Candidate Privacy Notice

This notice applies to visitors, applicants, prospective candidates and people who interact with the recruitment process at ntajobs.com. It replaces the travel-customer privacy language previously shown on this careers site. It does not cover customer travel bookings or traveller services.

NTA TRAVEL℠ operates NTA Jobs, is responsible for the website and application system, and is the employing company for every vacancy currently listed on this site. Each vacancy and application page identifies NTA TRAVEL℠ as the employing company.

This notice explains our processing; it is not a request for consent. Where we rely on consent for a separate, optional activity, we will ask for it clearly and allow you to withdraw it.

Depending on the role and stage of recruitment, we may collect and create:

• Identity and contact details: name, postal address, country, telephone numbers and email address.
• Role-specific personal details: Egypt application forms ask for gender and date of birth and calculate age. Nevada application forms do not ask for gender, date of birth or age. These fields are not stored with new Nevada submissions, including when an older form sends them. Information you include in a CV or other free-text response may contain additional personal details.
• Application details: the role, application date, availability, preferred start date, work-hour availability, reasons for applying and application reference number.
• Education and qualifications: schools, graduation years, university or college, honours, training and English proficiency.
• Employment and compensation: current employer, employment dates, reason for leaving, graduate status and expected salary for the position. The current form does not request current or former pay, compensation or benefits.
• Documents and profiles: an optional CV/resume and optional LinkedIn or Facebook links. A CV may contain additional career, skills, qualification, professional-membership, reference or other information you choose to provide.
• Recruitment records: application status, whether we contacted you or you attended an interview, interview grade, recruiter or hiring-manager notes, communications, decisions, offers and relevant administrative audit records.

Some applications migrated from our previous platform may contain salary-history information collected by the previous form. The current application and recruiter APIs do not accept or return that field, so it is not available in recruiter screens, search or exports. Any remaining legacy database or backup values are access-restricted pending an approved retention and deletion review.

Our website, hosting and security providers receive ordinary technical request data needed to deliver and protect the service. This can include an IP address, request date and time, requested page or API path, browser or user-agent information, device or operating-system type, referrer, response status and security events. A provider may infer an approximate country or region from an IP address. We do not ask your device for precise GPS location as part of the application process.

Applications submitted on the current platform: the candidate record does not retain a raw IP address, user agent, device identifier, fingerprint, screen resolution or geolocation. The API briefly uses the source IP to create a keyed, non-readable rate-limit value that is stored in an expiring security bucket. The country pre-filled in the application form comes from the advertised job location—not from your device—and you can correct it before submitting.

Applications migrated from the previous platform: the previous form used ipapi.co to obtain an IP address and approximate IP-derived location. A migrated application may also contain browser or device type, user agent, screen resolution, time zone and submission timestamp collected at the time. This legacy metadata is restricted to authorised administrators and is retained with the migrated application while we review it for minimisation under the retention rules below.

We obtain candidate information:

• directly from you through the application form, CV, interviews and communications;
• from NTA TRAVEL℠ recruiters, interviewers and hiring managers as they administer and assess your application;
• from a recruiter, job board, referee, former employer, screening provider or professional public source if this is relevant and lawful for the role; and
• automatically from your browser, network and our service providers as described above.

If we obtain your information indirectly, we will provide this notice within the period required by applicable law and, where required, no later than our first communication with you or first disclosure to the hiring organisation.

Where UK or European data-protection law applies, the table below identifies the lawful bases we normally rely on. Comparable grounds may apply under other local laws.

We do not keep applications indefinitely just in case a future role appears. If we create a talent pool or want to consider you for another vacancy, we will first tell you the purpose, lawful basis and defined retention period, and request a separate choice where required.

Fields marked with an asterisk are required by the current application form. If you do not provide them, we may be unable to accept or assess the application. The country field is populated from the advertised role. The CV/resume, current employer, education details, social-profile links and other fields without an asterisk are generally optional unless we explain otherwise for a particular role. We do not request current or former salary history in the application form.

For Nevada vacancies, gender, date of birth and age are not required and are not requested in the application form. Please leave these details out of your CV and free-text answers. Egypt application forms continue to request gender and date of birth, with age calculated automatically.

Earlier applications may still contain gender, date of birth or age supplied before this change. Removing these questions does not automatically delete earlier records; those records remain subject to the retention criteria and privacy rights described in this notice.

We ask candidates to provide information that is accurate, relevant and no more detailed than necessary. We will not use age, gender or sensitive information to discriminate unlawfully. If a field is not necessary or lawful in your location, contact us before submitting it.

We disclose candidate information only where needed to:

• authorised NTA TRAVEL℠ recruitment, HR, hiring-manager, interview-panel and system-administration personnel;
• service providers that host or support recruitment: Vercel for the website; Google Cloud for the API, database, private CV storage and operational logging; Firebase/Identity Platform for administrator authentication; Resend for application and interview emails; and WhatsApp if a recruiter contacts you through that service;
• content and image-delivery providers, including Unsplash, which receive ordinary browser request data when your browser loads externally hosted page imagery but do not receive your submitted application;
• recruiters, referees, former employers, screening providers or professional advisers when relevant to the role and permitted by law; and
• courts, regulators, law enforcement or another party where law requires or permits disclosure.

We limit service-provider disclosures to the recruitment and support purposes described here. CV files are private and are made available to authorised administrators through time-limited download links. Authorised administrators may export records for recruitment administration; those copies remain subject to the same purpose, security and retention requirements. We do not sell candidate application information or share it for cross-context behavioural advertising.

NTA TRAVEL℠ recruits in more than one country, and our personnel and service providers may process information in the United States and other countries outside the country where you apply. Those countries may have different data-protection laws.

Where the law restricts an international transfer, the privacy team must verify the mechanism that applies to that transfer. Depending on the country, provider and arrangement, this may be an adequacy regulation or decision, an applicable certified framework, or approved contractual clauses with a UK or regional addendum and supplementary measures. Contact us for the current mechanism relevant to your data.

Candidate records are currently reviewed and deleted by authorised administrators; the application system does not apply a fixed automatic expiry to application rows or CVs. The privacy and recruitment teams use the following criteria to decide how long each category is needed:

• Active application information, CVs, status history and recruitment notes are kept while the vacancy and any related review, appeal or offer process is active.
• After an unsuccessful application closes, the retention decision takes account of candidate requests, the need to demonstrate a fair process, any appeal, and the limitation period for legal claims in the relevant jurisdiction. An authorised administrator removes the record and queues its private CV for deletion when those reasons no longer apply.
• For a successful candidate, information needed for employment may be transferred to the personnel record and becomes subject to the applicable employee privacy notice and retention schedule. The hiring team must separately decide which remaining recruitment material is still necessary.
• Unsolicited information is reviewed promptly. If we intend to use it, we provide recruitment privacy information; otherwise, an authorised administrator deletes it. Future-vacancy retention requires a disclosed purpose and defined period.
• Sent transactional-email queue records are deleted after 30 days. Expiring rate-limit values and operational/security logs are kept only for their security or troubleshooting period. Protected migration and backup copies may retain data until migration reconciliation is complete or the relevant backup cycle expires.

Migrated legacy technical metadata is presently retained with its application and protected migration copies remain while their disposal is reviewed. This metadata is subject to the same application criteria or an earlier approved minimisation decision. You may contact us to ask which criterion currently applies to your application.

We do not make hiring, rejection or shortlisting decisions solely by automated means, and we do not use candidate information to train recruitment AI models. Technology validates form fields and files, assigns an application reference, limits abusive requests and helps administrators manage status; a person makes recruitment decisions.

We will update this notice and provide any additional legally required explanation and safeguards before introducing solely automated decision-making or material recruitment profiling.

Depending on your location and the circumstances, you may have the right to:

• request access to and a copy of your candidate information;
• ask us to correct inaccurate or incomplete information;
• ask us to delete information or restrict how we use it;
• receive certain information in a portable format;
• withdraw consent at any time where a specific activity relies on consent; and
• complain to a competent privacy or data-protection regulator.

Some rights are not absolute. Deleting the information needed to assess an active application may require us to withdraw it. To make a request, email privacy@ntajobs.com. We may verify your identity before responding.

We use technical and organisational safeguards appropriate to recruitment information, including encrypted connections, access restrictions, administrator authentication and multi-factor controls, private CV storage, short-lived download links, security logging and administrative audit records. No online system can be guaranteed completely secure, so please avoid submitting information we have not requested.

We may update this notice when our recruitment process, technology or legal obligations change. The date and version at the top identify the notice in effect. If a material change affects information already collected, we will provide additional notice where required before using it for a new incompatible purpose.

For questions, requests or complaints about candidate information, contact:

If UK data-protection law applies, you may complain to the UK Information Commissioner's Office. You may also contact the regulator or authority in the country or state where you live or work.