Porch Employee and Recruiting Privacy Policy
Last Updated: August 31, 2026
This Porch Employee and Recruiting Privacy Policy (the “Privacy Policy”) describes the privacy and security practices of Porch.com, Inc., its subsidiaries, and its affiliates (“Porch,” “we,” or “us”) when collecting, using, disclosing, retaining, or otherwise processing personal information in connection with recruiting, employment, and other workforce activities. This Privacy Policy applies to all candidates for roles at Porch, regardless of residence, and to California residents who are current or former employees, owners, directors, officers, or independent contractors of Porch (collectively, “you”). This Privacy Policy also describes privacy practices and rights under the California Consumer Privacy Act of 2018, as amended (the “CCPA”).
“Personal information” means all information that relates to an identified or identifiable individual, including your name, address, email address, educational and employment background, resume and job qualifications.
We may update this Privacy Policy from time to time to reflect changes in legal requirements or our business practices. The current version of the Privacy Policy can be found at https://porchgroup.com/employment-privacy. If we make a material change to this Privacy Policy, we will provide any notice required by applicable law and may provide additional notice by email, written correspondence, or through our recruiting or employment systems. For information about personal information processed through your general use of the Porch websites, including cookies and similar technologies, please see the Porch Privacy Policy.
SCOPE OF THE PRIVACY POLICY
This Privacy Policy applies to the individuals described above and to Porch’s processing of personal information in connection with recruiting, employment, and other workforce activities, whether conducted offline or online, including through third-party websites and service providers.
WHO IS RESPONSIBLE FOR PROCESSING YOUR PERSONAL INFORMATION
Porch.com, Inc. and, where applicable, the Porch subsidiary or affiliate that recruits, employs, or engages you are responsible for processing your personal information as described in this Privacy Policy.
CATEGORIES OF PERSONAL INFORMATION WE PROCESS
Depending on your relationship with Porch, we may process the following categories of personal information for our recruitment and employment activities as further described herein:
Identifiers and contact information, such as your name, address, email address, telephone number, and online account information;
Education information, including schools attended, degrees, transcripts, certifications, and diplomas;
Professional and employment-related information, including your resume, employment history, professional qualifications, references, and information provided during interviews;
Application and recruiting information, including positions in which you have expressed interest, job preferences, work eligibility, interview information, and application status;
Compensation information, including salary history or expectations, where permitted by applicable law;
Background-screening information, including information used to verify your educational, professional, and other relevant background;
Assessment information concerning your competencies, abilities, personality, and suitability for a position;
Assessments, rankings, recommendations, and other inferences generated from application information for recruiting purposes; and
Sensitive personal information, as described below.
WHERE WE SOURCE YOUR PERSONAL INFORMATION
We collect personal information directly from you when you create an account in our recruiting or employment systems, submit an application, participate in a recruiting event, complete an assessment, participate in an interview, or provide information during an onboarding process.
We may also receive personal information about you from references, current or former employers, recruiters and recruiting firms, professional networking sites, publicly available sources, and providers of assessments or online interviews. In connection with a potential acquisition, we may receive workforce-related personal information from the target company or its representatives.
We may also generate information through our recruiting and employment activities, including interview notes, assessments, rankings, recommendations, and other inferences.
WHY AND HOW WE USE YOUR PERSONAL INFORMATION
We process personal information to connect candidates with appropriate opportunities at Porch and evaluate their qualifications for available positions. We may maintain this information in our recruiting databases to manage candidate selection and hiring. If you are selected for a position, we will also use your information to facilitate hiring and onboarding. Before extending an offer, Porch may require you to complete a background check in accordance with Porch policies and applicable law.
We use personal information for recruiting, employment, and other workforce-related purposes, including:
Communicating with you and responding to applications, questions, and requests;
Identifying and evaluating candidates, administering interviews and assessments, checking references, conducting background screening, and making hiring decisions;
Maintaining recruiting databases and managing candidate selection, hiring, and onboarding;
Administering compensation, payroll, benefits, leave, and incentive programs;
Managing performance, conduct, attendance, workplace concerns, complaints, investigations, accommodations, and other human resources processes;
Evaluating employees and other internal candidates for new roles, promotions, transfers, or other workforce decisions;
Monitoring equal employment opportunity and workforce diversity, subject to applicable law;
Operating, securing, maintaining, and improving our recruiting, employment, and information technology systems;
Protecting Porch personnel, information, systems, and property; and
Complying with legal obligations and establishing, exercising, or defending legal claims.
AI-Assisted Recruiting. We may use artificial intelligence (“AI”) tools to assist with reviewing, organizing, and prioritizing applications based on job-related qualifications and criteria. These tools may process information contained in your application and resume and generate a preliminary assessment or ranking to assist our recruiting personnel. AI tools provide supplemental information to Porch personnel, who make all decisions regarding candidate advancement, interviews, rejection, and hiring. Porch will not use AI-assisted review where prohibited by applicable law.
WORKPLACE MONITORING
Where permitted by applicable law, Porch may monitor the use of Porch equipment, devices, networks, accounts, applications, software, systems, and other resources. This monitoring may result in the collection of personal information. Porch may use this information for security, system administration, legal and policy compliance, investigations, workplace safety, and protection of Porch personnel, information, and property. Porch will provide notice or obtain consent where required by applicable law.
HOW WE MAY SHARE YOUR PERSONAL INFORMATION
Porch personnel may access personal information only when reasonably necessary to perform their responsibilities and for the purposes described in this Privacy Policy. Personnel with access are subject to appropriate confidentiality and data protection obligations.
We may disclose personal information to:
Porch subsidiaries and affiliates for recruiting, employment, workforce administration, legal, compliance, and other internal business purposes;
Service providers that perform functions on Porch’s behalf, including recruiting platform providers, artificial intelligence providers, assessment and interview providers, background-screening providers, information technology and hosting providers, auditors, consultants, and other professional advisers;
Parties involved in evaluating or completing a merger, acquisition, financing, reorganization, bankruptcy, sale, or other transfer involving all or part of Porch’s business or assets; and
Government authorities, courts, law enforcement, regulators, or other parties when required by law or when reasonably necessary to protect the rights, safety, property, or security of Porch or others, investigate suspected fraud or unlawful activity, or establish, exercise, or defend legal claims.
Where required, we enter into agreements with service providers that restrict their use of personal information and require appropriate confidentiality, security, and data protection measures.
YOUR CHOICES
Depending on applicable law, you may have the right to access, obtain a copy of, correct, or delete your personal information and to exercise other rights relating to its processing. Porch will not discriminate or retaliate against you for exercising a legally available privacy right.
You may submit a privacy rights request by:
Calling (855) 976-3138; or
Visiting porch.com/about/privacy/datarequest.
Candidates with questions may contact candidateprivacy@porch.com. Employees and other workforce members may contact legal@porch.com.
Where AI-assisted review is offered, you may decline its use. If you decline, your application will be processed through our standard recruiting review process without AI assistance. Your choice will not result in any penalty or disadvantage.
We may need to verify your identity before completing a request. Privacy rights are subject to applicable exceptions, including where Porch must retain information to comply with legal obligations or establish, exercise, or defend legal claims. If we cannot fulfill your request, we will provide an explanation where required by applicable law.
HOW LONG WE RETAIN PERSONAL INFORMATION
Porch retains personal information for as long as reasonably necessary to fulfill the purposes described in this Privacy Policy, comply with legal obligations, resolve disputes, enforce agreements and policies, and establish, exercise, or defend legal claims.
We generally retain candidate information, including applications, resumes, interview records, assessment results, and AI-generated rankings or recommendations, for up to two (2) years after the application date. We may retain this information longer where required or permitted by applicable law or in connection with an ongoing matter.
We retain employee and other workforce-related information during the individual’s employment or engagement and afterward as reasonably necessary for legitimate business and legal purposes, consistent with Porch’s records retention practices.
When personal information is no longer needed, Porch may delete, de-identify, or aggregate it in accordance with applicable law and its records retention practices.
HOW YOUR PERSONAL INFORMATION IS SECURED
Porch maintains reasonable administrative, technical, and physical safeguards designed to protect personal information against loss, misuse, unauthorized access, disclosure, alteration, or destruction. Access is limited to personnel and service providers who need the information for authorized purposes and are subject to appropriate confidentiality and security obligations. No security measure can eliminate all risk.
SENSITIVE PERSONAL INFORMATION
Under the CCPA, sensitive personal information includes certain government identifiers; account credentials; financial account information combined with credentials permitting access; precise geolocation; racial or ethnic origin; citizenship or immigration status; religious or philosophical beliefs; union membership; genetic and neural data; the contents of communications when Porch is not the intended recipient; biometric information used for identification; and personal information collected and analyzed concerning health, sex life, or sexual orientation.
Porch may process sensitive personal information when reasonably necessary for recruiting, background screening, work-authorization verification, employment administration, payroll and benefits, workplace accommodations, legal compliance, security, and other purposes described in this Privacy Policy.
Porch may invite candidates and workforce members to voluntarily provide demographic or protected-class information, such as age, race, ethnicity, gender identity, pronouns, disability status, veteran status, or sexual orientation, for equal employment opportunity, reporting, and workforce diversity purposes. Providing this information is voluntary unless otherwise required by law. Information collected for these purposes is not used to determine eligibility for employment or to make hiring or other employment decisions.
YOUR RESPONSIBILITIES
Please provide accurate and current information and update it when appropriate. If you provide personal information about another individual, such as a reference, you should inform that individual that Porch may contact them and process their information as described in this Privacy Policy.
This Privacy Policy describes Porch’s privacy practices and does not create an employment contract or guarantee employment.
SMS COMMUNICATIONS
If you opt in, Porch may send you text messages concerning your job application, interview scheduling, recruiting updates, and the hiring process. Consent to receive text messages is optional and is not a condition of applying for or obtaining employment with Porch.
When you participate in the SMS program, Porch and its messaging service providers may collect your mobile telephone number, message content, timestamps, delivery information, and records of your consent and messaging preferences. We use this information to send and administer recruiting communications, respond to inquiries, maintain consent and opt-out records, and operate and improve the messaging service.
We may share this information with service providers that support our recruiting and messaging activities and as otherwise described in this Privacy Policy. Porch does not sell telephone numbers collected through the recruiting SMS program or share them with third parties for their own marketing purposes. We secure and retain SMS-related information as described elsewhere in this Privacy Policy.
Message frequency varies based on your application and stage in the recruiting process. Message and data rates may apply.
You may opt out at any time by replying STOP, contacting candidateprivacy@porch.com, or otherwise clearly communicating that you no longer wish to receive text messages. Porch may send one final message confirming your opt-out. You may reply HELP for assistance.
Opting out of text messages will not affect your candidacy. Porch may continue to contact you through other methods concerning your application.
CONTACT INFORMATION
If you have any questions about this Privacy Policy, please contact legal@porch.com.
Written inquiries may be addressed to:
Porch.com, Inc.
Attn: Human Resources
411 1st Ave. S., Ste. 501
Seattle, WA 98104