Honest applications require clear safeguards

• No invented experience, qualifications, employers, results, or credentials.
• Every supported requirement needs evidence before publication.
• Mandatory credentials can require a direct candidate answer.
• Missing evidence remains missing; related experience is not silently promoted to direct proof.
• Private coaching and internal analysis are removed from public page data.
• Recruiters see source labels and an honest limitation rather than a fake precision score.

• Remove national ID, passport, banking, medical, and other unnecessary sensitive information before upload.
• Do not include a reference's private contact details without permission.
• Review which phone, email, WhatsApp, and LinkedIn fields are public before publishing.
• Share the public link only with intended recipients, while remembering that they can forward it.
• Delete pages that are no longer needed.

• File and request-size limits reduce accidental oversized uploads and denial-of-service risk.
• Server-side normalisation caps fields, sanitises links, and rejects unsupported data shapes.
• Draft pages are not served publicly; publication requires server-side gates.
• Generated public slugs are difficult to guess, but are not passwords.
• Service credentials remain server-side.
• Deletion routes remove profiles, related pages, jobs, and events from the active store.

Report impersonation, a page published without authority, fabricated credentials, privacy violations, harassment, discrimination, illegal content, or dangerous advice. Include the public page URL, the problem, and how you are connected to the affected information. Do not send identity documents unless the operator specifically requests a secure verification method.

Report a suspected vulnerability privately before public disclosure. Include reproduction steps and impact, avoid accessing unrelated data, do not degrade the service, and stop testing if personal information is exposed. The operator should acknowledge valid reports and coordinate remediation and disclosure in good faith.

• Verify job-related facts and provide candidates a correction route.
• Do not treat an absent CV statement as proof that the candidate lacks a skill.
• Do not use protected characteristics, inferred sensitive traits, or irrelevant personal information.
• Do not automate rejection solely from PickMe output.
• Document the purpose, human oversight, testing, and legal basis before using PickMe in an agency or employer workflow.

If the operator confirms unauthorised access, disclosure, alteration, or loss, the response should include containment, evidence preservation, risk assessment, provider coordination, remediation, and legally required notification to regulators and affected people. Users should change any exposed credentials and contact relevant authorities where there is a credible risk of fraud or identity theft.

PickMe is not an emergency, legal, immigration, medical, or law-enforcement service. For immediate danger, fraud, identity theft, or threats, contact the relevant local authority or emergency service.