Candidate Privacy Notice
Introduction
This Candidate Privacy Notice (“notice”) applies to individuals who have applied for a job at GE Vernova; been contacted as a talent prospect; or joined the GE Vernova Talent Community (collectively referred to in this notice as “Candidates”) and describes the types of Personal Information that GE Vernova obtains and processes about its Candidates (“Candidate Data”), how and why it is used, and with whom it may be shared in connection with the recruiting process.
This notice applies globally and is supplementary to the GE Vernova Privacy Policy and the GE Vernova Commitment to the Protection of Personal Information (BCR) which further describe the measures GE Vernova takes to safeguard all Personal Information it processes, including Candidate Data. GE Vernova will process Candidate Data in accordance with this notice, unless in conflict with requirements of applicable law, in which case applicable law will prevail. This notice does not form part of any contract of employment offered to Candidates hired by GE Vernova.
GE Vernova Talent Community
Candidates may opt in to the GE Vernova Talent Community at any time by visiting Talent Community. Joining the Talent Community is entirely voluntary and is not a condition of applying for jobs at GE Vernova. Choosing not to join will not affect any decisions made about current or future job applications. Candidates can opt-out of the Talent Community at any time as described in ‘GE Vernova Candidate Rights’ below.
Future Prospects
Candidates who opt in to the GE Vernova Talent Community, or who agree to be contacted about other open roles when submitting a job application, consent to GE Vernova retaining and using their Candidate Data to consider them as a future prospect for other employment opportunities. GE Vernova may also combine Candidate Data obtained from the Candidate with information it obtains independently about them from publicly available sources and may add this to their Talent Profile. GE Vernova uses this information for recruitment purposes, including to assess the Candidate’s suitability for roles for which they may not have applied, and to contact them by email and by other electronic means about other job opportunities and GE Vernova news. If a Candidate decides to opt-out, they can do so as described in ‘GE Vernova Candidate Rights’ below.
Sources of Data Collection
Candidate Data may be collected directly from Candidates (e.g., contact information and resume/cv provided in a job application), or obtained indirectly (e.g., education, work history and skills related information from publicly accessible sources such as external professional and employment-related online platforms and directories where such data has been made public, or from a third party such as an employment referee, a third party consultant or a recruitment professional who is carrying out work on behalf of GE Vernova.
Where legally required, GE Vernova may ask for additional information concerning instances where a Candidate, or someone close to them including certain family members or business partners, works or has worked with a government in a specified manner. In these circumstances, additional instructions will be provided to the Candidate during their application. Candidates should inform and seek agreement from any family member or business partner about whom GE Vernova has asked for information, prior to disclosing this to GE Vernova.
Types of Candidate Data
Processing refers to any action performed on Candidate Data, such as collecting, recording, organizing, storing, transferring, modifying, using, disclosing, or deleting it. The types of Candidate Data processed by GE Vernova may differ depending on a Candidate’s individual circumstances (e.g., processing a work visa or checking the validity of a driving license may not apply to all Candidates or all job roles). The following list of Candidate Data that GE Vernova typically processes is therefore illustrative only and is a non-exclusive list.
Sensitive or special categories of data are only processed where collection is permitted or required by law, or where this information is voluntarily disclosed by the Candidate. GE Vernova does not request or consider information about protected characteristics (e.g., religion, sexual orientation, or political opinions) in connection with recruiting. If a Candidate has a disability or a health condition and would like GE Vernova to consider reasonable adjustments or accommodations, the Candidate may provide that information during the recruiting process.
| Candidate Data Types | Non-exclusive examples of Personal Information |
|---|---|
| Identification Data | Name, date of birth, place of birth, nationality, citizenship, gender, photo image, ethnicity (if law permits), signature. |
| Contact Information | Personal and work-related postal address(es), phone number(s), email address(es), and professional social media account details. |
| Information about Personal life or health | Marital status, dependents, beneficiaries, social benefits entitlements, military service, political and religious beliefs, professional association membership, health or disability data. |
| Government ID / Official Authorization Data | Copies and numbers of a National Identification card, passport, driving license, work permit, social security card, visa or immigration status1 including digital formats where required to be used by law. |
| Education / Employment Data | Job role and position, job application data, training and employment history, educational study history and achievements (including academic grades), work experience, certifications, professional licenses and qualifications, skills and competencies including any languages spoken, professional job band, length of service, employment references, and where disclosed, performance at work. |
| Screening and Verification Results | The results of background screening and verification checks, prior to employment (as permitted in local law), which may include responses from a third party to substantiate a Candidate’s prior work or education history, or the outcome of criminal records checks and/or alcohol or drug tests. If a Candidate fails background checks, they may be considered ineligible for future employment with GE Vernova. |
| Personal Financial Information | Bank or other financial account number (e.g., for travel reimbursement), and where voluntarily provided, the candidate’s current and former compensation, salary, incentives, bonus, other financial rewards and recognition, benefits, tax deductions, garnishments, stock, restricted stock units/stock option information, and expense reimbursements. |
| Location / Activity Information | Place of work and home working arrangements, dates on which the Candidate applied for roles and the outcome of those applications. |
If a Candidate does not provide certain Candidate Data to GE Vernova, this may prevent GE Vernova from complying with its legal obligations or in conducting necessary steps in its recruitment process, and this may affect their ability to apply for or receive an offer of employment. When GE Vernova requests Candidate Data, it will explain the potential consequences of not providing it (e.g., failing to provide evidence of the right to work in a country could result in GE Vernova being unable to offer employment).
Legal Basis for Processing
Where permitted in law, GE Vernova may rely upon the necessity to perform a contract, compliance with its legal obligations, or its legitimate interests (or those of its third parties), as its legal basis
1 In some countries, GE Vernova will not process photographs or copy official documents issued by public authorities (e.g., National ID Cards) unless required by law or a public authority. for processing Candidate Data. Where GE Vernova processes sensitive or special categories of data as described this notice, it does so in reliance on an exemption in applicable law (e.g., for employment, social security or social protection purposes) or upon the basis of consent.
Purposes for which Candidate Data are Processed
GE Vernova processes Candidate Data in compliance with applicable law(s) for legitimate human resources, recruitment and business management purposes, as per the examples set out below.
| Non-exclusive examples of how GE Vernova uses Candidate Data |
|---|
| For the Identification of Prospective Candidates - Researching and identifying potential Candidates by: |
• Searching external talent forums and public professional profiles to identify talent prospects; GE Vernova performs these activities on the lawful basis of its legitimate interests in managing recruitment and identifying suitable Candidates, or if legally required upon Candidate consent. |
| For Recruitment and Talent Management - To support its recruitment activities by: |
• Processing job applications and creating a Candidate Profile in recruitment systems; GE Vernova performs these activities on the lawful bases of it being necessary to perform a contract with the individual or to take steps at their request prior to entering a contract, or upon the lawful basis of its legitimate interests in managing its recruitment program, or if legally required, upon Candidate consent. |
• Processing health and disability information to: GE Vernova will process health related information on the lawful basis of consent, where it is necessary for the purposes of carrying out its obligations and exercising specific rights in the field of employment law, and to assess and implement reasonable adjustments. Where GE Vernova is required by law to process health data for occupational health assessments, this will be carried out in accordance with applicable occupational health and employment legislation. |
For pre-hire Background Checks - At the relevant stage of the recruitment process, once a Candidate has accepted an offer but prior to the first day of employment, performing background checks (where relevant to the position and only when permitted in law) which may include: |
• Reviewing Government Identification provided by Candidates to verify their identity; • Assessing a Candidate’s right-to-work and immigration/visa related information; and GE Vernova performs these activities on the lawful basis of complying with a legal obligation. |
• Assessing any potential conflicts of interest that declared by a Candidate; GE Vernova performs these activities on the lawful basis of its legitimate interests in substantiating a candidate’s credentials and assessing their suitability for hire. |
| If applicable: • Requesting criminal records checks from established reference agencies; and • Requesting drug and/or alcohol testing and processing the test outcomes. GE Vernova performs these activities on the lawful basis of consent. Where GE Vernova intends to obtain information of a sensitive nature from a third party, such as requesting a criminal records check, the Candidate will be provided notice in advance, and these checks will not be performed without their consent. Criminal records checks are only conducted where this is permitted by applicable law and relevant to the role. If a Candidate fails certain background checks, they may be considered ineligible for future employment at GE Vernova. |
Automated Decisions and Artificial Intelligence
GE Vernova and its processors use artificial intelligence (“AI”) applications, including machine learning and generative-AI and may create talent profiles, match candidates to roles, or make decisions informed by automated processing to support recruitment and business operations. GE Vernova complies with applicable laws and implements appropriate controls, requiring our processors to do the same, and engages with employee representatives, as appropriate. Where required by law, individuals may object to such processing or request a human review and/or information about the logic involved.
How GE Vernova Uses AI
When a Candidate submits a job application, opts in to be a future prospect, or joins the Talent Community, GE Vernova may use AI-assisted tools to match their Candidate Data against the skills, qualifications, and experience required for open roles. This matching process uses AI to identify where a Candidate’s profile aligns with the stated job criteria.
Human Oversight and Decision-Making
AI is used to support GE Vernova’s recruitment process and is not used to make independent hiring decisions. Applications will be reviewed by a human regardless of how AI has matched a profile to role requirements, and no applicant will be advanced or rejected solely as a result of GE Vernova's use of AI. Any decisions based on automated processing that produce legal or similar significant effects concerning a Candidate, are subject to human review.
Fairness and Non-Discrimination
GE Vernova is committed to being an inclusive equal opportunities employer. We apply anti-discriminatory guardrails in our AI-assisted processes. This includes not searching for or filtering candidates based on protected characteristics (e.g., age, sex, race, disability, religion, or sexual orientation). Human review is relied on throughout the process to verify AI outputs.
Direct Marketing
GE Vernova will reach out to Candidates about roles they have applied for, and about other GE Vernova recruitment opportunities, news, company achievements, awards and participation in industry events, which it believes would be of interest to those who have opted into this.
GE Vernova will not:
• Use Candidate Data to offer GE Vernova products or services unrelated to recruitment; or
• Disclose Candidate Data to entities outside of GE Vernova for their direct marketing purposes.
See “GE Vernova Candidate Rights” below for how to withdraw from GE Vernova’s recruitment process; unsubscribe from the GE Vernova Talent Community; or exercise other privacy rights that may be available to a Candidate.
Data Disclosure
Transferring Candidate Data Inside GE Vernova
Internal transfers of Candidate Data between GE Vernova entities (intra-group transfers) are only carried out where:
• There is a clear business need to transfer the Candidate Data.
• The transfer is conducted in compliance with applicable law.
• Appropriate safeguards have been applied to the Candidate Data to keep it safe and secure.
• The entities sending and receiving the Candidate Data comply with the GE Vernova Commitment to the Protection of Personal Information (BCR).
Examples of GE Vernova intra-group recipients of Candidate Data include:
• HR and Hiring or Talent Acquisition Managers who review job applications and/or referrals;
• Employees with managerial responsibility for an open role within GE Vernova, or with assigned responsibilities for a company-wide process or procedure related to HR or Talent Acquisition;
• Internal Legal Counsel, to provide their legal opinions (as necessary).
Transferring Candidate Data Outside of GE Vernova
At times, GE Vernova may be required to transfer Candidate Data to external third parties it has hired to perform certain services on its behalf. Non-exclusive examples of selected third parties with whom GE Vernova may share Candidate Data include:
• Suppliers who are engaged to provide services that GE Vernova has chosen to outsource (e.g., partners who support travel reimbursement or who schedule interviews);
• Third-party recruiters who assist with candidate identification and evaluation;
• Contractors who provide IT support;
• Specialist consultants who review, support or audit business operations;
• Regulators (e.g., Data Protection Authorities) as required;
• External Legal Counsel, to protect the legal rights of GE Vernova; and
• Law enforcement bodies, arbitrators, judges and other third-party adjudicators, to defend a litigation suit or a regulatory enforcement action.
Cross Border Transfers
GE Vernova is a global organization with entities, affiliates and service providers operating in numerous countries worldwide. To conduct the processing described in this notice, Candidate Data may be accessed from and transferred to countries outside of the country where it was collected or obtained, including to and from the United States of America. Where the recipient country does not provide the same level of data protection as the country in which the Candidate Data was
originally collected, GE Vernova applies appropriate transfer safeguards, as required by applicable law. These safeguards will be either:
• Binding Corporate Rules;
• standard contractual clauses; or
• an approved code of conduct or certification mechanism;
or GE Vernova will rely on:
• consent;
• contractual necessity; or
• where it is necessary to establish, exercise, or defend legal claims.
GE Vernova’s privacy practices, described in this notice, comply with the APEC Cross Border Privacy Rules (CBPR) system and the APEC Privacy Recognition for Processors (PRP) system. This system provides a framework for organizations to protect personal information transferred among participating APEC economies. GE Vernova also participates in the Global Cross Border Privacy Rules (CBPR) System and the Global Privacy Recognition for Processors (PRP) system. To see our real-time certification status visit Global CBPR Forum Directory. The Global CBPR and PRP Forum enables trusted data flows globally through international data protection and privacy certification.
Retention of Candidate Data
GE Vernova retains Candidate Data for as long as it is needed for the purposes for it was obtained, or where GE Vernova has another lawful basis to retain it. GE Vernova determines the applicable retention period for each category of Candidate Data by reference to the following criteria:
a) the purpose for which the Candidate Data was collected and whether that purpose has been fulfilled;
b) whether the Candidate has an ongoing relationship with GE Vernova (e.g., as a member of the Talent Community or as an active applicant), in which case Candidate Data will be retained for the duration of that relationship and for a reasonable period thereafter;
c) whether GE Vernova is subject to a legal, regulatory, or contractual obligation that requires it to retain the Candidate Data for a specified period (e.g., employment, tax, or equal opportunities legislation in the jurisdiction where the role is based);
d) whether retention is advisable in light of GE Vernova’s legal position, including the applicable statutory limitation period for potential claims arising from or in connection with the recruitment process (e.g., discrimination, data protection, or contractual claims);
e) whether the Candidate has consented to a longer retention period (e.g., by opting in to be considered as a future prospect for other roles).
Where a Candidate’s application is successful, their Candidate Data will be transferred to employee record upon commencement of employment and retained in accordance with GE Vernova’s employee data retention policies and applicable law. At the end of the applicable retention period, the Candidate Data will be securely deleted or anonymised. Candidates may also have the right to have their Candidate Data erased and can submit a request for this as set out in ‘GE Vernova Candidate Rights’ below.
Security and Confidentiality
GE Vernova employs technical and organizational measures designed to protect the integrity, confidentiality, security, and availability of Candidate Data, and to comply with applicable legal requirements for information security. GE Vernova limits access to internal systems that hold Candidate Data to individuals who need access for a legitimate business purpose.
GE Vernova Candidate Rights Candidates have the right to withdraw their consent to the processing of their Candidate Data, and where law permits, submit an objection to its processing, or request that its processing is restricted. GE Vernova will comply with laws applicable to the Candidate’s rights requests it receives, however not all rights are absolute rights. They may only be applicable in certain countries depending on specific circumstances. In some cases, GE Vernova may not be able to, or be required to, comply with requests (e.g., GE Vernova may not be able to erase data that is required to be retained by law to meet a legal or regulatory obligation). If provided for and permitted in the law of the Candidate’s jurisdiction, privacy rights (known as Data Subject Rights or DSR) may be available to the Candidate, including to:
• request access to their Personal Information;
• request details of how it is being processed;
• request updates and corrections to it;
• request erasure of it;
• object to how it is being processed;
• request a restriction on how it is being processed;
• request the outcome of any solely automated decisions to be reviewed;
• request a copy of the Personal Information the individual provided to GE Vernova in a portable format that can be transferred to another organisation;
• withdraw consent for its Processing; or
• file a complaint with a data protection authority.
Candidates can submit a request to GE Vernova to exercise their privacy rights by completing an online request form, as set out in “How To Contact Us” below. In some cases, it may be necessary for GE Vernova to request additional information to verify or scope a Candidate’s request.
The processes described in this notice supplement any other remedies and dispute resolution processes provided by GE Vernova and/or available to Candidates under applicable law.
How To Contact Us
| Inquiries / Complaints | To raise a complaint or submit an inquiry about how Candidate Data is being processed contact: Vernova.ta@gevernova.com. To raise a concern, contact GE Vernova Corporate Ombuds at corporate.ombuds@gevernova.com. To find out about the status of a job application contact: https://gevn-hr.custhelp.com/app/GE/careers_guide. |
| Data Subject Rights Requests | To submit a Candidate request to exercise your privacy rights complete this Data Subject Rights Request form. |
| Talent Community | To join GE Vernova’s Talent Community and to be the first to know when new jobs are posted, please sign up here: http://vernova.is/talentenergy. For GE Vernova job opportunities, go to the “Search and Apply” section of the GE Vernova Careers Website: http://www.gevernova.com/careers. |
Data Controller
The controller of Candidate Data will be GE Vernova International LLC, or the legal entity within the GE Vernova Group of companies to which the Candidate is applying for a position, or that is reaching out to the individual as a member of the GE Vernova Talent Community, as identified in the relevant job posting or recruitment outreach. Where more than one group entity is involved in the recruitment process, each relevant entity will act as an independent controller in respect of the
personal data it processes. A list of entities within our group, together with their registered addresses is available here.
Candidates may contact any of the controllers via:
Attn: Chief Privacy Officer or Data Protection Officer
GE Vernova, 58 Charles St, Cambridge, MA 02141, United States
dataprotectionoffice@gevernova.com
Changes to this Notice
GE Vernova reserves the right to modify this notice by posting changes to relevant GE Vernova careers websites. If a Candidate submits additional Candidate Data or requests to be considered for a GE Vernova position following the effective date of a modified GE Vernova Candidate Notice, your Candidate Data will be handled in accordance with the GE Vernova Candidate Notice in effect at that time.
Effective Date: April 2026.