Recruitment Policy

1. Introduction

Truvixx Technologies Private Limited ("Truvixx," "we," "us," or "our") is committed to attracting, hiring, and retaining talented individuals through a fair, transparent, and legally compliant recruitment process. This Recruitment Policy sets out the standards we uphold when sourcing candidates, how we handle your personal data during the hiring process, and your rights as a job applicant.

This policy applies to all recruitment activities conducted by Truvixx directly, including applications made through our careers page, job boards, recruitment agencies, employee referrals, and direct approaches by our talent team.

2. Our Hiring Principles

Every recruitment decision at Truvixx is guided by the following principles:

• Merit-first: All hiring decisions are based on skills, experience, demonstrated ability, and cultural fit — never on irrelevant personal characteristics.
• Transparency: We clearly communicate the role, responsibilities, compensation range, interview process, and expected timelines to every candidate.
• Respect: Every applicant — successful or not — is treated with professionalism and courtesy throughout the process.
• Speed with rigour: We aim to complete hiring decisions within 2–3 weeks of the first interview, without sacrificing the quality of our evaluation.
• Consent-based data handling: We collect only the personal data we need, with your explicit consent, and we handle it with the same care we expect of our enterprise clients.
• Feedback culture: We provide meaningful feedback to candidates who complete our interview process, because your time is valuable.

3. Equal Opportunity & Non-Discrimination

3.1 Our Commitment

Truvixx is an equal opportunity employer. We are committed to creating a diverse and inclusive workplace and ensuring that all employment decisions — including recruitment, selection, promotion, training, and compensation — are free from unlawful discrimination.

We do not discriminate on the basis of caste, religion, gender, age, disability, marital status, pregnancy, sexual orientation, race, nationality, political affiliation, or any other characteristic protected under applicable Indian law, including the Equal Remuneration Act, 1976, the Persons with Disabilities Act, 1995, and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

3.2 Accessibility

We are committed to making our recruitment process accessible to candidates with disabilities. If you require any reasonable adjustment to participate in our interview process — whether that is an accessible interview format, additional time, or an alternative assessment method — please notify us at careers@truvixx.com and we will accommodate your request.

3.3 Diversity & Inclusion

We actively seek to build a team that reflects the diversity of India and of the clients and data subjects we serve. We encourage applications from candidates of all backgrounds, including those from underrepresented communities in the technology sector.

4. Recruitment Process

Our standard hiring process consists of the following stages. Specific roles may vary:

1. Application: Submit your CV and covering note via our careers page or a job board. Acknowledge the data consent notice before submitting.
2. Screening: Our talent team reviews applications within 5 business days and reaches out to shortlisted candidates by email.
3. Introductory call (30 min): A video call with our talent team to discuss the role, your background, and mutual expectations.
4. Technical or skills assessment: A structured task or case study relevant to the role. We do not use timed assessments that disadvantage candidates with accessibility needs — alternatives are available.
5. Panel interview: A structured interview with two or more team members, including the hiring manager. Interviews use consistent question sets to ensure fair comparison across candidates.
6. Final round (optional): For senior roles, a conversation with a co-founder or department head.
7. Offer: Written offer letter including compensation, benefits, start date, and pre-employment conditions. Offers are conditional on a satisfactory background check.
8. Pre-employment background check: Conducted with your explicit written consent (see Section 9).

5. Applicant Data We Collect

During the recruitment process, we may collect the following categories of personal data:

5.1 Data You Provide

• Name, email address, phone number, and location.
• CV / résumé, covering letter, portfolio, or work samples.
• LinkedIn profile URL or links to professional online presence (if provided).
• Educational qualifications and professional certifications.
• Employment history, including current and previous employers, roles, and tenure.
• Salary expectations and notice period.
• Disability disclosure and accessibility requirements (voluntary; used only to provide adjustments).
• Right-to-work documentation (at offer stage).

5.2 Data Generated During the Process

• Interview notes and assessments made by our interviewers.
• Skills assessment results and scoring.
• Communications between you and our talent team (emails, messages).
• Video interview recordings (only where you have been explicitly notified and consented).

5.3 Data From Third Parties

• References provided by referees you nominate (at offer stage only).
• Background verification results (at offer stage, with your written consent — see Section 9).
• Information from employee referrals submitted internally (limited to name, contact, and role recommendation).

6. How We Use Applicant Data

• Evaluating your application and assessing your suitability for the role you applied for.
• Communicating with you throughout the recruitment process — scheduling interviews, sharing updates, and delivering the outcome.
• Maintaining a talent pool for future roles, if you have consented to this when applying. We will not retain your data in our talent pool without explicit consent.
• Onboarding if you receive and accept an offer, your recruitment data is transferred to your employee record.
• Diversity monitoring using fully anonymised and aggregated data to track the diversity of our applicant pool and identify structural barriers in our hiring funnel.
• Legal compliance, including responding to disputes, regulatory enquiries, or legal proceedings relating to recruitment decisions.

We do not use applicant data for any purpose unrelated to the recruitment process, including marketing, product development, or commercial profiling.

7. Data Retention

After the applicable retention period, all personal data is securely and permanently deleted or irreversibly anonymised. You may request earlier deletion of your data by contacting careers@truvixx.com, subject to legal hold obligations.

8. Third-Party Recruitment Partners

8.1 Recruitment Agencies

We occasionally partner with vetted recruitment agencies to source candidates for specialist or senior roles. Agencies are permitted to submit candidate profiles to us only where the candidate has been informed and has consented to their data being shared with Truvixx. All agency partners are bound by data processing agreements aligned with DPDP Act 2023 obligations.

8.2 Job Boards and Platforms

We post open roles on platforms including LinkedIn, Naukri, Instahyre, and our careers page. If you apply via a third-party platform, that platform's privacy policy governs the collection of your data on their side; Truvixx's policy governs our handling from the point we receive your application.

8.3 Assessment Tools

For certain technical roles, we may use third-party skills assessment platforms. Where this applies, you will be informed before the assessment and provided with the relevant platform's privacy notice.

9. Background Checks on Candidates

As a background verification company, we believe in practising what we preach. All candidates who receive a conditional offer of employment are subject to a pre-employment background check conducted through our own Truvixx platform. This is a condition of employment for all roles.

9.1 What We Check

The standard pre-employment check for all Truvixx employees includes:

• Identity verification (Aadhaar and PAN).
• Employment history verification for the past 5 years.
• Education certificate authentication for the highest qualification claimed.
• Criminal record check across court databases and regulatory blacklists.
• Address verification.

For roles involving access to sensitive personal data, financial systems, or client accounts, additional checks (including a 10-year criminal history search and credit-related compliance checks) may be required. You will be informed of any additional checks at the time of offer.

9.2 Consent

We will obtain your explicit written consent before initiating any pre-employment background check. The consent form will clearly describe what will be checked, which databases will be queried, and how the results will be used. You have the right to withdraw consent, but doing so will result in the conditional offer being rescinded, as background verification is a mandatory condition of employment at Truvixx.

9.3 Adverse Results

If a background check returns a "FLAG" or "REVIEW" result, we will share the specific finding with you before making any employment decision based on it. You will have a reasonable opportunity — a minimum of 5 business days — to provide context, evidence, or a dispute. No adverse employment decision will be made without considering your response. The final decision rests with our People team in consultation with legal counsel where necessary.

10. Your Rights as an Applicant

Under the DPDP Act 2023 and applicable law, you have the following rights in relation to your applicant data:

• Right to access: Request a summary of the personal data we hold about you and why.
• Right to correction: Ask us to correct inaccurate or incomplete data in your application file.
• Right to erasure: Request deletion of your data. Note this cannot apply where we have a legal obligation to retain it.
• Right to withdraw consent: Where processing is consent-based (e.g., talent pool inclusion), you may withdraw consent at any time by emailing us.
• Right to know the outcome: You have the right to know the outcome of your application and, for candidates who completed at least one interview, to request structured feedback.
• Right to dispute a BGV result: If you disagree with a pre-employment background check finding, you may submit supporting evidence for re-review.

To exercise any of these rights, contact careers@truvixx.com. We will respond within 10 business days.

11. Recruitment Fraud Warning

Please be aware of the following:

• Truvixx never charges candidates a fee at any stage of the recruitment process.
• Truvixx never requests payment of any kind — including application fees, training fees, equipment deposits, or background check fees — from candidates.
• Legitimate Truvixx communications will come from email addresses ending in @truvixx.com only.
• All open roles at Truvixx are listed exclusively on our official careers page and our verified profiles on LinkedIn and Naukri.
• Truvixx will never make an offer of employment without conducting interviews, and will never send an offer letter via WhatsApp or personal email.

If you receive a suspicious communication claiming to be from Truvixx, please report it to security@truvixx.com immediately.

12. Contact HR

For all recruitment-related enquiries, data rights requests, accessibility accommodations, or fraud reports, please reach out to our People team: