Porch Employee and Recruiting Privacy Policy

Updated December 9, 2022

This Porch Employee and Recruiting Privacy Policy (“Employee and Recruiting Privacy Policy”) describes the privacy and security practices Porch.com, Inc., its subsidiaries, and its affiliates (“Porch”, “we” or “us”) utilize when collecting, handling, and using (“processing”) personal information about candidates for roles at Porch and current employees at Porch (“you”) in connection with our recruitment and employment activities, and privacy practices as required by the California Consumer Privacy Act of 2018, as amended by the California Privacy Rights Act of 2020. This notice applies to all candidates and California resident employees, owners, directors, officers, or contractors of Porch. It also explains choices you may have in relation to these processing activities.

Personal information means all information that relates to an identified individual or to an identifiable individual. For example, your name, address, email address, educational and employment background, resume and job qualifications.

The Employee and Recruiting Privacy Policy may change from time to time to comply with legal requirements or to meet our evolving business needs. The most current version of the Employee and Recruiting Privacy Policy can be found at www.porchgroup.com/careers. In case there is an important change that we want to highlight to you, we may also inform you in another appropriate way (including, but not limited to, email, written correspondence, or message service).

SCOPE OF THE PRIVACY POLICY

This Employee and Recruiting Privacy Policy applies to Porch’s processing of personal information of candidates and current employees at Porch in connection with our recruitment and employment activities generally, conducted both offline and online via third party websites and service providers. For additional information about our processing activities in connection with your general use of the Porch websites and our use of cookies and similar technologies that is outside the scope of this Employee and Recruiting Privacy Policy, please see our Porch Privacy Policy.

WHO IS RESPONSIBLE FOR PROCESSING YOUR PERSONAL INFORMATION

Porch and its affiliated entities are responsible for the processing of your personal information as described in this Employee and Recruiting Privacy Policy.

CATEGORIES OF PERSONAL INFORMATION WE PROCESS

We process personal information that you provide directly to us, such as when you register as an employee in the Porch processing system, submit a job application on our sites or in connection with a recruiting event, or when we conduct a remote or in-person interview. We may also receive personal information about you from other sources, such as from references, in connection with background or employment checks, target companies where Porch conducts due diligence related to a potential acquisition of your employer, and from third party sources like professional headhunters or recruiting firms, data brokers or if allowed by applicable law other sources such as our sites. Sites include, without limitation, social sites where you have created a public page or profile or otherwise given permission so that recruiters can access your information on these sites. They also can include vendor sites where Porch has invited you to participate in assessments, evaluations or online interviews. Porch may process the following categories of personal information for our recruitment and employment activities as further described herein: (i) name and contact details; (ii) educational background; (iii) employment background; (iv) job qualifications and work eligibility; (v) jobs in which you have expressed an interest or for which you would like to submit an application; (vi) resume or transcripts, and any supporting documentation attached to your resume such as copies of certificates and diplomas; (vii) employment references; (viii) compensation details, such as salary information; (ix) background check information, such as a verification of your educational and professional background, and other relevant information subject to Porch policies and applicable laws; (x) information about your personality, competency, ability and suitability for a position; and (xi) certain types of sensitive personal information as described below.

WHERE WE SOURCE YOUR PERSONAL INFORMATION

We process personal information you provide directly to us in connection with the below purposes, such as when you register with our recruiting platform or for a recruiting event, submit a job application or interview with us, or during the onboarding process. We also receive personal information from other sources, such as during reference, background, or employment checks, and from third party recruitment sources and assessment sites.

We reserve the right to monitor employees’ use of our equipment, devices, computers, network, applications, software, and similar assets and resources for the safety and protection of employees and intellectual property. In the event such monitoring occurs, it may result in the collection of personal data about you. If required by applicable law, we will notify you of such monitoring and obtain your consent.

WHY AND HOW WE USE YOUR PERSONAL INFORMATION

We process information about you to connect the right candidate with the right job at Porch and evaluate whether you are the right applicant for a position. In turn, we may include information about you in our recruitment databases to manage Porch’s candidate selection and recruiting processes. If you are selected for a position at Porch, information about you will also be used to facilitate the hiring process. Please be aware that, prior to hiring you and in order for Porch to be able to extend an offer to you, you may be requested to complete a background check in accordance with Porch policies and local law.

We use personal information for the following purposes: to communicate with you and respond to your requests or application; for recruitment, evaluation, background screening and hiring purposes; to analyze, develop and improve our processing system, our recruiting activities and Porch products and services; to provide and administer remuneration, salary, benefits, and incentive schemes and providing relevant information to payroll and to enable your use of the Porch processing system; to conduct surveys for benchmarking and identifying improved ways of working employee relations and engagement at work (these will often be anonymous but may include profiling data such as age to support analysis of results); to manage conduct, performance, capability, absence, and grievance related reviews, allegations, complaints, investigations, and processes and other informal and formal HR processes and make related management decisions; to process information about absence or medical information regarding physical or mental health or condition in order to assess eligibility for incapacity or permanent disability related remuneration or benefits, determine fitness for work, facilitate a return to work, make adjustments or reasonable accommodations to duties or the workplace and make management decisions regarding employment or engagement or continued employment or engagement or redeployment and conduct related management processes; to monitor programs to ensure equality of opportunity and diversity with regard to personal characteristics protected under local anti-discrimination laws; to maintain the security of our processing system and our sites, systems and networks; to comply with applicable laws and regulations and to operate our business; to make internal human resource decisions; to evaluate internal candidates for positional hires; and other purposes permitted by applicable privacy and data protection legislation including where applicable, our legitimate interests where this is not overridden by the interests or fundamental rights and freedoms of employees.

HOW WE MAY SHARE YOUR PERSONAL INFORMATION

Porch employees are authorized to access personal information only to the extent necessary to serve the applicable purpose(s) and to perform their jobs and are bound by appropriate confidentiality agreements.

Where necessary, we share personal information with third parties as described below:

  • Third-party service providers (for example, website management, information technology and related infrastructure provision, background or employment check service providers, auditing, and other similar services) in order for those service providers to perform business functions on behalf of Porch.

  • Relevant third parties in the event of a reorganization, merger, sale, joint venture, assignment, transfer or other disposition of all or any portion of our business, assets or stock (including in connection with any bankruptcy or similar proceedings).

  • As required by law, such as to comply with a subpoena or other legal process, when we believe in good faith that disclosure is necessary to protect our rights, protect your safety or the safety of others, investigate fraud, or respond to government requests, including public and government authorities outside your country of residence, for national security and/or law enforcement purposes.

When third parties are given access to your personal information, we require them to abide by contractual, technical and organizational measures designed to ensure that your personal information is processed only to the extent that such processing is necessary, consistent with this Employee and Recruiting Privacy Policy, and in accordance with applicable law.

YOUR CHOICES

Depending on your state of residence, you may have certain choices and rights in relation to our use of information about you, such as the right to access, correct and update, erase or delete, and obtain a copy of your personal information. Candidates may exercise these choices in accordance with applicable laws by contacting us at candidateprivacy@porch.com. Employees may exercise these choices in accordance with applicable laws by contacting us at legal@porch.com. We reserve the right not to grant access to personal data that we hold about you if access is not required by applicable law. There are also instances where applicable law or regulatory requirements allow or require us to refuse to provide some or all of the personal data that we hold about you. In addition, the personal data may have been destroyed, erased or made anonymous. In the event that we cannot provide you with access to your personal data, we will inform you of the reasons why, subject to any legal or regulatory restrictions.

HOW LONG WE RETAIN PERSONAL INFORMATION

Porch maintains your personal information for the following retention periods:

If you, or a recruiter on your behalf, create an account in our recruiting database for purposes of applying for a job at Porch, Porch will retain your personal information related to your application for a position (such as your curriculum vitae/resume or the position to which you applied, assessment results) for up to two (2) years from the date you applied.

For Porch employees, Porch maintains your personal information as long as required by applicable law. You may request that we delete the personal data about you that we hold, provided that we reserve the right not to grant such request if we are not required to delete personal data under applicable law. There are instances where applicable law or regulatory requirements allow or require us to refuse to delete this personal data. In the event that we cannot delete your personal data, we will inform you of the reasons why, subject to any legal or regulatory restrictions.

To the extent permitted or required by law, or as requested by you, Porch may delete your personal information at any time. As a result, you should retain your own copy of any information you submit to us. In some cases, in order to comply with applicable law or a legal obligation, Porch may deny your request to delete personal information and may retain your personal information for longer than five (5) years.

HOW YOUR PERSONAL INFORMATION IS SECURED

Porch has implemented appropriate technical, physical, and organizational measures designed to protect your personal information against accidental or unlawful destruction or accidental loss, damage, alteration, unauthorized disclosure or access as well as all other forms of unlawful processing (including, but not limited to, unnecessary collection) or further processing.

SENSITIVE PERSONAL INFORMATION

According to California law,  “sensitive personal information” is personal information that reveals (a) your Social Security or other state identification number; (b) your account log-in, financial account, debit card, or credit card number in combination with any required security or access code, password, or credentials allowing access to an account; (c) your geolocation; (d) your racial or ethnic origin, religious or philosophical beliefs, or union membership; (e) the contents of your mail, email, or text messages, unless we are the intended recipient of the communication; and (f) your genetic data. In addition, “sensitive personal information” includes processing of biometric information for purposes of identifying you; personal information collected and analyzed concerning your health, and personal information collected and analyzed concerning your sex life or sexual orientation.

Porch not only respects but celebrates diversity and inclusion in its workforce. As part of Porch’s efforts to create and foster a diverse and inclusive workforce and/or to monitor equal opportunity, Porch may request and process sensitive personal information related to age. You may also voluntarily disclose sensitive personal information including gender identity, preferred pronouns, sexual orientation, language, abilities/disabilities, veteran status, race, ethnicity, or other defining characteristics with Porch during the recruiting process for the purposes set out in WHY AND HOW DO WE USE YOUR PERSONAL INFORMATION above.  If not expressly required by the job listing, Porch does not otherwise require applicants or candidates to disclose this information in connection with a job application or as part of our recruiting efforts. However, if you elect to share such information with Porch, it will not be used in the hiring or selection process or to determine eligibility for any role.

YOUR RESPONSIBILITIES

You are responsible for the personal information that you provide or make available to Porch, and you must ensure it is truthful, accurate, and up-to-date in all respects. You must ensure that the information provided does not contain material that is obscene, defamatory, or infringing on any rights of any third party; does not contain malicious code; and is not otherwise legally actionable. Further, if you provide any personal information concerning any other person, such as individuals you provide as references, you are responsible for providing any notices and obtaining any consents necessary for Porch to collect and use that information as described in this Privacy Policy. If you provide misleading, inaccurate, or incomplete information or create multiple or redundant accounts in our processing system, Porch may determine you are ineligible for employment and/or ban you from using our system. You understand that this Privacy Policy does not form part of any employment contract you may be offered in connection with your employment at Porch.

Written inquiries may be addressed to:

Porch.com, Inc.
Human Resources
411 1st Ave. S., Ste. 501
Seattle, WA 98104