ELEVO Applicant Privacy Notice

Effective September 29, 2026

This notice forms part of the ELEVO Privacy Policy.

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ELEVO Inc. (“ELEVO,” “we,” “us,” and “our”) handles personal information to recruit and evaluate applicants for driver, operations, sales, and other positions. This Applicant Privacy Notice covers applications, expressions of interest, referrals, recruitment communications, interviews, and lawful pre-employment verification, whether conducted through our website, email, telephone, or another recruitment channel. It also covers information about references and referring individuals that we receive during recruitment.

This notice forms part of the ELEVO Privacy Policy and applies equally when displayed as a standalone Applicant Privacy Notice. Its applicant-specific restrictions control if a general provision of the Privacy Policy would permit a broader use of recruitment information. Additional legally required notices and authorizations are provided at the relevant stage; this notice does not replace a background-check authorization, establish an employment contract, or guarantee an interview or job.

We collect the following categories to the extent relevant to the position and the information you submit. Required fields are identified in the application. Optional materials are not required merely because an upload button is available.

  • Identifiers and contact details: your name, email address, telephone number, city, state, and preferred work location, used to identify your application, communicate with you, and assess location and scheduling requirements.
  • Professional and education information: relevant employment history, education, training, skills, certifications, experience, and information in a resume, cover letter, professional profile, portfolio, or other job-related supporting document, used to evaluate qualifications. Resume and supporting-document uploads are optional in our initial website application.
  • Role and availability information: the position requested, full-time or part-time preference, availability, potential start date, relevant work-authorization eligibility responses, and other job-related answers. Driver applications may ask whether you hold the required valid license and how much relevant driving experience you have; the initial form does not request a license number or image.
  • Recruitment communications and assessments: application messages, interview answers, job-related evaluations or assessments, reference information, hiring notes, and recruitment outcomes. These records may include job-related conclusions or inferences about qualifications and suitability, used to evaluate and document hiring decisions.
  • Internet and device information: IP address, browser and device characteristics, pages requested, access times, submission status, and security or error logs generated when you use our recruitment pages. We use these records to operate forms, confirm submissions, prevent spam or abuse, secure uploads, and troubleshoot the application process. Recruitment does not require precise device location or access to your contacts, microphone, or camera merely to submit an application.

Please submit only information relevant to the position. Do not upload a driver’s license or other identity document, Social Security card, passport, banking information, full date of birth, medical records, genetic information, family medical history, or unrelated sensitive documents through the initial application form. If additional verification is needed later, we will explain the requirement and provide an appropriate submission method. If you inadvertently send sensitive material, contact us so we can restrict access and address it consistent with any preservation obligations.

At a lawful later stage, we may request information reasonably necessary to verify job-related qualifications, eligibility, driving credentials, or work authorization. Depending on the role and applicable law, this can include an address, date of birth, government identification or license details, a motor vehicle record, work-authorization documentation, or relevant background-screening results. These categories can include sensitive personal information, such as Social Security, driver’s license, or passport numbers and citizenship or immigration information. We request them only when needed for the identified verification or legal purpose and through an appropriate restricted channel.

Before obtaining a third-party consumer report or investigative consumer report for employment purposes, we provide the separate disclosures, obtain the written authorization, and follow the other procedures required by applicable law. This may apply to a background report or driving-record report supplied by a screening company. Submitting an application or acknowledging this privacy notice is not that authorization. If an employment decision is based on such a report, we provide the applicable pre-adverse and adverse-action notices and opportunity to review or dispute the information.

If selected for employment, you may be asked through a separate onboarding process for information needed for identity and work-authorization verification, tax reporting, payroll, and lawful employment administration. Payment account details, tax identifiers, and other onboarding records are not collected through the initial job application. Only relevant recruitment records are carried into employment administration. Additional employee-specific practices are explained when applicable; the protections in this notice continue to apply to the recruitment records we retain.

For questions about an application, an accessible application method or an accommodation in the hiring process, contact careers@rideelevo.com or (305) 424-8679. Describe the assistance needed without sending a diagnosis or medical history through the general application. If limited supporting information is lawfully necessary, we explain what is needed and how to provide it. Accommodation and medical information is treated confidentially, kept separate from general hiring records where required, and made available only to people with a legitimate need or another legally permitted recipient. We do not use a request for accommodation as a basis for unlawful discrimination.

We do not request medical examinations or disability-related medical information before a conditional job offer except as specifically permitted by applicable law. We do not request genetic information or family medical history. If voluntary demographic self-identification is offered for a lawful equal-opportunity purpose, its purpose and voluntary nature will be explained separately; that information is not used to make discriminatory hiring decisions.

This notice does not authorize recording an interview or recruitment call. Any recording requires its own advance explanation and any consent required by law. Our recruitment process does not use facial recognition, voiceprints, biometric identification, or emotion analysis.

We receive recruitment information from you; people you identify as references; individuals who refer you; hiring personnel who conduct interviews and evaluations; and, when lawfully used, education or employment verification sources, licensing authorities, and authorized screening providers. Website systems and their providers generate the technical records described above. Provide reference contact information only when you are authorized to do so.

We use this information to receive and evaluate applications, communicate about recruitment, arrange interviews, assess job-related qualifications, verify relevant information, make and document hiring decisions, provide application assistance, prevent fraud, secure recruitment systems, meet legal and recordkeeping obligations, and address a specific inquiry, complaint, or claim. We do not use information collected for one of these purposes for an incompatible purpose without the notice and lawful basis required for that use.

Applications are reviewed by people involved in our hiring process. We do not make hiring decisions solely through automated scoring or profiling. Administrative tools may deliver messages, organize records, or protect the form. Introducing a materially different automated hiring assessment requires advance notice and any safeguards, choices, and authorizations required by applicable law.

Access is limited to authorized ELEVO personnel involved in hiring, appropriate management or administrative personnel, and providers who need information for their assigned function. Provider categories can include website hosting, application forms, file storage, email and communications, security, interview scheduling, and lawful verification or screening. Following selection, appropriate onboarding and payroll providers may receive the information necessary for those functions. We require appropriate confidentiality, security, and restrictions on use by providers acting on our behalf.

Relevant information may also be disclosed to professional advisers, insurers or claims administrators where necessary for a recruitment-related matter; authorities or other recipients when required or justified by applicable law; and parties involved in a legitimate business transaction under appropriate confidentiality and privacy protections. Such disclosures must be limited to the relevant purpose and any additional restrictions on sensitive information. A referral or client relationship does not itself entitle another person to your application, screening results, or accommodation details.

Applications and uploaded documents are not public website content. If you choose to use an independent job board or external recruiting service, review that service’s notice for its own activities. ELEVO remains responsible for information it receives and for processing it authorizes.

We do not sell applicant personal information, share it for cross-context behavioral advertising, or use application information for targeted advertising. We do not give application files, recruitment contact lists, screening results, or accommodation information to advertisers or sponsors for marketing. Applicant information is not used to train general-purpose artificial intelligence models. A job application does not subscribe you to ELEVO consumer advertising or sponsor marketing.

Recruitment forms and uploads use tools needed to operate and secure the application process. Application field contents, resumes, attachments, and sensitive recruitment details must not be captured by advertising pixels, session-replay tools, or general website analytics. We do not use advertising tracking on the application form or upload flow. Any measurement of application completion is limited to information needed to understand the process and excludes submitted personal details and document contents.

We determine retention by the category of record and its purpose, rather than keeping every application indefinitely. The following criteria apply:

  • Application identifiers, qualifications, resumes, supporting documents, reference information, interview notes, and selection records are kept while recruitment is active and for the applicable employment-record retention period afterward. That period is measured from the record or relevant hiring action as the governing law requires. A specific complaint, investigation, legal claim, or preservation obligation can require longer retention of the relevant records.
  • Verification and screening records are kept only as necessary for the lawful hiring decision, required documentation and recordkeeping, or a specific dispute or preservation duty. Unnecessary copies of identification documents are not retained merely because verification occurred. Consumer reports and related information are disposed of securely when retention obligations end.
  • Accommodation, medical, and other sensitive information is retained separately where required, for the assistance or verification purpose and applicable recordkeeping or preservation obligations. It is not retained for unrelated recruiting, advertising, or profiling.
  • Technical and security records are kept only for the period needed to operate and protect the application process, troubleshoot a problem, or investigate a specific incident. A security purpose does not justify indefinite retention of application content.
  • If you separately ask to be considered for future openings, we may retain relevant contact and qualification information for that purpose while your request remains active and reasonably relevant. You can withdraw that request at any time. Withdrawal stops future-opportunity use, although legally required hiring records may still need to be retained with restricted access.
  • If you are hired, relevant recruitment records may become part of employment records and follow the applicable employment retention requirements. We retain privacy-request and notice-acknowledgment records only as needed to honor choices, demonstrate compliance, and address related matters.

After the applicable purpose and retention requirements end, we delete or appropriately de-identify the information. Restricted backups are removed through the applicable deletion cycle and are not restored to ordinary use contrary to a valid deletion request. A preservation exception applies to relevant records, not automatically to every item about an applicant.

You may contact us to correct your application, withdraw from consideration, stop consideration for future openings, or ask about our handling of recruitment information. Withdrawing an application does not necessarily require immediate deletion of records that must be preserved. If information essential to evaluating a role is not provided, we may be unable to complete that evaluation; optional uploads and unrelated marketing are not conditions of applying.

Depending on the law applicable to you and the processing, you may have rights to know or access personal information, obtain a copy, correct inaccuracies, request deletion, withdraw a consent, limit certain sensitive-information uses, opt out of covered sale, sharing, targeted advertising or qualifying automated decisions, and appeal a decision about a privacy request. Employment-related information is not covered identically under every state consumer privacy law. Where the California Consumer Privacy Act applies, its protections extend to covered applicant information, including applicable rights concerning sources, purposes, recipient categories, and the relevant prior period. Our no-sale and no-advertising-sharing commitments above apply to applicants regardless of whether that Act applies.

Send requests to legal@rideelevo.com with the subject Applicant Privacy Request, call (305) 424-8679, or write to ELEVO Inc., Attn: Privacy, 701 Brickell Avenue, Suite 1550, Miami, FL 33131. Identify the role or application and provide a way to contact you. No rider account is required. We offer assistance with accessible requests and use verification proportionate to the request; do not send sensitive identity documents unless we explain a lawful need and suitable submission method. An authorized agent may act where permitted, subject to lawful verification of authority.

We respond within the applicable legal deadline and explain any permitted extension, exception, or refusal. We may need to retain information to comply with employment laws, protect another person’s rights, or address a specific legal matter. To appeal a decision, reply to it or email legal@rideelevo.com with the subject Applicant Privacy Appeal. Where an appeal right applies, we provide the required response and regulator information. We do not unlawfully discriminate or retaliate against anyone for exercising privacy rights.

We use administrative, technical, and physical safeguards appropriate to recruitment information, restrict access according to responsibilities, and require appropriate safeguards from providers. No system guarantees absolute security. ELEVO is based in the United States; processing can involve locations where its authorized providers operate, subject to any legally required transfer protections. Accepting this notice is not a substitute for a required international-transfer mechanism.

Our general Privacy Policy also explains website technologies, security, processing locations, and privacy requests, subject to the applicant-specific limits stated here. It is available through the Privacy Policy link on our website. We identify notice revisions by effective date and provide additional notice or obtain consent before materially different processing where required. A change does not retroactively authorize an undisclosed use of recruitment information.