Guidelines for Recruiting

Mozilla’s recruiting team works with our client teams on a daily basis to source, attract, and recruit candidates. In order to complete these tasks, we must access candidates’ sensitive personal information, compensation data, etc. Naturally, the recruiting team strives to handle this user information in accordance with Mozilla’s Privacy Principles.

Mozilla Privacy Principles

No Surprises

We strive to be open and transparent about how candidate data is treated.

• Our privacy policy describes how we treat a job applicant's personal data.

• Our online recruiting software and applicant tracking system is able to display a privacy pop-up, with information about how their data will be treated and a link to the privacy policy.

We only collect data that will be used for the purpose of hiring, always avoiding secondary (surprising) uses of such information.

We provide clear explanations regarding all templates and forms that request user data so they understand why we are asking for it and how we will use it.

Real Choices

We help ensure that candidates are not pressured to provide information they may not want to. When collecting personal or confidential information from candidates, our recruiters strive to let them know how and where the information will be used.

• When candidates apply for jobs via Jobvite, completion of the U.S. Equal Employment

Opportunity/Affirmative Action Information form is optional.

• Because our travel form collects date of birth from candidates, recruiters will clearly explain why this information is needed (TSA requires it), that it will only be used for booking travel and that it will not be shared with anyone else.

Sensible Settings

We use Jobvite as our applicant tracking system because data collected on Jobvite is not shared with other 3rd parties.

We strive to use sensible defaults, and are working to have the offer stage for candidates incorporated into Jobvite. Currently, comp discussions happen over email; however, the data is shredded or deleted as soon as it is no longer needed.

Candidate information will always remain confidential and secure. E.g. we do not contact references until we ask the candidate if it’s ok to do so, especially if their references work at their current company. Thus we don’t spread the knowledge they are interviewing elsewhere unless they authorize it.

Limited Data

Simply: If we don't need to obtain it, we don't. If we don't need to keep it, we don't. One of our focuses should be making sure that the recruiting team works only with relevant data. Anything extra is a liability without any benefit.

We strive to periodically review our recruiting templates to ensure that all of the information collected is necessary and that none of its uses could come as a surprise to users.

We work to ensure that sensitive information does not get entered into third party software (e.g. Jobvite, Email clients, Shared documents over the cloud, etc.) if we feel that the information could be seen by others, leaked out, or used by external vendors.

Any equipment with candidate or employee information should be encrypted.

User Control

We strive to keep candidates informed of their progress, allowing them to make informed decisions on whether they want to continue with the hiring process. Our recruiters strive to be upfront regarding the speed of our hiring process.

Candidates do not have to provide salary information until it is absolutely necessary for comp discussions. He/She will also have control over when their references will be contacted in the hiring process.

Recruiting seeks to avoid disclosure of user information without the user's consent by using encryption appropriately and being open about how their information is used, as well as offering choices whenever possible.

We plan to put appropriate access controls on Jobvite so that recruiting can control the level of access to candidates’ information by interviewers, etc. Physical security is applied to paper files.

Trusted Third Parties

We carefully select recruiting tools and software that will not sell information to other third parties.

Through the vendor review process, Recruiting evaluates the privacy practices of its 3rd party vendors and makes sure they align with Mozilla's privacy principles. Vendor contracts contain privacy protections, such as the data use addendum and clearly outline our expectations regarding user data.