The Interview Confidentiality Agreement is essential for protecting sensitive business information during recruitment processes under Danish law. It should be used whenever candidates may be exposed to confidential information during interviews, particularly in situations involving technical discussions, strategy reviews, or when candidates might access sensitive business data or personal information. The agreement ensures GDPR compliance and includes specific provisions required under Danish legislation, including the Danish Data Protection Act and Trade Secrets Act. This document is particularly crucial for positions involving access to sensitive information, strategic roles, or technical positions where proprietary information might be discussed during the interview process.
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Key Requirements PROMPT example:
Interview Confidentiality Agreement
I need an Interview Confidentiality Agreement under Danish law for our tech startup's senior developer recruitment process, with extra protection for our AI algorithms and emphasis on GDPR compliance.
1. Parties: Identifies the company conducting the interview and the interview candidate
2. Background: Brief context about the interview process and purpose of the agreement
3. Definitions: Defines key terms, particularly 'Confidential Information', 'Interview Process', and 'Purpose'
4. Scope of Confidential Information: Specifies what information is considered confidential during the interview process
5. Confidentiality Obligations: Core obligations regarding non-disclosure and proper use of confidential information
6. Data Protection Compliance: Addresses GDPR compliance and handling of personal data
7. Duration and Survival: Specifies how long the confidentiality obligations last
8. Return of Confidential Information: Requirements for returning or destroying any confidential materials
9. Breach and Remedies: Consequences of breaching the agreement and available remedies
10. Governing Law and Jurisdiction: Specifies Danish law as governing law and jurisdiction for disputes
1. Non-Solicitation: Optional clause preventing the candidate from soliciting employees or customers, useful for senior positions
2. Intellectual Property Rights: Additional provisions about IP ownership, particularly relevant for technical or creative roles
3. Third Party Rights: Provisions regarding confidential information belonging to third parties, useful when third party information might be disclosed
4. Interview Recording Consent: Required if the interview process includes video or audio recording
5. Assignment: Provisions about transferability of the agreement, relevant for corporate restructuring scenarios
1. Schedule 1 - Interview Process Description: Detailed description of the interview stages and types of information that may be shared
2. Schedule 2 - Acknowledged Receipt of Materials: List of any specific confidential materials provided to the candidate
3. Schedule 3 - Data Processing Information: Detailed information about personal data processing during the interview process as required by GDPR
Authors
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Healthcare
Professional Services
Manufacturing
Research & Development
Pharmaceuticals
Defense
Telecommunications
Consumer Goods
Energy
Media & Entertainment
Relevant Teams
Human Resources
Legal
Recruitment
Compliance
Information Security
Executive Management
Corporate Communications
Research & Development
Finance
Information Technology
Relevant Roles
Chief Executive Officer
Chief Technology Officer
Senior Developer
Product Manager
Research Scientist
Financial Controller
HR Director
Legal Counsel
Sales Director
Marketing Manager
Technical Architect
Business Analyst
Strategy Consultant
Operations Manager
Information Security Officer
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