (LLMs), to process candidate resumes, transcribe interviews, evaluate technical responses, and flag proctoring anomalies. We actively work to identify and minimize biases within our AI systems.
- Automated Employment Decision Tools (AEDT): Our Platform uses AI to generate integrity scores, code evaluations, and candidate summaries. These outputs are provided strictly as recommendations and suggestions to assist the Hiring Entity. InterviewMix.com does not make direct employment decisions. Candidates have the right to request human intervention regarding AEDT-based insights directly from the Hiring Entity.
- Mandatory Human Review: The Hiring Entity is contractually obligated to perform a human evaluation of the text-based transcripts, code submissions, proctoring flags, and AI-generated reports provided to them before making any final rejection or hiring decision. (Note: To protect Candidate privacy, raw video and audio media are never shared with the Hiring Entity).
Disclaimer Regarding AI & Transcription Limitations
InterviewMix.com acts strictly as an automated suggestion engine designed to save time. AI systems, including LLMs and automated speech-to-text infrastructure, are subject to inherent limitations, including occasional inaccuracies, misinterpretations, audio transcription errors, or "hallucinations."
InterviewMix.com assumes no liability for AI-generated discrepancies, inaccurate voice transcripts, false proctoring flags, or bad hiring/rejection decisions made by the Hiring Entity. By using the Platform, both Candidates and Hiring Entities acknowledge that automated outputs and transcripts are not literal, infallible records and must be independently verified by the Hiring Entity prior to making any employment decisions.
5. Infrastructure & Security
To prevent targeted security threats, we employ a strategy of defense-in-depth and do not disclose specific vendor architecture. However, our security standards include:
- Cloud Hosting & Geographic Storage: Data is hosted on Tier-1 Enterprise Cloud Infrastructure with strict logical isolation. To ensure high availability and low latency, Candidate information may be securely transferred to, processed, and stored in secure data centers located outside the Candidate's country of residence. All international data transfers are conducted subject to legally mandated data protection safeguards.
- Ephemeral Processing: Live interview data and temporary state files are processed in logically isolated, in-memory data stores before being permanently written to our databases.
- Data in Transit: All data is encrypted using industry-standard cryptographic protocols.
- Data at Rest: Databases containing scores, personal data, and code are protected via advanced encryption standards.
- Media Assets: Video and audio recordings are secured via strict token-based access control and temporary URL signing, preventing unauthorized direct access.
6. Data Sharing, Liability & Breaches
We do not sell identifiable personal data. Any data that is commercialized is strictly aggregated and permanently anonymized. We share data only with:
The Hiring Entity (Data Fiduciary)
The Hiring Entity receives exclusive access to view a Candidate's reports. They are contractually bound to keep a Candidate's data confidential. InterviewMix.com is NOT liable for any data leaks, unauthorized sharing, or misuse of data that occurs once the Hiring Entity has accessed, viewed, or downloaded the reports.
Infrastructure & AI Partners (Sub-Processors)
We utilize vetted third-party cloud hosting, content delivery networks, and specialized Artificial Intelligence (AI) API providers to process and store data. InterviewMix.com is not liable for data breaches resulting from "Force Majeure" events (e.g., massive cloud outages, global zero-day vulnerabilities, or vendor-level cyber attacks) beyond our reasonable control.
Legal Obligations
We may disclose data if specifically required by law, court order, or government authority for the prevention or investigation of crimes.
Business Transfers (M&A)
If InterviewMix.com is involved in a merger, acquisition, bankruptcy, or sale of all or a portion of its assets, User Information (including Hiring Entity account details and retained Candidate historical data) may be transferred as a business asset to the acquiring entity, subject to the same strict data protection commitments outlined in this Policy.
Data Breach Protocol
In the event of a data breach, we will take immediate action to identify, verify, and contain the breach. We will notify relevant regulatory authorities and impacted Data Fiduciaries (Hiring Entities) within legally mandated timeframes following detection.
7. Data Retention & Lifecycle
Because InterviewMix.com processes a Candidate's assessment data strictly on behalf of the Hiring Entity, the exact retention period for a Candidate's personal information is determined by both our system security limits and the Hiring Entity's internal policies.
A. Automated Deletion of Proctoring Media
To protect Candidate biometric privacy and enforce data minimization, our platform utilizes an unstoppable, automated deletion cycle for all raw proctoring media (webcam video, screen recordings, system audio, and external mic audio).
- Absolute 1-Month Cap: Raw media is permanently and irreversibly destroyed from our servers exactly one (1) month after the assessment date.
- No Exceptions: Because this is a hard-coded security measure, InterviewMix.com cannot pause, delay, or freeze this deletion cycle under any circumstances, including pending disputes.
B. Hiring Entity-Controlled Account Retention
Unlike raw media, text-based answers, code submissions, verbal transcripts, and evaluation ratings are maintained within the Hiring Entity's secure dashboard as part of their official hiring applicant records.
This data is retained until the Hiring Entity explicitly requests its deletion by submitting a formal written request to support@interviewmix.com, OR until the Hiring Entity's account becomes dormant/inactive for a period of three (3) years. To enforce strict data minimization and security, InterviewMix.com operates a hard, automated infrastructure cap. Any account—and all associated Candidate data within it—that remains inactive for 36 consecutive months will be permanently and automatically purged from our active systems without further notice.
C. How to Request Deletion (DPDP Act Rights)
For Candidates: To delete a Candidate's historical answers, transcripts, or scores, the Candidate must submit a formal deletion request directly to the Hiring Entity (the Data Fiduciary).
Because InterviewMix.com operates strictly as a Data Processor, we do not have the legal authority to access, modify, or delete a Hiring Entity's assessment records upon a Candidate's direct request. We cannot and will not process direct deletion requests from Candidates. Any such request sent directly to InterviewMix.com is legally invalid and cannot be actioned by our team. It is the Candidate's sole responsibility to route this request to the appropriate Hiring Entity.
D. System Backups & Disaster Recovery
When personal data is deleted from our active production systems (whether via Hiring Entity request, the 30-day media purge, or the 3-year dormant account purge), that data may temporarily remain in encrypted, offline disaster recovery backups for up to ninety (90) days.
- This backup data is strictly isolated, not accessible for active processing, and is automatically overwritten at the end of the backup lifecycle.
- In the highly unlikely event that a critical system failure requires restoring a database from a backup, InterviewMix.com maintains internal deletion logs to ensure that previously deleted data is identified and re-purged from the restored active environment.
Urgent Notice Regarding Disputes & AI Flags
InterviewMix.com acts strictly as a technical infrastructure and AI recommendation engine. We do not evaluate Candidates or make hiring decisions. Any disputes regarding a Candidate's test results, AI transcriptions, or cheating flags must be directed exclusively to the Hiring Entity.
No Media Sharing: InterviewMix.com never shares a Candidate's raw video or audio recordings with the Hiring Entity. The Hiring Entity receives only text-based transcripts, code submissions, and AI-generated insights. If a dispute arises, it is the Hiring Entity's sole responsibility to resolve it independently.
Waiver of Liability: Because InterviewMix.com does not share raw media with employers, and because it is automatically destroyed after 30 days without exception, InterviewMix.com cannot supply raw video to mediate disputes. Candidates agree that InterviewMix.com is not liable to the Candidate or the Hiring Entity for the loss of this digital evidence once the automated deletion occurs.
8. Cookies & Tracking Technologies
Our Platform utilizes session cookies, local storage, and standard browser tracking. Because our core service is delivering secure, timed, and proctored assessments, all tracking technologies deployed during an assessment are classified as "Strictly Necessary."
- Session Stability & Crash Recovery: We use temporary cookies to track a Candidate's active session state. If a Candidate's machine crashes or a Candidate loses internet connection, these trackers allow the Candidate to log in from a different machine and resume the Candidate's active interview within a strict 5-minute window.
- Fraud Prevention & Refresh Limits: To ensure test integrity, the Platform enforces a strict limit of three (3) browser refreshes during an active assessment. Cookies and local storage are used to enforce this limit.
- No Opt-Out During Testing: Because these trackers are strictly necessary to ensure the integrity of the test and enforce anti-cheating protocols, Candidates cannot opt-out of them while taking an assessment. If a Candidate disables, blocks, or clears these cookies via the Candidate's browser mid-assessment, the Platform will block the Candidate's access, the Candidate's session will be invalidated, and the Candidate will not be able to complete the test.
9. Limitation of Candidate Access Rights
While global data protection laws (including the DPDP Act) generally grant users the right to access their personal data, InterviewMix.com legally restricts Candidates from accessing, viewing, downloading, or requesting copies of their assessment questions, code submissions, transcripts, or AI evaluation scorecards.
This restriction is strictly enforced under the following legal exemptions:
- Protection of Trade Secrets: Releasing test questions or custom code scenarios would violate the intellectual property rights and trade secrets of the Hiring Entity.
- Prevention of Fraud: Allowing Candidates to review the AI's exact evaluation metrics or proctoring triggers would allow malicious actors to reverse-engineer our anti-cheating algorithms, compromising the security of the Platform for all future users.
10. Age Limitations & Minors
InterviewMix.com is a B2B enterprise platform designed for employment and professional assessment. We do not market to or knowingly collect data directly from children under the age of 18 without authorization.
Hiring Entity Responsibility (Internships & Apprenticeships): If a Hiring Entity uses our Platform to assess candidates under the age of 18 (e.g., for internships or university placements), it is the strict legal responsibility of the Hiring Entity (the Data Fiduciary) to obtain verifiable parental or guardian consent prior to scheduling the assessment, as required by applicable law (such as the DPDP Act or GDPR).
If we are notified that a minor's data was uploaded by a Hiring Entity without the required legal consent, we will purge the data and notify the Hiring Entity of the compliance breach.
11. Policy Updates & Corporate Agreements
We may update this Privacy Policy from time to time to reflect changes in global data regulations, AI laws, or our technology architecture.
- For Candidates: The handling of a Candidate's personal assessment data is governed by the Privacy Policy that was active on the exact date and time the Candidate submitted their assessment.
- For Hiring Entities: Continued use of the Platform as an Account Owner or Account Admin after an update constitutes acceptance of the revised policy.
Mandatory B2B Agreements (TOS & DPA)
InterviewMix.com is a commercial B2B platform. By registering for a Hiring Entity Account (whether free or paid) and confirming via digital acceptance (e.g., an email confirmation or checking a consent box during sign-up), the Hiring Entity legally binds their organization to our standard Terms of Service (TOS) and standard Data Processing Agreement (DPA).
Strict Prohibition: If a Hiring Entity's internal compliance policies do not permit the digital acceptance of standard clickwrap agreements, the Hiring Entity's Account Owner / Account Admin must not create an account or upload Candidate data on InterviewMix.com.
12. Withdrawal Rights & Grievance Redressal
A. Withdrawal & Partial Data (Rage-Quit Policy)
A Candidate may stop the assessment at any time by closing their browser tab, which immediately halts any future data collection. However, please note that our Platform continuously streams and saves data during the assessment. Any video, audio, or text data recorded prior to the Candidate closing the browser will be retained and submitted to the Hiring Entity. For post-test deletion of this partial data, the Candidate must contact the Hiring Entity directly.
B. Grievance Officer (India)
In accordance with the Digital Personal Data Protection (DPDP) Act, 2023, and the Information Technology Rules, 2021, the contact details of our Grievance Officer are:
- Name: Ram Sharma
- Email: grievances@InterviewMix.com
- Address: Bengaluru, Karnataka, India
- Acknowledgment: We acknowledge receipt of all legal and privacy grievances within 24 hours.
- Disposal: We aim to address and dispose of valid concerns within 15 days.
- Note: As stated in Section 7, the Grievance Officer cannot resolve disputes regarding AI cheating flags, test scores, or hiring decisions. These must be directed to the Hiring Entity.
13. Dispute Resolution & Arbitration
Any dispute, claim, or controversy arising out of or relating to this Privacy Policy (including data breaches, DPDP Act compliance, or unauthorized access) that is not amicably resolved within 21 days of written notice shall be referred to and finally resolved by arbitration under the Arbitration and Conciliation Act, 1996.
- Appointment & Deadlock: The arbitration shall be conducted by a Sole Arbitrator mutually appointed by both parties. If the parties fail to reach a mutual agreement on the appointment within thirty (30) days from the date the arbitration notice is received, the arbitrator shall be appointed in accordance with the provisions of the Act.
- Mandatory Fast-Track Procedure: To resolve privacy disputes efficiently, the parties explicitly agree to utilize the Fast Track Procedure (Section 29B of the Act). The arbitration shall be conducted entirely based on written pleadings, documents, and email submissions, without physical oral hearings.
- Venue & Language: The seat and venue of the arbitration shall be exclusively in Bengaluru, Karnataka, India. The proceedings shall be in English.
14. Jurisdiction & Severability
- Governing Law: This Policy is governed by the laws of India. Subject to the Arbitration clause above, any disputes regarding data privacy or liability shall be subject to the exclusive jurisdiction of the courts in Bengaluru, Karnataka, India.
- Severability: If any provision of this Privacy Policy is held to be invalid or unenforceable by a court of competent jurisdiction, the remaining provisions shall remain in full force and effect.