Talent Vault Disclosure & Introduction Policy
Notice for invited viewers of client-specific previews and registered HiringOS users
Xenspire Group Inc. d/b/a OneSource Professional Search | Effective November 4, 2026 | Version 1.5
1. Scope and relationship to other terms
This Talent Vault Disclosure & Introduction Policy explains how client-specific Talent Vault previews may be viewed through a private link shared by a OneSource Partner, without login or a separate Talent Vault account, or within HiringOS at hos.onesourcepros.com. OneSource is operated by Xenspire Group Inc. d/b/a OneSource Professional Search. Registered HiringOS customers remain subject to their accepted Terms of Service, HiringOS Service Terms and Billing and Payment Terms. For direct-link visitors without an account, this document provides disclosure and conditions of intended use; merely opening the link is not treated as affirmative agreement to a contract.
2. What appears in Talent Vault
Talent Vault provides generalized, recruiter-prepared summaries of professional experience, capabilities, career interests and other job-related characteristics to support discovery of potentially relevant talent. A preview is not a candidate application, a formal candidate submission, an offer of representation to the employer, or a promise that the professional is available or interested in a particular opening.
3. No candidate-identifying information in previews
OneSource intends Talent Vault previews to exclude names, direct contact information, full resumes, direct profile links and other overt identifiers. We also take steps to reduce combinations of specific work histories, organizations, locations, dates, job titles or rare credentials that could make a professional recognizable. A summary that lacks a name may nevertheless remain personal information if a person can reasonably be identified from its contents or other available information. OneSource does not promise that every preview qualifies as legally deidentified information.
4. Permitted use by employers
Invited viewers and registered employer users should use previews only to assess relevant hiring needs and to express interest to the assigned OneSource Partner. They should not attempt to identify or reidentify a professional, reverse-search the wording, cross-reference details to uncover an identity, scrape or bulk-download previews, post them publicly, or use the information for unrelated marketing, surveillance or discriminatory purposes. Contractual restrictions apply where separately accepted, and OneSource may revoke a link or decline an introduction if misuse is suspected.
5. Requesting an introduction
An invited viewer may signal interest using the client-specific preview page, or contact the named OneSource Partner directly; a registered customer may also request an introduction in HiringOS. This interest request notifies OneSource and is not a formal candidate submission, an authorization to contact a candidate directly, or an order for paid services. OneSource will evaluate the inquiry and seek the professional’s authorization for the specific employer and opportunity before sharing identifiable candidate information. The professional may decline or discontinue an introduction.
6. Candidate-specific authorization and formal submission
Before disclosing an identifiable profile or candidate-provided resume to an employer, OneSource records affirmative authorization specific to that employer and opportunity, consistent with the Candidate Privacy Notice. When a search is confidential, OneSource discloses the employer identity to the candidate in a controlled manner before the actual identifiable submission. Candidate registration, source outreach or an employer’s preview request alone does not establish this authorization.
7. Recruiting fees and candidate protection
Viewing a preview or signaling interest through a client-specific link does not redeem a Hiring Credit, incur a fee, trigger a milestone, or start candidate-protection periods. Any future chargeable recruiting engagement requires disclosure of the applicable terms and affirmative commercial authorization. A candidate-protection period begins only on a documented, authorized formal submission where the applicable service agreement provides for it.
8. Accuracy, availability and human involvement
Talent Vault summaries may be created or assisted by approved enterprise AI tools and are reviewed by OneSource personnel. Summaries are informational, may be abbreviated and may change. OneSource does not guarantee their completeness, current accuracy, availability of a candidate, willingness to be introduced, interview outcome or hiring result. Employers remain responsible for job-related evaluation and final hiring decisions.
9. Access, misuse and safeguards
Talent Vault access may be offered through a private, client-specific link without an account. A link may be forwarded by a recipient; it is not equivalent to identity verification. OneSource may expire or revoke links and restrict access if misuse, unauthorized redistribution or reidentification risk arises. Please report suspected privacy issues to privacy@onesourcepros.com. OneSource uses technical and editorial safeguards to reduce identification risk, but does not represent that removal of names alone guarantees anonymity.
10. Privacy requests and contact
Individuals may contact privacy@onesourcepros.com to ask about relevant recruiting information, raise a concern about a Talent Vault preview or exercise applicable access, correction, deletion or other privacy rights, subject to legal exceptions. OneSource’s Privacy Policy and Candidate Privacy Notice describe data practices and rights in more detail.
11. Updates
OneSource may update this policy as the Talent Vault experience changes. Its current version is linked from Talent Vault preview pages and the OneSource legal library. Material changes will be addressed as applicable law and any accepted contract require.