Privacy

The file is received in memory, sent to the model provider to be read, and released when the response is returned to your browser. It is never written to disk, never placed in object storage, and never recorded in a database.

The report you see exists only in your browser tab. Reloading the page loses it. That is why the report has a “Copy as text” button — there is no copy on any server to come back to.

There is a database. It holds the accounts that can sign in — a company name, a username, and a password stored only as an irreversible hash — and the sign-in sessions those accounts hold, which are deleted when you sign out or when they expire.

It also records each candidate analysed: the name, email address and phone number the document gave, and the employer and job title they held at the time. That is written for every analysis, so a recruiter can attach an offer days later without uploading the resume again, and so a returning candidate is recognised as the same person — a name alone cannot do that, because two people share one constantly. It is not the resume and not the report; neither of those is kept. It is visible only to the company that ran the analysis.

Contact details are transcribed from the document and never used to contact anyone by this service. Nothing is emailed, no message is sent, and they exist so that two readings of the same person land on the same record.

Anything a company then records about an offer — the role, the salary, the dates, and what came of it — is kept alongside that candidate. Nothing here is sold, and no advertising or profiling is built on it.

Offers are visible to other companies using this tool. When a company analyses a candidate, the report shows the offers other companies have recorded for the same person — the role, the salary, the date, and what came of it. Which company made an offer is never shown and cannot be retrieved: the lookup does not read it. A person is matched only by an email address or a phone number that appears in both records, never by a shared name.

Said plainly, because it is the part that matters to a candidate: a company can learn that someone else has offered you a job, and on what terms, without you telling them. Candidate records themselves are still not shared — each company holds its own, and no company can browse, search, or list another’s. Offer outcomes are never fed back into the analysis, so no verdict is reached using them.

It counts how many analyses each account has run, because that is what the allowance is measured against.

Server logs record that an analysis ran, which account ran it, how long it took, how many sources and roles were involved, and the confidence of the result. No document content, no candidate name, and no extracted text is written to any log.

The document text is sent to Google, whose model reads it. Nothing else receives it: there is no enrichment provider, no resume database, and no advertising on this site.

This deployment runs against a billing-enabled account, whose terms bar the provider from training on submitted content or having humans review it. Unpaid API tiers generally reserve both rights, and a candidate’s resume is not ours to hand over on those terms.

This site counts page views through Vercel Web Analytics. It records the page addresses visited, the referring site, and a coarse location and device type. It sets no cookies and does not follow you to other sites.

It cannot see an uploaded document or a report. The analysis is one request to the server and the report is drawn in your tab without ever becoming a page address, so there is nothing about a candidate for a page-view counter to record.

The documents you upload describe someone other than you. Only upload a resume or profile you have a legitimate basis to process — a candidate who applied to you, or one who agreed to be considered. Depending on where you and the candidate are, that basis may be a legal requirement, not just good manners.

Resume Trust is decision support for a screening conversation. It reads documents and reports what they say. It does not decide whether to interview or hire anyone, and it should never be the reason a candidate is rejected unread.

If a report affects how you treat a candidate, the report’s evidence — not its verdict — is the part to act on, and the questions it suggests are there so the candidate gets to answer for themselves.