Privacy Notice for Drivers and Employers

1 Who is responsible for your data

The data controller is ACE Service Kft. ("ACE", "we", "us" or "our"). Eurodriverjobs is the recruitment brand through which we provide these services.

• Address and postal contact: 2800 Tatabánya, Szent Borbála tér 6., Building A, Hungary.
• Privacy requests and recruitment contact: recruitment@eurodriverjobs.com. You may use this address for access, correction, deletion, objections and consent withdrawals.
• Website: https://www.eurodriverjobs.com.

We apply Regulation (EU) 2016/679 (the General Data Protection Regulation or GDPR) and applicable Hungarian data protection law, including Act CXII of 2011. You may contact us in English or Hungarian.

2 Who and what this notice covers

This notice covers drivers and other job candidates, people who start but do not complete a driver profile, employer representatives and business contacts, referees, and website visitors. It covers quick contact forms and detailed recruitment questionnaires, including the pages intended for employers in the Netherlands.

Company information, such as a corporate name, fleet size or staffing requirement, is not itself personal data unless it identifies an individual. Names, work email addresses, direct telephone numbers and information about sole traders are personal data. We also treat non-public recruitment briefs and commercial information confidentially.

This notice covers recruitment and website activity. If ACE becomes your employer or engages you as a worker, we provide a separate notice for employment, payroll, statutory reporting and occupational health. An employer to whom we introduce you is responsible for its own recruitment and employment processing.

3 Information we collect

Drivers and candidates

• Contact details: name, email address and/or telephone number, country and city of residence, preferred contact channel, contact time and language.
• Availability and eligibility: intended start date, notice period and the information needed to establish whether you have the right to work in your preferred country.
• Professional qualifications: licence categories, issuing country and expiry dates; Code 95/CPC, tachograph card and ADR status, relevant expiry dates, other certificates and training needs.
• Experience and skills: years of driving, vehicle and trailer experience, routes, cargo-related skills, languages and relevant work history or a CV you choose to provide.
• Job preferences: countries, depot and commuting preferences, vehicle types, loading duties, rotations, time at home, shifts, crew arrangements, travel, accommodation, contract type, pay expectations, benefits and other job-related priorities.
• Recruitment records: communications, interview arrangements, factual assessment notes, agreed employer introductions, outcomes, form reference numbers, completeness status and records of your privacy choices.

We use only information relevant to the role and the recruitment service. Please do not include passport or identity-document numbers, copies of identification documents, bank details, family information or unnecessary personal information in the initial forms. Qualification status and expiry dates normally suffice at this stage.

Employers and business contacts

We collect company and country details, depots, the contact person’s name, role, business email and telephone number, and the recruitment brief. The brief may describe staffing numbers, start dates, vehicles, routes, working arrangements, required qualifications, pay, benefits, selection and onboarding. We also keep related correspondence and, where a service is agreed, relevant contract and invoicing records.

Employers should describe document types and job requirements rather than upload individual workers’ documents or health information. If you give us another person’s details, tell them about this notice and make sure you are entitled to disclose those details.

Website and technical information

Operating the website and forms can involve IP addresses, request timestamps, browser and device information, language preferences, security events, submission references, delivery status and consent records. Optional browser storage and drafts are explained in sections 5 and 11.

4 Where information comes from

Most information comes directly from you through our forms, email, telephone conversations, interviews or documents you send. Recruitment information may also come from an employer involved in your application, a referee you nominate, or a professional recruitment source that makes information available for that purpose.

We do not treat information on a private social-media profile as a recruitment record. Before requesting a reference, we agree with you which referee may be contacted; we do not contact your current employer without your agreement.

If we obtain your personal data indirectly, we tell you the relevant source, the categories obtained and how we use them, normally at our first contact and no later than one month after obtaining them. If disclosure to another recipient would occur earlier, we provide this information no later than that disclosure, subject to the specific exceptions in GDPR Article 14.

5 Why we use data and our legal bases

Current recruitment and responding to your request

We use submitted profiles to understand your current job search, discuss suitable vacancies, assess relevant qualifications, arrange interviews and manage agreed introductions. We rely on legitimate interests under Article 6(1)(f): our interest in providing recruitment services, employers’ interest in filling suitable vacancies, and candidates’ interest in receiving the recruitment assistance they request. We limit this processing to relevant information and reasonable expectations, and balance those interests against your rights. You may object at any time for reasons relating to your situation.

A request to stop recruitment is acted on promptly. An acknowledgement that you have read this notice is not consent to unrelated uses. Where we actually enter into a contract with you personally, necessary contract performance or steps you request before that contract are instead covered by Article 6(1)(b); we explain that processing when the arrangement is made.

Optional candidate pool for later vacancies

With your separate consent under Article 6(1)(a), we retain your profile and use your professional background and stated preferences to consider you for later driving vacancies and contact you through the channels you select. The period is up to 12 months (365 days) from your opt-in. This choice is optional and does not affect the handling of your current recruitment request. We ask for a fresh opt-in before extending the period. Silence, opening a message or an internal database update does not renew consent.

Optional saving of an unfinished driver profile

Where the form offers online saving before final submission, this starts only after you choose the separate save-and-continue option. We use the answers saved after that choice, your contact details, a reference number, progress and timestamps to preserve the unfinished profile. The legal basis is your consent under Article 6(1)(a). We keep an unsubmitted online draft for up to 30 days after your last edit, unless you withdraw this choice sooner or submit the profile.

An unfinished profile is marked "Incomplete profile" and is not presented to employers as a completed application. Saving it does not subscribe you to the candidate pool or marketing. We contact you to help complete it only if you separately request that assistance. You can complete and submit the form without choosing online draft saving. A form that does not offer this option does not send its answers to our recruitment database merely because you type into it.

Employer enquiries and service administration

We use business contacts and recruitment briefs to respond to enquiries, prepare proposals, clarify job requirements, recruit drivers and administer our business relationship. For employees and representatives of a corporate client, the legal basis is Article 6(1)(f), reflecting our and the client’s legitimate interest in communicating and delivering the requested service. Article 6(1)(b) applies where the individual concerned is personally the contracting party, for example a sole trader.

Security and legal responsibilities

We use proportionate technical information to prevent abuse, maintain reliable forms and investigate incidents under Article 6(1)(f). We handle rights requests and maintain necessary accountability records under Article 6(1)(c), in connection with GDPR Articles 5(2), 7(1) and 12–22 as applicable. Invoices and supporting accounting records are retained under Article 6(1)(c) and section 169 of Hungary’s Act C of 2000 on Accounting. Relevant evidence needed to establish, exercise or defend legal claims is processed under Article 6(1)(f).

Marketing

Submitting a profile, saving a draft or requesting recruitment services does not add you to a general marketing list. If we offer promotional subscriptions, they require a separate choice and explain their content and channels. You can withdraw marketing consent or object to direct marketing at any time, and we then stop that marketing. Communications needed to handle a recruitment request are separate from general promotional messages.

6 Sensitive information and verification

The initial recruitment forms are not intended to collect medical records, diagnoses, disability details, ethnicity, religion, trade-union membership, biometric identification data or criminal-record documents. Please avoid including these in free-text answers or attachments. We remove or restrict unnecessary sensitive information if it is received.

If a later stage requires health, adjustment or other special-category information, we first identify both an Article 6 legal basis and an applicable Article 9 condition and provide a specific explanation. Occupational-health details should be handled through the appropriate professional channel; a recruiter should receive only the minimum legally necessary conclusion. General consent to recruitment does not authorise health-data processing.

Criminal-record information is requested only where an identified law permits it and the safeguards in Article 10 apply. Any later identity, right-to-work or qualification verification is limited to what is necessary for the role, with the purpose, recipient and retention explained before documents are requested.

7 Who may receive information

• Authorised ACE personnel responsible for recruitment, client service, administration and necessary IT support, subject to confidentiality and access restrictions.
• Potential employers involved in an introduction you agree to. Before disclosing your identifiable profile, we identify the employer and the role and confirm that you wish to proceed. We disclose only the relevant information and do not give employers general access to our candidate database.
• Service providers supporting website hosting, form submission, business email, document generation, storage and IT administration. The questionnaire workflow uses Google Apps Script, Google Sheets and Google Drive for submission handling, recruitment records and PDF summaries, together with the configured email service.
• Professional advisers, competent authorities and courts where necessary for a defined legal duty or claim.

Providers processing data on our behalf must act under appropriate data-processing terms and our instructions. Employers usually act as independent controllers for their own selection and employment decisions and must give you their privacy information. Agreeing to an introduction is a safeguard in our recruitment process; it is not blanket permission for the employer to use your data for other purposes.

We do not sell candidate or contact lists, publish identifiable profiles, or disclose a profile to an employer you have excluded. A reference code alone does not make a profile anonymous. Where we use a genuinely anonymous candidate summary, we first remove information that could reasonably identify you.

Submitted answers may be recorded in an access-controlled spreadsheet, summarised in a PDF and included in internal email notifications. These copies remain subject to the same purpose, access and retention rules. A PDF or draft you download to your own device is under your control.

8 International processing

We are established in Hungary and recruit across countries. A transfer between EEA countries is not a transfer outside the EEA. For an agreed introduction to an employer outside the EEA, we explain the destination, recipient and relevant protection before disclosure.

Our cloud providers and their support or subprocessing operations may process information outside the EEA, including in the United States and other countries listed in the relevant provider’s subprocessor information. We permit such processing only where a valid GDPR Chapter V mechanism applies: an applicable European Commission adequacy decision or, where that is unavailable, appropriate safeguards such as the Commission’s Standard Contractual Clauses, together with any necessary transfer assessment and supplementary measures.

You may ask recruitment@eurodriverjobs.com for the recipients, destinations and mechanism applicable to your information and for a copy of the relevant safeguards, with confidential commercial information protected where necessary. Consent to an application or an employer introduction is not a substitute for an appropriate international-transfer mechanism.

Google’s published contractual information is available at https://cloud.google.com/terms/data-processing-addendum/ and its Workspace subprocessor information at https://workspace.google.com/terms/subprocessors/. The terms applicable to our actual account and services determine the contractual safeguards.

9 How long we keep information

We delete or irreversibly anonymise information when it is no longer needed for the stated purpose. The following limits apply to the recruitment records we control. A shorter period applies when the purpose ends sooner and no separate lawful reason for retention remains.

If a particular complaint, investigation or legal claim requires longer retention, we isolate only the relevant records, limit their use to that matter, review the need and remove them when the justification ends. The existence of a possible claim does not automatically extend every candidate record. We tell you if a legal requirement prevents us from fulfilling an erasure request.

Deletion covers our working spreadsheets, stored PDFs, email copies and controlled exports. Copies in restricted recovery systems follow the provider’s deletion cycle and are not used for fresh recruitment. Google’s published data-processing terms allow up to 180 days for final backend deletion after an irrecoverable deletion instruction; recovery or trash periods can precede that instruction. If a backup is restored, deletion instructions must be reapplied. We cannot erase files you independently downloaded, or an employer’s independently controlled records, but we notify relevant recipients of rectification, erasure or restriction where GDPR Article 19 requires it.

10 Human review and profile status

The recruitment forms validate entries, generate documents and may show whether required answers are complete. "Complete profile" means that the required form fields have been supplied; it does not certify documents, guarantee accuracy, confirm legal eligibility or promise a job. "Incomplete profile" identifies missing answers.

Recruitment staff review profiles and job requirements. The forms do not make decisions that automatically hire, reject or otherwise significantly affect you solely through automated processing. Matching considers job-related information such as qualifications, languages, experience, location, availability and work preferences. If we introduce materially different automated ranking or decision-making, we first explain the processing, its significance and your safeguards in an updated notice.

11 Cookies and storage on your device

The forms can use your browser’s language setting to choose a display language. A saved language preference is stored locally until you change it or clear the relevant browser storage. Choosing a display language does not itself send your written answers to a translation service.

Where offered, "Remember draft on this device" stores the answers in that browser after you select it. It is separate from online draft saving and does not, by itself, submit the form. The driver form treats a local draft as expired after 30 days without an edit and removes it when the form next runs its expiry check. The employer form’s local draft remains until you turn off remembering, reset the form or clear its browser storage. Downloaded draft files and PDFs remain until you delete them. Avoid these options on shared devices.

Necessary technical storage may be used to provide a service you request. Optional analytics, advertising or other non-essential tracking, where offered, requires a separate choice before activation. The relevant cookie information must identify the tools, providers, purposes and durations. You can refuse or withdraw optional tracking without losing access to recruitment forms. Your recruitment or candidate-pool choice does not authorise tracking.

12 How we protect information

We apply technical and organisational safeguards appropriate to the information and risks, including controlled access, confidential handling, secure transmission, protection of stored files and procedures for responding to incidents and rights requests. Access to recruitment spreadsheets and PDFs is limited to people who need it for their role; possession of a PDF link is not intended to provide public access.

Please send only necessary information and contact us if you suspect an unauthorised disclosure. We assess incidents and notify the relevant authority and affected individuals when the GDPR requires it.

13 Your rights and how to use them

Email recruitment@eurodriverjobs.com or write to ACE Service Kft. at the address in section 1. A profile or submission reference helps us locate your record, but is not mandatory. We may request proportionate information to verify your identity if there is reasonable doubt; we do not routinely require an identity-document copy.

• Access: ask whether we process your data and obtain a copy and information about the processing.
• Correction: ask us to correct inaccurate information or complete relevant missing information.
• Erasure: request deletion where the GDPR conditions apply.
• Restriction: ask us to limit processing, for example while accuracy or an objection is assessed.
• Portability: where processing is automated and based on consent or a contract with you, receive the personal data you supplied in a structured, commonly used, machine-readable format, and request transfer to another controller where technically feasible.
• Objection: object, for reasons relating to your situation, to processing based on legitimate interests. We stop unless we demonstrate compelling overriding grounds or need the data for legal claims. You have an unconditional right to object to direct marketing, including related profiling.
• Withdrawal: withdraw consent for optional draft saving, future-vacancy retention or marketing at any time, as easily as giving it. Withdrawal does not affect the lawfulness of earlier processing. We do not silently switch legal bases to continue the same optional activity.
• Automated decisions: exercise the applicable rights concerning a solely automated decision with legal or similarly significant effects, including the safeguards required by Article 22.

We normally respond without undue delay and within one month. Where complexity or the number of requests justifies it, we may extend by up to two further months and explain this within the first month. Requests are normally free. Any refusal or fee must meet the GDPR conditions, and we explain the reason and your complaint options.

14 Complaints and independent help

You may contact us first, but this is not a condition of making a complaint. You can complain to the supervisory authority in the country of your habitual residence, place of work or the alleged infringement, and you can seek a judicial remedy.

In Hungary, the authority is the Hungarian National Authority for Data Protection and Freedom of Information (NAIH).

• Website and complaint information: https://www.naih.hu.
• Office: 1055 Budapest, Falk Miksa utca 9–11, Hungary.
• Postal address: 1363 Budapest, Pf. 9, Hungary.
• Telephone: +36 1 391 1400.
• General enquiries: ugyfelszolgalat@naih.hu. NAIH states that formal proceedings cannot be initiated by ordinary email; use the submission channels on its website.

15 Providing information and keeping it accurate

You decide whether to seek our recruitment assistance or send an enquiry. Fields marked as required are needed to handle that request; without relevant qualifications, preferences or a means of contacting you, we may be unable to match you to a vacancy or respond. Optional fields and choices can be left blank. The initial forms do not impose a general statutory obligation to disclose your data.

Please keep your contact details, qualification status, availability and preferences accurate. You can ask us to update or close your profile. Our driver recruitment service is intended for adults; eligibility for a particular driving role is assessed against the requirements of that role.

16 Changes to this notice

We update this notice when the service or the relevant processing changes. The date and version identify the current text. We explain material changes before using existing data for a new purpose and obtain fresh consent where required. Posting a revised notice does not itself create consent.

Version 1.0 | Last updated 19 October 2026.