Employment Screening — Terms for Candidates

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Document	Employment Screening Terms (candidate-facing)
Version	2026-10-12 · Effective October 12, 2026
Accepted by	The candidate, in the Carousel application flow, before any check runs
Sits alongside	Carousel Terms & Conditions (applicant-facing) · Privacy Policy. An employment screening is a Customer-Sponsored Application under section 3.2 of those Terms.
Counterpart	Employment Screening Terms (employer-facing) and the Employment Screening Acceptable Use Policy, which bind the employer

#In short

• An employer asked for this. They are considering you for a job and want to verify a few things.
• It costs you nothing. The employer pays. We will never ask you for money.
• Nothing happens until you agree. Every check waits for your consent, and you can stop.
• Checking your credit will not affect your score. Where a credit check is part of the screening, it is a soft inquiry.
• Carousel does not decide anything. We do not score you, rank you, or advise the employer. The decision is theirs alone.
• You can see what we found and challenge it. Records are wrong more often than people think.

#1. Who is involved

You are the candidate. The employer is the organisation considering you for a position; they asked for the screening and they pay for it. Carousel (on Carousel Inc.) runs the screening: we collect your consent, ask our providers to perform the checks, and return the results to the employer.

Carousel is not your employer, not a party to your application, and not involved in the hiring decision.

#2. What you are agreeing to

Before anything runs, the flow shows you which checks the employer selected and asks you to agree. You are agreeing that we may carry out those checks and give the results to that employer, for that position.

Depending on what the employer selected, that may include:

• Confirming your identity. You photograph a government ID and take a selfie. Our provider reads the document, checks it is genuine, and compares your face to the photo on it to confirm you are the same person. This involves biometric information about you; how it is handled, stored and destroyed is described in our Privacy Policy and in the separate consent shown at that step.
• Your credit file. We ask a credit reporting agency for your credit information so the employer can assess you for this position. This is a soft inquiry — it does not affect your credit score.
• A police check. We ask our provider to search for criminal records in your name.
• Québec penal court records. For positions in Québec, a search of Québec penal court records in your name.

Employment screening does not include bank account, income, court or eviction checks. Those are part of our rental product and are not run here.

#3. You must be 18 or over

Employment screening on Carousel is available only to candidates aged 18 or over. If you are under 18, do not complete the flow — speak to the employer directly about another way to proceed.

#4. You never pay

The employer pays for the screening. Carousel will never charge you for an employment screening or any part of it, and an employer is not permitted to pass the cost to you or to make payment a condition of being considered. If anyone asks you to pay to complete a Carousel employment screening, tell us.

#5. Who will see your results

Your results go to the employer who asked for the screening. Specifically:

• The employer, in their Carousel account.
• People at the employer they have given access to — typically the people involved in hiring for that position.
• Software the employer has connected, if they have connected any and allowed it to read results. This is often the system they use to manage job applications.

Nobody else. We do not sell your information, we do not use it to advertise to you, and we do not share it with other employers. We may disclose information where the law requires it, and we use service providers to operate the platform, as described in our Privacy Policy.

The employer is required to use your results only to assess you for the position you applied for, to keep them secure, and not to pass them on. Those obligations are in the Employment Screening Acceptable Use Policy, which they agree to before they can screen anyone.

#6. What Carousel does not do

• We do not decide whether you are hired, and we do not recommend an outcome.
• We do not score, rate, rank or grade you.
• We do not tell the employer what a result means or whether it should matter.
• We do not add anything to what our providers return.

If the employer decides against you, that is their decision and their reasoning, not ours.

#7. If something is wrong

Records are sometimes mismatched, out of date or incomplete — people with similar names, old records that should have been removed, information entered incorrectly.

• You can ask us what was returned about you, and which provider produced it. We will tell you.
• If something is wrong, the correction is made with the provider that holds the record, not with us — we cannot change what a provider returns. We will identify the provider and how to reach them, and help you get there.
• Tell us as well. We will let the employer know that a result is disputed.

#8. If the employer decides against you

If something in your results would count against you, the employer is required to tell you what it is and give you a fair chance to respond or correct it before their decision is final. That obligation is theirs, and it is in the policy they agreed to.

There are also limits on what an employer may do with what they find. Human rights law in most of Canada restricts decisions based on a criminal record, particularly where the offence has nothing to do with the job or where a pardon or record suspension has been granted. If you believe an employer has made a decision they were not entitled to make, that is a matter between you and them, and human rights commissions and tribunals exist for it. We can tell you what was sent to them and when.

#9. Your choices

• You can decline. You do not have to complete a screening. If you would rather not, close the flow and speak to the employer directly. We will tell them the screening was not completed. We will not tell them why.
• You can stop partway. You can withdraw before a check completes. Checks already completed cannot be recalled, but you can ask us to delete what we hold, subject to section 10.
• You can withdraw consent later. Tell us and we will stop any processing we are doing for you and act on your request as described below.

Declining is not a decision about your application, and an employer is not permitted to treat it as more than a reason not to proceed with the screening.

#10. Your privacy

• Who holds what. The employer controls the results in respect of their hiring decision. Carousel handles your information on their instructions for that purpose, and on our own account for identity verification, fraud prevention, billing and legal compliance.
• Access and correction. You may ask for access to, or correction of, the information held about you. For information held for the hiring decision, ask the employer; if you ask us, we will pass it on and help.
• Québec. If you are in Québec, you have rights under provincial privacy law including access, correction, de-indexing and portability, and the right to complain to the Commission d'accès à l'information. Our Privacy Officer is named below.
• How long. We keep your results and the documents behind them for the period set out in our Privacy Policy, after which they are deleted or de-identified. The employer keeps their copy under their own obligations.
• Where. Where your information is processed, and by which providers, is described in our Privacy Policy.

#11. Messages from us

We will email you about your screening, and may text you a one-time passcode or a status update if you give us a number. These are transactional messages, not marketing. Reply STOP to opt out of texts; you may then need to verify another way.

#12. The rest

These terms sit on top of the Carousel Terms & Conditions and Privacy Policy, which apply to your use of the platform generally and which include provisions on acceptable use, disclaimers, limitation of liability and dispute resolution. Where these terms and those conflict on something specific to employment screening, these govern. A French version is provided and, for candidates in Québec, governs.

#13. Contact

on Carousel Inc., 5101 rue Buchan, Suite 210, Montréal, Québec H4P 1S4, Canada. Privacy Officer: Charles Papazian, privacy@oncarousel.com. Questions about a screening, or about something that looks wrong: support@oncarousel.com.