Handle sensitive information with purpose and care.

Use only information needed for the workflow

Limit the information you provide to what is relevant for the task. More data does not automatically produce a better decision, and unnecessary information creates additional handling responsibility.

Treat candidate information as sensitive

Resumes and candidate records can contain personal and professional information. Use them only for the intended recruiting workflow, share them only with people who need them for that work, and avoid copying them into unrelated tools or messages.

Keep credentials out of shared content

Do not place passwords, access tokens, payment credentials, or private account details in candidate information, feedback, or access-request fields. Use official product interfaces and approved account channels.

Review recommendations before acting

Software-assisted analysis can organize information and surface patterns, but it may miss context or interpret it imperfectly. Review the source information and supporting reasoning before deciding what happens next.

Keep trust claims tied to verified facts

Do not infer a certification, guarantee, monitoring practice, retention rule, or data-location commitment from the product interface. OperationOS security and privacy claims should remain limited to capabilities and practices that are explicitly supported through official materials.

Pause when the safe path is unclear

If you are unsure whether information belongs in a workflow, stop before adding it. Confirm the purpose, the people who need access, and the official interface intended for the task.