Effective Date: August 1, 2026
This Privacy Policy describes how VOYSLY, LLC collects, uses, stores, and shares information when you use the Voysly platform at voysly.ai. This Policy applies to all users of the Platform, including Employers, Candidates, and Administrators.
Voysly is an AI-powered candidate screening platform operated by VOYSLY, LLC, a Michigan limited liability company. Voysly provides services on behalf of Employers who use the Platform to screen job candidates.
Contact: hello@voysly.ai | voysly.ai
When a candidate participates in a Voysly screening interview, we collect only information the candidate provides directly, which may include:
Voysly does not scrape or collect candidate data from external sources such as LinkedIn, social media platforms, or other third-party websites. Voysly does not collect biometric identifiers. Audio recordings are used solely to analyze interview responses and are not used to create voiceprints or biometric profiles.
When you access the Platform, including our website at voysly.ai, we and our service providers may use cookies, web beacons, and similar tracking technologies to automatically collect certain information. This information may include your IP address, device identifiers, browser type and settings, operating system, language preferences, and usage details about how you interact with the Platform, such as pages viewed, links clicked, and the dates and times of access.
You can set your browser to refuse some or all cookies or to alert you when cookies are being sent; however, if you disable cookies, some features of the Platform may not function properly. To the extent any of these technologies are used in a manner that constitutes a sale of personal data, targeted advertising, or profiling under applicable law, you may exercise the choices described in Section 8 (Your State Privacy Rights), including by transmitting a recognized opt-out preference signal such as the Global Privacy Control.
We use information collected to:
Voysly does not use candidate data to make hiring decisions. All hiring, advancement, and rejection decisions are made solely by the Employer.
To deliver our Services, Voysly uses third-party AI and technology service providers that may process candidate data on our behalf. These providers are selected at Voysly's discretion and may change over time. Voysly will ensure that any such provider is subject to appropriate data protection and confidentiality obligations.
Voysly does not intentionally share candidate data with any other third parties except as described in this Policy or as required by law.
Voysly also uses cloud infrastructure and hosting providers to store and process data securely.
Voysly does not currently use candidate data, including audio recordings, transcripts, or interview responses, to train, fine-tune, or improve its AI models. Voysly reserves the right to do so in the future, subject to applicable law, with appropriate notice to users, and in accordance with its then-current Privacy Policy. Where required by law, Voysly will provide users with the ability to opt out of such use.
Voysly retains candidate data for as long as reasonably necessary to provide the Services to the Employer, unless a shorter or longer retention period is required by applicable law or agreed upon with the Employer. Employers may manage candidate data retention within their account settings.
Upon termination of an Employer's account, Voysly will handle candidate data in accordance with its then-current data practices and applicable law, with reasonable notice to the Employer.
Voysly does not sell your personal information. We share information only in the following circumstances:
Candidates may have the following rights with respect to their personal data, subject to applicable law:
Voysly will respond to data requests within a reasonable timeframe and in accordance with applicable law. Some requests may be subject to limitations based on legal or contractual obligations.
Employers may access, update, or delete candidate data within their Platform account. Employers are responsible for responding to candidate data requests related to data they control.
Employers are solely responsible for compliance with laws governing the use of automated or artificial-intelligence-assisted employment decision tools, including any obligation to conduct or commission an independent bias audit, to publish the results of such an audit, and to provide candidates with any legally required notice of the use of such tools (for example, under New York City Local Law 144 and comparable state or local laws). Voysly will, on reasonable request and subject to appropriate confidentiality protections, provide Employers with information reasonably necessary to support the Employer's compliance obligations, including documentation regarding the Platform's intended uses, known limitations, and bias-mitigation measures.
Depending on your state of residence, you may have additional rights regarding your personal data. These rights are subject to applicable law and to certain exceptions, and their exact scope varies by state. Where these rights apply, they may include:
To exercise any of these rights, contact us at hello@voysly.ai. If we decline your request, you may appeal that decision by contacting us at the same address. We will respond within the timeframes required by applicable law. Candidates may also contact the Employer through whose portal they applied. If you are a California resident, you may also have the right to know the categories and specific pieces of personal information we collect, to opt out of the sale or sharing of personal information, and to limit the use of sensitive personal information.
Voysly operates primarily in the United States and currently serves clients in the United States and the Middle East. If you access the Platform from outside the United States, your data may be transferred to, stored, and processed in the United States or other countries where our service providers operate.
Voysly relies on the following legal bases to process personal data, to the extent such legal bases are required by applicable law, if at all:
Candidates who are EU/EEA residents may have certain rights to request human review of automated processing, express their point of view, and contest automated outputs. To exercise these rights, please contact hello@voysly.ai.
Voysly develops and operates AI systems intended to support human evaluation and decision-making in recruitment. Voysly does not deploy AI systems to make final employment or selection decisions.
Voysly has implemented or is working toward the following measures:
Candidates are notified before participating in any AI-conducted interview that it is being conducted by an AI system. Before the interview, candidates are also provided with general information about how the AI screening works and the general types of characteristics it uses to evaluate candidates, and are asked to consent to evaluation by the AI system. Candidates who do not consent will not be evaluated by the AI system. Voysly's AI outputs are decision-support tools only — Voysly does not use AI to make final employment decisions on behalf of any Employer.
Voysly is not a Consumer Reporting Agency (CRA) under the Fair Credit Reporting Act (FCRA). The Platform is not intended to generate consumer reports. Employers are solely responsible for ensuring their use of the Platform complies with the FCRA and all applicable employment laws.
Voysly uses administrative, physical, and technical measures designed to protect personal data from accidental loss and from unauthorized access, use, alteration, and disclosure. However, no system, electronic storage, or transmission is completely secure, and we cannot guarantee the absolute security of your data. Email, text, and chat communications may not be secure, so you should use care in deciding what information you send to us through those channels. The security of your data also depends in part on you safeguarding your account credentials.
The Platform is not intended for children, and we do not knowingly collect personal data from children. To the extent that an employer may desire to use Voysly in connection with applicants who are minors, such employers are solely responsible for compliance with all laws governing the employment of minors, including any youth-employment or child-labor requirements and any parental or guardian consent required to employ or screen a minor applicant. Because Employers lawfully screen applicants who are 16 or 17 years of age in certain industries, Voysly does not automatically delete applicant data on the basis of age; instead, Voysly will delete or return candidate data at the direction of the Employer or as otherwise required by applicable law. If Voysly learns that it has collected personal data from a child under 18 without appropriate authorization, it may delete that information as necessary under applicable law.
We may update this Privacy Policy from time to time at our discretion. Changes will be posted on the Platform with an updated effective date. Your continued use of the Platform after changes are posted constitutes your acceptance of the updated Policy.
VOYSLY, LLC
Email: hello@voysly.ai
Website: voysly.ai