Privacy notice

Overview

• This notice describes how Internhuddle, a DealARR company, handles personal data across our website, employer workspaces, candidate accounts, internship portals, university sharing and public internship records. It addresses our Singapore service context; applicable obligations depend on the particular organisation and processing, not just a person's nationality.
• Read this notice alongside the employer's application notice and any applicable customer agreement. A privacy notice does not itself establish consent, a lawful basis, a data-processing agreement or that an automated hiring decision is permitted.

Responsibilities for your data

• The employer running an internship decides what it asks applicants for, how it assesses applications, whom it selects and how it manages the programme. Internhuddle processes employer-workspace information to provide the service on the employer's behalf. Under Singapore PDPA, this may involve a data-intermediary relationship; under other applicable laws, controller and processor roles depend on the purpose and arrangements.
• Internhuddle also handles information for platform-level purposes, such as candidate accounts, the optional talent pool, account security, billing, support and website analytics. These purposes are separate from an employer's use of an application. Employers, universities and people receiving shared records are responsible for their own subsequent use.

What we collect

• Account and contact details for employers, mentors, interns, candidates and university staff, including names, email addresses, sign-in credentials and preferences.
• Applications and reusable candidate profiles: education, experience, location, internship preferences, availability, written answers, uploaded resumes and recorded intro videos. An application form may also offer optional demographic or accessibility questions.
• Derived screening information, including rule matches, role-fit scores, video communication scores, audio transcripts, model summaries and assessment notes. These can contain personal data even when they are generated rather than entered by you.
• Programme and sharing information, including offers, contracts, signatures, mentor feedback, journal entries, skills, endorsements, reports, certificates, placements and the permissions or recipients you select.
• Operational information such as session cookies, security and audit records, messages, notification preferences, support requests, billing transactions and website usage events.

How we use it

• To receive applications, evaluate role fit and communication, apply employer screening rules, manage offers and contracts, allocate mentors, collect feedback and produce reports, certificates and internship records.
• To provide candidate accounts, reusable profiles, application tracking and optional employer discovery through the talent pool; to support university placement sharing and public records you choose to share.
• To authenticate accounts, operate and secure the service, provide support and notifications, administer billing, understand website use and handle legal or privacy requests. We do not sell personal data.
• The employer and Internhuddle must establish the permissions or other grounds required for their respective purposes. Optional sharing choices can be withdrawn using the relevant controls; withdrawal does not necessarily remove an application already received by an employer or information retained on another applicable ground.

Automated screening and its effects

• The employer receives your application and intro video. AI services may analyse your written answers and video audio for role fit and communication. Employer rules and screening thresholds can automatically reject or shortlist an application; a human review is not guaranteed before that happens. Scores can be wrong or incomplete.
• Rule-based screening can compare application details such as location, internship area, office, job opening and dates against criteria configured by the employer. AI role-fit assessment uses application evidence, while video analysis scores communication separately. A matching rule may reject an application before AI scoring; qualifying AI and communication scores may shortlist it and queue an offer. Low AI scores may cause rejection when the employer enables that option.
• These outcomes can affect whether an application progresses. The employer controls its settings and remains responsible for appropriate oversight and lawful recruitment. Do not assume every score, rejection or shortlist was checked by a person. Model output and transcripts may be inaccurate, incomplete or affected by limited evidence, recording conditions or language differences.
• To ask about the factors behind an outcome, correct application facts or a transcript, request a person to reconsider, or discuss an alternative to video, contact the employer running the internship. You do not need an Internhuddle account to make a request. If you need help reaching the employer, contact Internhuddle.

AI services and other providers

• The service uses external providers to operate. Role-fit text is processed through Replit's managed AI route to Anthropic; audio extracted from intro videos is processed through Replit's managed AI route to Google Gemini. AI is also used for features such as drafting offers, contracts and reports.
• Other providers support hosting, database and file storage, Stripe billing, Resend email delivery, and optional website analytics through Google Analytics. Microsoft Clarity session replay is disabled. Provider involvement depends on the feature used and deployment configuration.
• Provider processing, retention, transfers and any model-training restrictions depend on the applicable service arrangements. This notice does not make an unverified promise that every provider retains no data or uses no submitted content for training. Contact us for information about the providers and safeguards relevant to your use.

Access, sharing and public records

• Employer workspaces use tenant-scoped and role-based access controls. Authorised admins, assigned mentors and invited reviewers may access information needed for their roles. Sharing a review link grants access to its recipient under that link's controls; treat links as confidential.
• If you apply through the candidate portal, your submitted profile and video are copied into the employer's application records. Joining the talent pool is optional and makes permitted profile and assessment information available to participating employers. Withdrawing from the pool stops pool discovery; it does not recall applications or copies already received by an employer.
• University placement information is shared according to the intern's selected permissions. A public internship record or profile exposes the information allowed by its publication and visibility settings. Review those settings before sharing.
• Changing permissions can restrict future access through the service, but cannot reliably recall a file already downloaded, a recipient's separate copy or a search-engine cache. Contact the recipient about their copy where appropriate. No online service can guarantee absolute confidentiality or security.

Cookies and website analytics

• Session cookies support sign-in and account security. Optional Google Analytics can collect permitted public-page usage and device/browser information only after you choose Accept optional. Microsoft Clarity session replay is disabled.
• Use the tracking controls to accept, reject or withdraw optional analytics. This notice explains those controls but does not change your saved choice. Browser cookie and privacy settings are additional controls and may affect sign-in. See Optional analytics and fonts below for the measurement limits and how to recover hidden tracking controls.

Processing outside Singapore

Hosting, storage, AI, email, billing and analytics providers may process information outside Singapore. Locations and safeguards depend on the service arrangements and feature. Contact us for the current information relevant to your employer or platform account; this notice does not certify a particular transfer mechanism or hosting region.

Optional analytics and fonts

• Optional Google Analytics starts only after you choose Accept optional in the tracking controls. It measures fixed public information pages and numeric page-speed metrics, not application, account, private-link or unknown pages. URLs with a query or fragment are excluded. We do not send names, emails, tokens, form answers, link text or page referrers to measurement tools.
• Google Analytics uses browser identifiers and cookies, and Google receives network information such as your IP address when delivering the service. Advertising signals are disabled. Clarity session replay and Ahrefs automatic analytics are disabled.
• Accept optional and Reject optional are equally available. Use Change tracking choices to withdraw or change your choice. You can collapse or hide the floating control; show it again, or change your choice directly, from Privacy notice → Tracking controls. Hiding the control does not change your tracking choice. Withdrawal stops future measurement and removes accessible first-party analytics cookies; it does not undo data already sent to Google. Rejecting does not affect your use of the platform. Your versioned preference is saved in this browser for 180 days, after which we ask again. If browser storage is unavailable, the choice lasts only for the current page session. Necessary sign-in, security and preference storage are separate from optional analytics.
• Website fonts are self-hosted and delivered as first-party assets by our website hosting service, not requested from Google Fonts. As with other website assets, delivery involves your IP address and browser/request information being processed by our hosting service. Font delivery sets no cookies and is not optional audience measurement or advertising profiling. We suppress page referrers; applicable privacy requirements still apply to website hosting and any international transfers.

Retention and deletion

• Employer records follow the employer's retention settings and the deletion or de-identification operations available in the service. Retention can differ for submitted, rejected, expired, active and completed applications. Ask the employer for its applicable period.
• Archiving hides a record from active views without erasing it. Removing selected identifiers is not the same as deleting all personal data. A status label or configured retention period is not a guarantee that every related record, derived AI output, provider copy or backup has been erased.
• Candidate profiles, public internship records, university records, financial records and security/audit information can have separate purposes and retention needs. Deleting an employer application does not necessarily delete those independent records. Legal obligations or a documented hold may affect a deletion request.
• To understand what is retained or request deletion, contact the employer for its records or Internhuddle for platform-level records. We will need to assess the request, identity, relevant records and applicable obligations before confirming its scope or outcome.

Privacy requests, corrections and complaints

• Depending on the applicable law, you may request access to personal data, correction of inaccurate facts, information about use or disclosures, or withdrawal of consent. Deletion, restriction, objection and portability rights may apply in some circumstances; they are not identical under every law and may be subject to exceptions.
• To ask about the factors behind an outcome, correct application facts or a transcript, request a person to reconsider, or discuss an alternative to video, contact the employer running the internship. You do not need an Internhuddle account to make a request. If you need help reaching the employer, contact Internhuddle.
• For platform accounts, privacy questions or help identifying the appropriate employer contact, email hello@internhuddle.com. Include the organisation or feature involved and a brief description of your request. Do not send passwords, full identity documents, videos or unnecessary sensitive information in your initial email. We may need proportionate identity verification before disclosing or changing personal data.
• If you remain concerned about how your request is handled, you may contact the relevant authority, including Singapore's Personal Data Protection Commission for matters within its remit. Internal service targets do not replace applicable legal response requirements.

Changes to this notice

We may update this notice when features, providers or practices change. The last-updated date identifies the current wording. Updating a notice does not itself change your sharing choices or authorise new processing; any required notification, permission or operational change must be handled separately.

Contact

For any privacy question or request, email hello@internhuddle.com.