Privacy Policy

Last updated: August 4, 2026

Agile Employment ("Agile Employment", "we", "us" or "our") is a staffing and recruitment agency based in Mississauga, Ontario. We work with job seekers and with employers across the Greater Toronto Area, and that work depends on personal information. This Privacy Policy explains, in plain language and in detail, what personal information we collect, why we collect it, how we use it, who we share it with, how long we keep it, how we protect it, and the rights and choices you have. It applies to our website, to our recruitment and staffing services, to our offices, to our phone and email communications, and to the events and job fairs we attend.

We handle personal information in accordance with the Personal Information Protection and Electronic Documents Act, with Ontario employment standards, human rights, occupational health and safety and workplace insurance legislation, and with Canada's anti spam legislation. We treat privacy as part of professional respect. We collect what we genuinely need to place people in good work, we explain why, and we do not sell personal information to anyone.

1. Who is responsible for your information

Agile Employment is the organization responsible for the personal information described in this policy. Our office is located at 55 Village Centre Pl Ste 200, Mississauga, ON L4Z 1V9. Our privacy officer oversees our privacy program, answers questions, reviews access requests and investigates complaints. Contact details appear in the final section of this policy.

2. The personal information we collect

2.1 Information from candidates and workers

Identity and contact information such as your full legal name, preferred name, home address, email address, phone number and emergency contact.
Employment information such as your resume, cover letter, work history, job titles, duties, reasons for leaving, references and reference feedback.
Qualification information such as education, diplomas, trade certifications, forklift or equipment licences, WHMIS and other safety training records, and any professional designation relevant to a role.
Eligibility information such as proof that you are legally entitled to work in Canada, your Social Insurance Number where we are the employer of record and are required to collect it for payroll and tax reporting, and your date of birth where it is needed to confirm minimum age for a safety sensitive role.
Assignment information such as shifts worked, timesheets, attendance, worksite, supervisor feedback, performance notes, discipline records, incident and injury reports, and the reason an assignment ended.
Payroll and financial information such as your rate of pay, banking details for direct deposit, tax forms, statutory deductions, garnishment orders where legally required, and records of payments made to you.
Health and safety information limited to what is necessary, such as a workplace injury report, a functional abilities form supporting a return to work, or an accommodation need. We collect the functional information we need to keep you safe and to accommodate you, not your diagnosis or medical history.
Background information where the role lawfully requires it and where you have given consent, such as a criminal record check for a security sensitive position or a driver's abstract for a driving role.
Voluntary self identification information where you choose to provide it for accessibility or inclusion purposes. Providing it is always optional and it never affects your candidacy.

2.2 Information from clients and prospective clients

Business contact details for the individuals we work with, such as name, job title, work email, work phone number and worksite address.
Details of your staffing needs, roles, shift patterns, volumes, rates, site rules and onboarding requirements.
Account and billing information, purchase orders, invoicing contacts, payment records and correspondence about accounts.
Feedback about workers on assignment, which we use to manage placements, address performance and improve future matches.

2.3 Information collected automatically on our website

Technical information such as IP address, browser type and version, operating system, device type, screen size, referring page and preferred language.
Usage information such as the pages you visit, the time and duration of your visit, the links you click, and the forms you start or submit.
Cookie and similar technology information, described in the cookies section below.

2.4 Information from other sources

We may receive personal information from public job boards and professional networking sites where you have made your profile available for recruitment, from references you name, from a client who refers a worker to us, from a colleague or friend who refers you, from our job board at agilejobs.ca, and from service providers who help us verify credentials with your consent. Where someone refers you to us, we will tell you who referred you if you ask.

3. Why we collect and use personal information

To register you as a candidate and assess your suitability for available roles.
To present your profile to clients with live vacancies that match your skills, availability and preferences.
To arrange interviews, site tours, orientations, testing and onboarding for a specific assignment.
To verify identity, work authorization, licences and certifications where a role requires it.
To administer payroll, benefits where applicable, statutory deductions, tax remittances and records of employment.
To meet health and safety obligations, manage incidents and injuries, support return to work plans, and provide accommodation.
To manage client accounts, quotations, invoicing, collections and reporting.
To communicate with you about shifts, opportunities, schedule changes, service updates and administrative matters.
To send you job alerts, market updates or newsletters where you have asked to receive them, with an unsubscribe link in every message.
To improve our website, our matching process and our service quality using aggregated and de identified analytics wherever possible.
To prevent fraud, protect our systems, investigate misuse, enforce our Terms and Conditions, establish or defend legal claims, and comply with the law.

We do not use personal information for automated decision making that produces a legal or similarly significant effect without human review. A recruiter always reviews a shortlist before a candidate is presented to a client or declined for a role.

We collect, use and disclose personal information with your knowledge and consent, except where the law permits or requires us to act without it, for example to investigate a breach of an agreement, to comply with a subpoena or regulatory order, to respond to an emergency that threatens life or safety, or to collect a debt owed to us. Consent may be express, such as when you sign a form or check a box, or implied, such as when you send us your resume for the clear purpose of being considered for work.

You can withdraw consent at any time, subject to legal and contractual restrictions and to reasonable notice. If you withdraw consent to be presented to clients, we will stop presenting you, and we may need to explain that we can no longer place you while that withdrawal is in effect. If we are your employer of record, we must keep payroll, tax and safety records for the periods required by law even after you ask us to close your file.

5.1 Clients

We share candidate profiles with clients who have live roles. What we share is limited to what the client needs to make a hiring decision, which normally means your resume, relevant qualifications, availability and reference summary. We do not share your Social Insurance Number, banking details or date of birth with a client. Where a client requires proof of a certification for compliance, we share the certificate itself rather than a broader file.

5.2 Service providers

We use trusted service providers to run our business, including payroll and accounting providers, applicant tracking and recruitment software, background and credential verification providers, website hosting and analytics providers, email and communication platforms, cloud storage providers, insurers and professional advisors. These providers act on our instructions under contracts that require them to protect personal information, to use it only for the purposes we specify, and to return or destroy it when the engagement ends.

5.3 Legal and regulatory disclosure

We may disclose personal information where required or permitted by law, including to the Canada Revenue Agency, the Workplace Safety and Insurance Board, the Ministry of Labour, a court, a tribunal, a law enforcement agency acting under lawful authority, or a regulator conducting an inspection. We may also disclose information where necessary to establish, exercise or defend a legal claim, or to protect the safety of a person at a worksite.

5.4 Business transactions

If Agile Employment is involved in a merger, acquisition, financing, reorganization or sale of assets, personal information may be shared with the parties to that transaction under confidentiality obligations, and it will remain subject to protections substantially similar to those in this policy.

5.5 What we never do

We do not sell personal information. We do not rent or trade candidate lists. We do not share your information with unrelated marketers. We do not post your resume publicly. We do not disclose that you are looking for work to your current employer.

6. Where information is stored and cross border processing

Personal information is stored on servers located in Canada and, in some cases, with service providers that process or store data in the United States or other countries. When information is stored or processed outside Canada, it may be accessible to the courts, law enforcement and national security authorities of that jurisdiction under the laws that apply there. We select providers with strong security practices, we put contractual protections in place, and we limit what leaves Canada to what is necessary. You may contact our privacy officer for information about our policies and practices relating to service providers outside Canada.

7. How we protect personal information

Encryption of data in transit using industry standard transport security.
Access controls that limit personal information to the recruiters and administrators who need it to do their job.
Individual accounts, strong password requirements and multi factor authentication on key systems.
Locked physical storage for any paper records and secure shredding on disposal.
Confidentiality obligations in every employment agreement and every service provider contract.
Regular review of who has access, prompt removal of access when a person changes role or leaves, and periodic training on privacy and phishing awareness.
An incident response process so that a suspected breach is contained, assessed and, where there is a real risk of significant harm, reported to the Office of the Privacy Commissioner of Canada and to the affected individuals as required by law.

No method of transmission or storage is completely secure, and we cannot guarantee absolute security. We do commit to acting quickly and honestly if something goes wrong, and to telling you what happened, what information was involved and what you can do.

8. How long we keep personal information

We keep personal information only as long as it is needed for the purposes described in this policy, or as long as the law requires.

Active candidate files are kept while you remain interested in work with us and for a reasonable period afterwards so that we can contact you about suitable roles.
Unsuccessful applicant records are generally kept for up to twenty four months so we can consider you for future openings, unless you ask us to remove them sooner.
Payroll, tax and employment records are kept for the minimum periods required by the Canada Revenue Agency and by Ontario employment standards legislation.
Health and safety, incident and workplace insurance records are kept for the periods required by the applicable safety and insurance legislation.
Client account and billing records are kept for the periods required for accounting, tax and limitation purposes.

When information is no longer needed, we securely delete it or destroy it, or we render it anonymous so that it can no longer identify anyone.

9. Your rights and choices

Access. You may ask what personal information we hold about you, how it has been used and to whom it has been disclosed. We will respond within thirty days, or tell you if we need an extension and why.
Correction. You may ask us to correct information that is inaccurate or incomplete, and we will amend the record and, where appropriate, notify anyone we shared the incorrect information with.
Withdrawal of consent. You may withdraw consent to specific uses, subject to the legal and contractual limits described above.
Deletion. You may ask us to close your file and delete information we are not legally required to keep.
Marketing choices. You may unsubscribe from job alerts and newsletters at any time using the link in the message or by contacting us. We will still send you operational messages about an active assignment.
Complaint. You may complain to our privacy officer, and if you are not satisfied with our response you may contact the Office of the Privacy Commissioner of Canada.

We may ask you to verify your identity before we act on a request, so that we do not disclose information to the wrong person. There is no charge for a reasonable access request, and we will tell you in advance if a large or repeated request would attract a cost.

10. Cookies and website analytics

Cookies are small text files placed on your device by a website. We use a small number of cookies and similar technologies to keep the site working correctly, to remember preferences, and to understand in aggregate how visitors use the site so that we can improve it. Strictly necessary cookies keep pages secure and functional. Analytics cookies help us count visits and see which pages are useful. Any analytics we run is configured to avoid collecting more personal information than necessary.

You can control cookies through your browser settings, including blocking them or deleting them. If you block strictly necessary cookies, parts of the website may not work as expected. We do not use cookies to build advertising profiles about job seekers, and we do not target job seekers with third party advertising based on the roles they view on this site.

11. Third party websites and job board

Our website links to third party services, including our job board at agilejobs.ca, Google Maps for our office location, and social media pages such as LinkedIn. Those services collect information under their own privacy policies, which we do not control. When you apply through a third party job board, that platform receives your information under its own terms before it reaches us. We encourage you to read the privacy policy of any service before you use it.

12. Email and text communication

We send commercial electronic messages only where we have consent or where an existing business relationship permits it under Canada's anti spam legislation. Every commercial message identifies Agile Employment, includes our contact information and includes a simple way to unsubscribe. Text messages about shifts, start times and site details are operational messages tied to an active assignment, and you can ask us to use email or phone instead at any time.

13. Children

Our website and services are directed to adults seeking work and to businesses seeking workers. We do not knowingly collect personal information from children. If you believe a child has provided us with personal information, contact us and we will delete it.

14. Accessibility

We are committed to meeting the requirements of the Accessibility for Ontarians with Disabilities Act. If you need this policy, a form, a job description or any part of our recruitment process in an alternative format, or if you need an accommodation to participate in a hiring process, contact us and we will work with you to arrange it. We keep accommodation information confidential and share only what a client needs to implement the accommodation.

15. Changes to this policy

We review this policy regularly and may update it to reflect changes in our services, our technology or the law. When we make a material change we will update the date at the top of this page and, where appropriate, notify affected individuals directly. Continued use of our website or services after a change means you accept the updated policy. We encourage you to review this page from time to time.

16. How to contact us

If you have a question about this policy, want to access or correct your information, want to withdraw consent, or want to make a complaint, contact our privacy officer. We take every privacy question seriously and we will respond promptly.

Email: info@agileemployment.ca
Phone: (905) 606-0277
Toll free: 1-800-344-4078
Office: 55 Village Centre Pl Ste 200, Mississauga, ON L4Z 1V9

If you are not satisfied with how we have handled your concern, you may contact the Office of the Privacy Commissioner of Canada. We would appreciate the chance to resolve the matter with you first, because we would rather fix a problem directly than have you feel unheard.