- 5/19/2026
- Updated 5/19/2026
Typing Assessment Privacy: What Candidates and Employers Should Know
Employer typing assessments collect candidate names and performance data. Learn what hiring teams should disclose, how access works, and where to read Type Faster privacy terms.
Tell candidates who receives results
Your outreach should name the employer and explain that WPM and accuracy are shared with the hiring team—not posted publicly on leaderboards.
If you use a staffing agency, clarify whether results flow to the agency, the client, or both before sending links.
Pair the automated screen with a short live paste task when tone and empathy matter as much as raw speed.
Review verified results on `/hire` instead of debating screenshot WPM in email threads.
Interactive Practice
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Employer accounts gate dashboard access
Only signed-in employer profiles on your team should open `/hire` results. Use company SSO policies you already enforce for other HR tools.
Link to the employer hiring section of the privacy policy in footer templates so legal review stays centralized.
Link to the hiring assessments hub in ATS templates so new recruiters inherit the same cutoff language.
Link to the hiring assessments hub in ATS templates so new recruiters inherit the same cutoff language.
Retention and deletion requests
Coordinate with your privacy office on how long assessment rows stay in Type Faster versus your ATS. Candidates may ask to delete data after rejections.
Document a contact path for access requests instead of asking recruiters to improvise answers under time pressure.
When remote teams span time zones, batch-review dashboards each morning instead of expecting instant submission alerts.
Buy credit packs before seasonal hiring spikes so link generation never blocks on Monday requisition opens.
Continue practicing
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