Scope
These Employer Terms apply when you (the "Employer") use Typing Gauge to create assessments and send them to job candidates. They supplement our Terms of Use. You confirm that you are authorised to accept them for your organisation.
Your responsibilities
- You are responsible for all hiring decisions. Typing Gauge provides objective typing metrics and shows whether a candidate met the thresholds you configured. It doesn't recommend, rank or decide.
- You must not make decisions about candidates based solely on automated results. A person must review them, together with other relevant information.
- You must comply with the Equality Act 2010, including offering reasonable adjustments to disabled candidates (for example allowing a retake, more time through an alternative assessment, or another method of assessment).
- You must give candidates a privacy notice explaining how you use their results, and have a lawful basis for doing so.
- You must keep your account secure and send assessment links only to genuine candidates.
Data processing terms (UK GDPR Article 28)
For candidate personal data, the Employer is the controller and [Registered company name] ("we") is the processor.
Subject matter and duration. Delivering online typing assessments to the Employer's candidates and reporting results, for as long as the Employer uses Typing Gauge and until the data is deleted under these terms.
Nature and purpose. Collecting, storing, scoring, displaying and deleting assessment data so the Employer can assess candidates' typing skills.
Types of personal data. Candidate name, email address, assessment results (speed, accuracy, errors, consistency, scores, timings), device category and integrity signals (paste attempts, large insertions, focus loss).
Categories of data subjects. Job candidates invited by the Employer, and the Employer's authorised users.
Our obligations. We will:
- process candidate data only on the Employer's documented instructions (these terms and the Employer's use of the service), unless UK law requires otherwise, and tell the Employer if we believe an instruction breaks data protection law;
- ensure that anyone authorised to process the data is bound by confidentiality;
- apply appropriate technical and organisational security measures under Article 32, including encryption in transit, access control, hashed attempt tokens and server-side scoring;
- use sub-processors only under a written contract with equivalent obligations. The Employer gives general authorisation for our current sub-processors (hosting, such as Vercel Inc., and database, such as Supabase Inc.). We will give notice of new sub-processors through these terms, and the Employer may object by stopping use and deleting its data. We remain responsible for our sub-processors;
- help the Employer respond to candidates' rights requests, taking into account the nature of the processing, including by forwarding any request we receive;
- help the Employer meet its obligations on security, breach notification, data protection impact assessments and prior consultation (Articles 32–36);
- notify the Employer without undue delay after becoming aware of a personal data breach affecting candidate data;
- at the end of the service, or when the Employer deletes candidates or its account, delete the candidate data, unless UK law requires us to keep it. Candidate data is deleted automatically 12 months after the assessment deadline (or after creation, if there is no deadline) unless the Employer deletes it sooner;
- make available the information needed to demonstrate compliance with Article 28, and allow and contribute to reasonable audits by the Employer or its auditor;
- transfer candidate data outside the UK only with appropriate safeguards under UK GDPR Chapter V.
Fees
Employer features are free during early access. We'll give at least 30 days' notice before introducing charges, and you won't be charged without agreeing.
These terms were last updated on 5 October 2026.