Find your people Find your people Most AI products bolt on a privacy policy at the end. Piaar designed the matching engine around privacy in the first place. Here's what that means in practice.
The EU AI Act asks that AI systems be transparent about how they work. That's a standard we're building toward, not one we're claiming to have already cleared — here's what's true about matching today.
GDPR shapes how we build, not just how we write a policy. The company is based in Sweden, our core database and server functions run in EU regions, and anything optional runs on a strict consent-based model.
Privacy-by-architecture means privacy isn't enforced by policy alone. It's something we build toward at the query layer, the storage layer, and the deployment layer — including where we still have work to do.
Two places, and we'd rather name both than let you assume.
Matching. A text-embedding model (Qwen3-Embedding-0.6B, run by us on Google Cloud in europe-west1) turns each skill name into a vector, and your match score is how well another person's offered skills cover what you're looking for. It sees skill names only — never your messages, photos, or location. Distance is a range filter and a tiebreak, not part of the score itself. A small number of promoted jobs or events can appear at the top of a list, always clearly labelled "Promoted"; nothing else affects order.
Moderation. Content you publish publicly is checked before other people see it: events, articles, event announcements, job posts, job-alert messages, and the "workplace" field on your profile. Google Cloud Natural Language reads the text; Cloud Vision SafeSearch looks at the images. As currently configured, both run on Google's global default infrastructure rather than an EU-restricted endpoint — our core database and server functions are EU-hosted, but this particular check isn't pinned to the EU today. Your private one-to-one messages are never sent to either of these systems.
If you're Discoverable and switch on "Open to opportunities," your match score against a job is also what a job alert's minimum-score threshold is checked against, and it's what a recruiter sees if you tap "I'm interested" on their job — see our privacy policy for exactly what a recruiter can and can't see. We treat this as a system that plausibly falls under the EU AI Act's rules for job-related AI, and we're keeping job alerts limited while we work through what that requires.
Automated checks are wrong sometimes. Nothing is permanently deleted on a machine's say-so alone: flagged content is held for human review, and you can challenge any decision by emailing privacy@piaartech.com. A person reads every appeal, and we aim to reply within five working days.
A short list because we want it to be checkable. If you ever find us violating one of these, write to us — we'll publish the fix or explain why we can't.
Email privacy@piaartech.com and we'll send a plain-language explanation of the skills a score is based on, within one month — a commitment we hold ourselves to, in the spirit of the EU AI Act's transparency requirements.
Usage analytics are off unless you switch them on, carry no account identifier, and are never used to rank, score, or profile you. Switching them off deletes the identifier and stops collection immediately.
Not to advertisers, not to data brokers, and not for money to recruiters either. If you apply to a job, a recruiter does receive some of your data with your consent — see our privacy policy for exactly what. We won't transfer your data as part of an acquisition without your re-consent.
Your Piaar profile is what you put in Piaar. We don't import from LinkedIn, GitHub, or anywhere else without your direct action.
We don't yet publish a running changelog of matching changes, but if a significant change would affect your score, email us and we'll explain what changed and why.
Deleting your account in-app removes your profile from search and matches immediately. We don't run scheduled backups of this database, so there's no rollover period behind it — a few things survive deletion only because they're someone else's record or a legal record, listed in full on our deletion page.
Our database and server functions run in EU regions. Some underlying Google services we depend on — like push notifications and the content-moderation checks above — run on Google's global infrastructure rather than an EU-pinned one. Where a processor sits outside the EU/EEA, we rely on Standard Contractual Clauses or an equivalent safeguard.
We ask for what a match needs — the skills you offer and seek, a rough location, and your consent. Nothing we can't justify, and nothing kept running in the background.
If we experience a data incident, GDPR requires us to notify our supervisory authority within 72 hours of becoming aware of it. If it's likely to put you at risk, we'll tell you directly too, without undue delay, and explain what happened once we understand the scope.
The features we said no to are as much a part of the product as the ones we said yes to.
"You've been on a 7-day streak" is a gambling mechanic with a friendlier name. We don't use them.
If we haven't heard from you in a week, we won't ping you with a manufactured reason. We trust you to come back when it's useful.
No infinite scroll, no engagement-optimized timeline. People are ranked by skills score, then by distance. Jobs and events can include one clearly labelled "Promoted" item — nothing else affects order.
Location and Bluetooth are requested only in the moment a feature needs them — never kept running in the background to follow you around.
No pre-checked consent boxes, no "remind me later" buttons hidden in grey. Decline is as easy as accept.
No pixel on partner sites, no shared advertising ID, no cohort analysis sold to third parties.
If a match score looks wrong, a feature feels off-mission, or a privacy commitment looks like it's been broken — write to us. We answer everything.
Get in touch →The whole product is open about how it works. Try it for yourself.
