Privacy Policy

Peak Talent Capital Solutions · Peak Employment Solutions, LLC · Last updated October 29, 2026

1Introduction

Peak Talent Capital Solutions ("Peak TCS," "Peak," "we," "us," or "our") operates as part of Peak Employment Solutions, LLC, a Georgia-based workforce solutions company.

Peak provides professional recruiting, direct-hire placement, workforce consulting, candidate assessment, and related employment services.

This Privacy Policy explains how we collect, use, process, retain, protect, share, and delete personal information.

It applies to peaktcs.com and Peak's related recruitment operations, including KAIROS Behavioral Intelligence and the internal Peak Prospect Studio.

This policy applies exclusively to Peak's operations and does not purport to govern independently operated organizations or unrelated programs.

2Information We Collect

Depending on how individuals interact with Peak, information may include the following categories.

Candidate Information

• Name and contact information
• Pre-application and employment application information
• Résumés and professional work histories
• Education, credentials, certifications, and qualifications
• Employment interests and availability
• Professional references
• Candidate correspondence
• Recruiter notes and candidate evaluations
• Interview and placement documentation
• Other employment-related information supplied through authorized channels

KAIROS Assessment Information

• Candidate assessment responses
• Behavioral indicators and assessment results
• Assessment interpretations and reports
• Relevant information concerning the Six Unmeasurables framework
• Assessment administration records
• Candidate disclosure authorizations and associated consent records

KAIROS is an employment-related behavioral assessment framework, not a clinical diagnostic instrument.

Employer Information

Peak may collect employer contact details, hiring requirements, business inquiries, and other information necessary to provide recruiting and workforce services.

Technical Information

Our website and related systems may collect limited technical information necessary for security, functionality, and website analytics.

3How Information Is Obtained

Peak receives information through:

• Candidate pre-applications
• Direct résumé submissions
• Job applications
• Candidate and employer communications
• Professional referrals
• Lawful professional research
• Publicly available professional information
• KAIROS assessment participation

Peak may establish internal prospect records before engaging with an employer on a particular hiring assignment.

Candidate information may be maintained within the Peak Prospect Studio for internal recruitment and assessment purposes.

The original candidate data collection date, typically the date and time of pre-application, establishes the beginning of the twelve-month unplaced-candidate retention period.

Subsequent assessment activity, record updates, or employer communications do not automatically restart that period.

4How We Use Information

Peak uses information for legitimate recruiting, assessment, employment placement, and business purposes.

These purposes include:

• Reviewing professional qualifications
• Identifying suitable employment opportunities
• Conducting candidate research and evaluation
• Matching candidates with potential employers
• Administering KAIROS assessments
• Conducting AI-assisted résumé analysis
• Preparing internal candidate evaluations
• Communicating with candidates
• Facilitating authorized employer introductions
• Supporting placement activities
• Maintaining necessary recruiting and business records
• Administering employer service agreements
• Maintaining systems and preventing unauthorized access
• Complying with applicable legal requirements

Peak does not sell candidate personal information or disclose it to unrelated parties for their independent marketing purposes without appropriate authorization.

5KAIROS Behavioral Intelligence

KAIROS is Peak's proprietary employment assessment framework, used to evaluate employment-related behavioral indicators.

KAIROS may be administered through an employer engagement or through an internal Peak recruitment process.

Internal Candidate Assessment

Authorized Peak personnel may initiate an assessment before a specific employer engagement exists.

Internal assessments may be used to support candidate evaluation, recruitment planning, and potential employment matching.

Assessment information is maintained within restricted Peak systems.

Employer-Sponsored Assessment

An assessment may also be conducted in connection with an identified employer's recruitment process.

The existence of an employer-sponsored assessment does not eliminate applicable candidate authorization or disclosure requirements.

Authorization to Share Assessment Results

Peak does not disclose individually identifiable KAIROS assessment results to a prospective employer without the candidate's documented authorization.

A candidate's agreement to participate in an assessment is not considered unrestricted authorization for employer disclosure.

Peak maintains records identifying the consent method, date and time, intended recipient or authorized disclosure scope, and applicable authorization.

Where law requires additional notice or consent before collection or preparation of particular assessment information, Peak follows those requirements.

Authorized Employer Access

Employers do not receive unrestricted access to the Peak Prospect Studio or its internal candidate records.

Assessment disclosure occurs only through an authorized process consistent with the candidate's consent and applicable law.

KAIROS Candidate Confidentiality and Employer Presentations

• Peak may initially present KAIROS assessment results to prospective employer clients without disclosing the candidate's name, contact information, or other identifying details.
• Employers do not have direct access to Peak's internal Prospect Studio or candidate records.
• A candidate's identity is not disclosed merely because an employer reviews an assessment.
• Only after a prospective employer expresses interest in interviewing the candidate will Peak consider disclosing the candidate's identity and associating that individual with the assessment previously presented.
• Before doing so, Peak will comply with the candidate's applicable documented authorization, including any advance-notification and right-to-decline provisions.
• Candidates may choose either an individual employer-and-position authorization or an optional standing authorization covering specified prospective employment opportunities.
• Peak records authorized identity disclosures, including the employer, position, date, authorization relied upon, and responsible Peak representative.
• An employer's interest in interviewing a candidate does not, by itself, override the candidate's authorization preferences or withdrawal rights.

Interpretation and Use

KAIROS results are intended to support professional assessment and judgment.

They should not be understood as medical diagnoses, permanent character determinations, or guarantees of future employment performance.

Peak uses human review in its recruiting activities and does not independently make final employment decisions on behalf of external employers.

6AI-Assisted Résumé Review

Peak uses software-assisted technology to support internal recruiting operations.

These tools may process relevant résumé text and employment-related information to summarize qualifications, identify professional experience, and assist Peak staff in reviewing candidates.

Anthropic provides AI-processing technology used in Peak's résumé review process.

Relevant résumé text and related professional information may be transmitted to Anthropic for these functions.

AI-generated information may be incomplete, inaccurate, or require further interpretation.

Peak personnel remain responsible for reviewing the results and exercising professional judgment.

Processing information through an authorized technology provider does not itself constitute candidate authorization to disclose KAIROS assessment results to an employer.

The handling and retention of information by third-party providers are subject to the applicable service terms, contractual arrangements, and legal obligations.

7Peak Prospect Studio

The Peak Prospect Studio is an internal recruiting and candidate-management system restricted to authorized Peak personnel.

The Studio may be used for:

• Candidate pre-applications and prospect information
• Résumé review and analysis
• Internal recruiting observations
• KAIROS assessment administration
• Assessment reports
• Consent records
• Authorized employer disclosure activities

The Studio is not an unrestricted employer-access platform.

Prospective employers cannot directly access identifiable KAIROS assessment results through the Studio without the candidate's authorization.

Prospect Retention

Unplaced candidate records are subject to a twelve-month standard retention period.

That period begins at the original point of information collection in Peak's system, ordinarily when the candidate submits a pre-application.

The retention clock does not restart when the candidate completes an assessment, updates a résumé, or becomes associated with a potential employer opportunity.

The standard deletion process extends to relevant unplaced candidate records throughout Peak-controlled systems, subject to legally required exceptions.

8Information Sharing

Peak may share personal information in the following circumstances.

Employer Clients

Candidate information may be provided to identified employers in connection with authorized applications, recruiting referrals, and placement opportunities.

KAIROS assessment results require the candidate's documented authorization before disclosure.

Service Providers

Peak uses technology and operational providers, including:

• Google Firebase: Database, authentication, hosting, and associated infrastructure services
• Resend: Email communications and delivery
• Anthropic: AI-assisted résumé processing
• Stripe: Payment processing, when applicable

These providers may process information necessary to perform their authorized services.

Provider processing is subject to applicable contractual terms, privacy practices, and legal requirements.

Legal Requirements

Peak may disclose information when required by law or valid legal process, or where reasonably necessary to protect or exercise legal rights.

Business Transactions

Information may be transferred during a legitimate merger, acquisition, restructuring, or business asset transaction, subject to applicable laws and safeguards.

Candidate Authorization

Additional disclosure may occur at an individual's express direction or with appropriate authorization.

9Data Retention and Deletion

Peak maintains different retention periods for prospective candidates and successfully completed placements.

A. Unplaced Candidates

All relevant unplaced candidate records are subject to a standard retention period of no longer than twelve months from the original date and time their information first entered Peak's system.

This period commonly begins when a candidate submits a pre-application.

It is not measured from the completion date of a KAIROS assessment, the latest recruiting communication, or the date of an employer referral.

The schedule applies to relevant information maintained across Peak-controlled systems, including:

• Candidate profiles
• Résumés and pre-applications
• KAIROS assessment responses and reports
• Software-generated résumé analyses
• Internal recruiter notes and evaluations
• Associated candidate correspondence
• Consent and disclosure documentation, except where legal retention is required

The retention period does not automatically renew when records are updated.

B. Successfully Placed Candidates

When a candidate is placed through Peak, necessary placement records may be maintained for seven years following placement.

These may include relevant placement agreements, candidate documentation, employer correspondence, and assessment information needed to support legitimate business or legal obligations.

Unnecessary information is not retained solely because a placement occurred.

C. Other Records

D. Legal Exceptions

Records may be retained beyond the standard schedule when required by applicable law, employment recordkeeping obligations, regulatory proceedings, litigation holds, or another documented legal obligation.

E. System-Wide Deletion

Peak's deletion procedures apply to eligible records maintained throughout Peak-controlled recruiting systems, rather than only those visible through the Prospect Studio.

Active copies and relevant duplicate records are subject to the applicable schedule.

Technical backups, service-provider systems, and required security or audit logs may have distinct deletion cycles.

A deletion request made to Peak does not automatically erase information already lawfully disclosed to an independent employer.

10Candidate Privacy Rights

Candidates and other individuals may request, subject to applicable law:

• Access to personal information held by Peak
• Correction of inaccurate records
• Available KAIROS assessment information
• Information concerning authorized employer disclosures
• Deletion of eligible records
• Withdrawal of authorization for future assessment disclosures
• Discontinuation of optional promotional communications
• Other privacy rights provided by applicable law

Deletion requests may be submitted at any time. Candidates do not need to wait twelve months to request deletion.

Peak will evaluate requests and act upon them subject to identity verification and legally required record preservation.

Privacy Requests

Email: [email protected]

Suggested subject: Privacy Request — Candidate Records

Please provide enough information for Peak to locate the applicable candidate record.

Peak may request reasonable verification before releasing, changing, or deleting information.

Peak generally aims to respond within 30 days or within the period otherwise required by applicable law.

11Assessment Reports and Candidate Disclosure Requests

Individuals may request information concerning their KAIROS assessments, including the nature and substance of available information maintained or disclosed about them.

Where applicable law establishes specific disclosure procedures or deadlines, Peak will comply with those requirements.

Assessment information may be provided through a secure delivery method after appropriate identity verification.

Where applicable, candidates may request information concerning authorizations for disclosure to prospective employers.

12Withdrawal of Consent

Candidates may withdraw previously provided authorization for future KAIROS assessment disclosures by contacting Peak.

Withdrawal applies prospectively within the scope of the request.

It does not automatically reverse a disclosure previously made in accordance with applicable law and the authorization then in effect.

Peak may preserve limited documentation of consent, withdrawal, or previous disclosures where legally required.

13Information Security

Peak employs reasonable organizational, technical, and administrative safeguards to protect candidate and business information.

Access to internal candidate records is restricted to personnel with legitimate business responsibilities.

The Peak Prospect Studio is restricted to authorized Peak staff.

Peak seeks to limit information access and disclosure to what is necessary for its legitimate services.

No information system can provide an absolute guarantee against unauthorized access.

Peak will address qualifying security incidents and provide legally required notifications.

14Cookies and Website Analytics

Peak websites may use essential cookies, analytics tools, and technical storage mechanisms to support functionality, security, and performance monitoring.

Users may control available tracking settings through their browsers or devices.

Peak will obtain consent for nonessential technologies when required by applicable law.

15Employment and Legal Compliance

Peak intends to conduct its recruitment and assessment activities in accordance with applicable employment, privacy, nondiscrimination, and accessibility laws.

KAIROS and AI-assisted résumé analysis are intended to support professional decision-making and do not replace legally required hiring processes, notices, permissions, or accommodations.

Additional requirements may apply to regulated employment background reports and related screening activities.

16Children's Privacy

Peak's general recruiting and workforce services are not directed toward children under 13.

Peak does not knowingly solicit personal information from children under 13 through these services without an appropriate lawful basis.

17Changes to This Policy

Peak may revise this Privacy Policy to reflect changes in its technology, operations, service providers, or applicable legal requirements.

Updated policies will display a revised date.

Additional notice or consent will be provided where legally required.

18Contact Information

Peak Talent Capital Solutions
Peak Employment Solutions, LLC
Attn: Privacy
308 Eighth Street
Augusta, GA 30901
Email: [email protected]
Website: https://peaktcs.com/

This contact handles candidate privacy requests, KAIROS assessment inquiries, consent questions, record access, correction, and deletion.