MacLean-Fogg Recruiting Privacy Notice
Last Updated: August 27, 2026
MacLean-Fogg respects the privacy of applicants, prospective candidates, references and visitors to our careers website. This Recruiting Privacy Notice explains how we collect, use, share and retain personal information in connection with recruiting and employment opportunities in the United States.
For purposes of this Notice, "MacLean-Fogg," "we," "us" and "our" mean MacLean-Fogg Company and its subsidiaries, affiliates, divisions, operating companies and brands, including OMCO, Mallard Manufacturing and other MacLean-Fogg businesses.
This Notice applies to recruiting for positions located in the United States. It applies when you:
Apply for a position with MacLean-Fogg.
Create a candidate profile or connect with us about employment opportunities.
Communicate with our recruiters, hiring managers or recruiting partners.
Are identified or contacted by us as a potential candidate.
Are referred to us by an employee or another person.
Participate in an interview, assessment or other recruiting activity.
Serve as a reference for a candidate.
Visit or interact with our careers website.
Our careers website and applicant tracking system are provided through Teamtailor. Other service providers may also support parts of our recruiting process.
This Notice is specific to recruiting and employment candidates. MacLean-Fogg's general website Privacy Policy applies to other interactions with MacLean-Fogg.
Personal Information We Collect
Depending on how you interact with us and the position for which you are considered, we may collect the following types of information.
Contact and Identification Information
This may include your name, email address, telephone number, mailing address, preferred method of contact and other information used to identify or communicate with you.
Application and Professional Information
This may include:
Resume or curriculum vitae.
Employment history.
Education, training and certifications.
Skills, qualifications and professional experience.
Licenses or credentials.
Work authorization or employment eligibility information.
Position preferences and availability.
Compensation expectations, where appropriate.
Responses to application or screening questions.
Cover letters, work samples or other materials you provide.
Recruiting and Interview Information
We may collect information generated during the recruiting process, including:
Recruiter and hiring manager notes.
Interview responses and evaluations.
Candidate reviews and feedback.
Communications with MacLean-Fogg.
Scheduling information.
Assessment results.
Information provided by references.
Information relating to your candidacy or qualifications.
Where an interview is recorded or transcribed, we will provide notice before the recording or transcription begins and obtain consent where required or appropriate.
Assessment Information
Some positions may involve skills, aptitude, cognitive, behavioral, personality, job knowledge or other assessments provided by MacLean-Fogg or a recruiting service provider.
Assessment results may include scores, ratings, traits, recommendations or other information relating to the assessment. Assessment results are considered together with other relevant information and are subject to human review.
Background Screening and Related Information
For certain positions or at certain stages of the hiring process, MacLean-Fogg may conduct or arrange background screening, employment or education verification, driving record checks, reference checks, drug testing, occupational health or fitness-for-duty processes, or other job-related screening permitted by law.
When a consumer report or investigative consumer report is obtained for employment purposes, MacLean-Fogg will provide any separate disclosures, authorizations and notices required by the Fair Credit Reporting Act and applicable state or local law. This Recruiting Privacy Notice is not intended to serve as the authorization for an employment background check.
Medical, disability-related and occupational health information is collected and maintained separately or with restricted access when required by law.
Voluntary Equal Employment Opportunity Information
We may invite candidates to voluntarily provide demographic, disability, veteran or other self-identification information for equal employment opportunity, affirmative action, regulatory reporting, workforce analysis or similar compliance purposes.
Where required, this information is maintained separately from information used by hiring decision makers and is not used to unlawfully discriminate in recruiting or employment decisions.
Communications Information
We may collect communications between you and MacLean-Fogg through email, SMS/text message, telephone, WhatsApp, Teamtailor, video meeting platforms or other recruiting channels.
Information From Other Sources
We may receive information about potential candidates from:
Employee referrals.
Recruiting agencies and search firms.
Professional networking sites.
Job boards.
Publicly available professional sources.
References.
Assessment or screening providers.
Other recruiting partners.
If we identify you as a potential candidate rather than receiving an application directly from you, we may use available professional information to determine whether you may be interested in a current opportunity and to contact you about it.
Career Site and Technical Information
When you use our Career Site, Teamtailor and other technologies may collect information such as your IP address, device and browser information, pages visited, referral source, approximate location, interaction information and other technical or usage data.
Cookies and similar technologies are addressed in the Career Site's Cookie Policy and cookie preference tools.
How We Use Personal Information
MacLean-Fogg may use recruiting information to:
Receive and manage applications.
Evaluate qualifications for employment.
Communicate with candidates.
Schedule and conduct interviews.
Conduct assessments and other job-related evaluations.
Verify information provided by candidates.
Conduct legally permitted background and related screening.
Evaluate and improve our recruiting processes.
Provide reasonable accommodations during the recruiting process.
Maintain recruiting records.
Meet equal employment opportunity, affirmative action and other legal obligations.
Prevent fraud, misuse or security incidents.
Establish, exercise or defend legal claims.
Respond to government, regulatory or legal requirements.
Administer our Career Site and applicant tracking system.
Analyze recruiting activity, effectiveness and candidate experience.
Consider candidates for future opportunities when the candidate has provided the applicable permission.
Carry out other recruiting-related purposes disclosed to you when information is collected.
We seek to collect and use only information reasonably relevant to our recruiting, employment, compliance, security and recordkeeping needs.
Communications With Candidates
MacLean-Fogg may communicate with you about an application or recruiting process using email, SMS/text message, telephone, WhatsApp or other contact information you provide.
Application-related communications may include interview scheduling, interview reminders, status updates, requests for information and other communications necessary to administer your candidacy.
Automated systems may be used for administrative communications such as scheduling confirmations or interview reminders. Administrative automation does not determine whether you are qualified for employment or make employment decisions.
Future Job Opportunities and Recruiting Communications
MacLean-Fogg may separately ask whether you would like to hear from us about future employment opportunities.
Providing this permission is optional and is not a condition of applying for or obtaining employment.
If you choose to receive future recruiting communications, we may contact you through channels such as:
Permission to receive future-job communications remains active until you withdraw it, it expires under our applicable recruiting privacy settings, or MacLean-Fogg determines that we no longer have a recruiting purpose for using it.
You may withdraw this permission at any time through the Career Site's Data & Privacy tools, applicable unsubscribe or communication controls, or by contacting careers@macleanfogg.com.
Withdrawing future-job permission will not affect an application that is already in process. It also does not necessarily require MacLean-Fogg to delete recruiting records that we must or reasonably need to retain for recordkeeping, compliance, security or legal purposes.
Message and data rates may apply to SMS/text and other mobile communications. Message frequency will vary.
Artificial Intelligence and Automated Recruiting Tools
MacLean-Fogg may use artificial intelligence, machine learning and other automated technologies to support portions of our recruiting process.
Depending on the tools and features in use, these technologies may assist with activities such as:
Parsing or organizing resume and application information.
Summarizing resumes or applications.
Comparing candidate information with job-related qualifications or criteria.
Identifying or suggesting candidates for open positions.
Sorting, matching or ranking candidates for recruiter review.
Assisting recruiters with candidate searches.
Supporting skills or employment assessments.
Drafting recruiting communications for human review.
Generating or organizing interview questions.
Transcribing or summarizing interviews when recording or transcription has been disclosed and permitted.
Summarizing recruiting notes or other candidate information.
Analyzing recruiting processes and outcomes.
These tools may generate scores, summaries, classifications, rankings, recommendations or suggested content. Their output is intended to support, not replace, human judgment.
Human Review and Decision Making
MacLean-Fogg does not permit artificial intelligence to make final employment decisions or autonomously take material employment actions without meaningful human review and intervention.
AI-generated information will not, by itself, determine whether you are rejected, advanced, interviewed, selected for employment or otherwise receive a material recruiting or employment outcome.
A recruiter, hiring manager or other authorized MacLean-Fogg representative retains responsibility for evaluating relevant information and making employment decisions. Human reviewers may disagree with, disregard or override AI-generated information.
Administrative automation that does not evaluate your candidacy, such as automated interview reminders or scheduling notifications, may occur without individual human approval.
MacLean-Fogg does not use ZIP codes as proxies for protected characteristics in employment decisions.
Responsible Use of Recruiting Technology
MacLean-Fogg seeks to use recruiting technology in a manner that is job-related, appropriate for its intended purpose and consistent with applicable equal employment opportunity and anti-discrimination requirements.
We may periodically review recruiting technologies, their intended purposes, their performance and their potential impact on candidates. We may also require information or assessments from vendors that provide these technologies.
If you believe an automated or AI-supported assessment may not accurately evaluate your qualifications because of a disability or other circumstance requiring accommodation, contact careers@macleanfogg.com. We will consider reasonable accommodations or alternative processes where required by law and as appropriate.
Biometric Information
As part of our standard recruiting process, MacLean-Fogg does not use facial recognition, voiceprints, facial geometry or other biometric identifiers to identify or score candidates.
If MacLean-Fogg proposes to use a recruiting technology that collects or uses legally regulated biometric identifiers or biometric information, we will provide any separate notice, consent request, retention information and other protections required by applicable law before collecting or using that information.
Recorded or Transcribed Interviews
MacLean-Fogg may offer or use video, telephone or online interviews that can be recorded, transcribed or summarized.
If we intend to record or transcribe an interview, we will notify you before recording or transcription begins and obtain affirmative consent where required or appropriate.
A recording or transcript may be shared with MacLean-Fogg personnel and service providers whose involvement is reasonably necessary to conduct, evaluate, administer or support the recruiting process.
If you do not want an interview recorded or transcribed, you may contact careers@macleanfogg.com to discuss an alternative process.
Additional requirements may apply when artificial intelligence is used to analyze an interview, as described below.
How We Share Recruiting Information
MacLean-Fogg may share recruiting information as reasonably necessary with:
MacLean-Fogg Companies
Information may be shared with MacLean-Fogg Company and its subsidiaries, affiliates, divisions, operating companies and brands when necessary to administer recruiting, evaluate your application, provide shared services, comply with legal requirements or, if you have provided future-job permission, consider you for other MacLean-Fogg opportunities.
Access is limited based on business need and appropriate access controls.
Recruiting and Technology Service Providers
We may share information with service providers that support recruiting, including providers of:
Applicant tracking and career-site technology, including Teamtailor.
Recruitment and staffing services.
Job boards and sourcing services.
Assessments.
Background screening.
Drug testing or occupational health services.
Interview or video meeting services.
Communications and scheduling technology.
Artificial intelligence and recruiting technology.
Hosting, cybersecurity, analytics and related technology.
These providers may process information necessary to provide their services to MacLean-Fogg.
Government, Legal and Compliance Recipients
We may disclose information when reasonably necessary to:
Comply with applicable law, regulation, subpoena, court order or legal process.
Cooperate with government or regulatory authorities.
Investigate or prevent fraud, misuse or security incidents.
Protect the rights, safety or property of MacLean-Fogg, candidates or others.
Establish, exercise or defend legal claims.
Business Transactions
Information may be disclosed as appropriate in connection with an acquisition, divestiture, merger, restructuring, financing or other business transaction involving MacLean-Fogg or one of its businesses.
MacLean-Fogg does not sell candidate applications or recruiting records to third parties for their independent marketing purposes.
How Long We Keep Recruiting Information
MacLean-Fogg retains recruiting information according to applicable law, business requirements and the MacLean-Fogg Records Retention Policy.
Candidates Who Are Not Hired
For applicants who are not hired, applicant tracking and recruiting records are generally retained for 3 years following final disposition of the application or the last substantive recruiting activity associated with that application, whichever is later.
These records may include application information, interview notes, assessments and related applicant tracking records.
Candidates Who Are Hired
For candidates who are hired, applicant tracking and recruiting records are generally retained for 6 years.
Certain information may be transferred to MacLean-Fogg employee or HR systems. Information that becomes part of an employee personnel, medical, compliance or other employment record may be subject to a different or longer retention period under the applicable MacLean-Fogg record-retention schedule.
Future Job Permission
Permission to receive future-job communications generally remains active for up to 24 months, unless renewed or withdrawn sooner.
Expiration or withdrawal of future-job permission means we will stop using that permission for future recruiting campaigns or opportunity notifications. It does not necessarily require immediate deletion of records that remain subject to the applicable applicant record-retention period.
Career Site Information
Technical and security information associated with Career Site use may generally be retained for up to one year or another period reasonably necessary for security, analytics, legal or operational purposes.
Cookie retention periods are described in the Career Site's Cookie Policy.
Exceptions
Information may be retained longer when reasonably necessary because of:
A legal or regulatory requirement.
A pending complaint, investigation, audit or legal claim.
A litigation or preservation hold.
Fraud prevention or security requirements.
Another applicable MacLean-Fogg record-retention requirement.
When the applicable retention period expires and no exception applies, information is deleted, anonymized or otherwise disposed of according to MacLean-Fogg's records-management practices.
Your Choices and Privacy Requests
Regardless of whether a specific state privacy law requires a particular right in the employment context, MacLean-Fogg provides candidates with practical tools for managing recruiting information, subject to applicable legal and record-retention requirements.
You may request to:
Receive a copy of recruitment-related personal information maintained about you.
Correct inaccurate or incomplete recruiting information.
Request deletion of recruiting information that MacLean-Fogg no longer has a legal, compliance, recordkeeping or other legitimate need to retain.
Withdraw permission to receive future-job communications.
Update recruiting communication preferences.
Ask questions about how your information is used.
Ask about the use of AI or automated recruiting technology in connection with your candidacy.
Request a reasonable accommodation relating to a recruiting process or technology.
You can use the Data & Privacy section of the MacLean-Fogg Career Site or contact:
careers@macleanfogg.com
We may need to verify your identity before fulfilling a request. Certain information may need to be retained despite a deletion request because of legal requirements, MacLean-Fogg's record-retention obligations, security requirements, litigation holds or the need to establish or defend legal claims.
We will not retaliate against or unlawfully disadvantage a candidate for exercising a privacy right or requesting a reasonable accommodation.
Additional Information for Illinois Applicants
For recruitment and positions subject to Illinois law, MacLean-Fogg may use artificial intelligence and automated technologies as described in the Artificial Intelligence and Automated Recruiting Tools section of this Notice.
MacLean-Fogg will not use artificial intelligence in a manner that unlawfully discriminates based on a characteristic protected by applicable law, and we do not use ZIP codes as proxies for protected characteristics in employment decisions.
Where required, MacLean-Fogg will provide additional notice regarding the use of AI or automated technology in recruiting.
If MacLean-Fogg asks an applicant for an Illinois-based position to submit a video interview that will be analyzed using artificial intelligence, we will provide additional information before the interview regarding the use of AI and the general types of characteristics evaluated and will obtain any consent required by Illinois law.
Access to such applicant video interviews will be limited to persons or service providers whose expertise or technology is reasonably necessary to evaluate or administer the applicant's candidacy.
Where the Illinois Artificial Intelligence Video Interview Act applies, an applicant may request deletion of the covered video interview by contacting careers@macleanfogg.com. MacLean-Fogg will process the request, including applicable copies held by service providers, within the period required by Illinois law.
Additional Information for New York City Applicants
If MacLean-Fogg uses an automated employment decision tool subject to New York City law in connection with a covered position or candidate, we will provide any additional candidate notice required by applicable law.
Where required, MacLean-Fogg will also ensure that the covered tool has undergone the required independent bias audit and that required information concerning the audit is made publicly available.
These requirements may apply even when an automated tool supports rather than makes the ultimate employment decision.
Other State and Local Requirements
Privacy, artificial intelligence, biometric, background-screening, recording and employment laws continue to develop.
MacLean-Fogg may provide an additional job-specific, state-specific or technology-specific notice, disclosure, authorization or consent request when required by applicable law.
A supplemental notice should be read together with this Recruiting Privacy Notice. If a supplemental notice provides greater or more specific protection for a particular activity, that supplemental notice will apply to that activity.
Cookies and Tracking Technologies
The Career Site uses cookies and similar technologies for functionality, security, analytics and, where enabled and permitted, marketing purposes.
Strictly necessary technologies may operate automatically because they are needed for the Career Site to function. Other cookies and similar technologies are subject to the choices available through the Career Site's cookie preference tools.
You may review or update your choices through the Manage Cookies option available on the Career Site.
The Career Site's Cookie Policy provides additional information about the technologies and providers in use.
Information Security
MacLean-Fogg uses reasonable administrative, technical and organizational safeguards designed to protect recruiting information from unauthorized access, use, alteration, disclosure or destruction.
Access to recruiting information is limited based on job responsibilities and business need. We also use service providers to support our recruiting systems and processes and evaluate appropriate privacy and security protections as part of those relationships.
No electronic transmission or storage system can be guaranteed to be completely secure.
Where Information Is Processed
Recruiting information may be stored or processed in the United States or other countries where MacLean-Fogg's technology and recruiting service providers operate.
When we use third parties to process recruiting information on our behalf, we take reasonable steps to require appropriate privacy, security and confidentiality protections consistent with the services provided and applicable law.
Changes to This Notice
We may update this Recruiting Privacy Notice when our recruiting practices, technologies, service providers or legal obligations change.
When we make a material change, we will update the "Last Updated" date and provide additional notice when required by law.
Contact Us
Questions, concerns and privacy requests relating to MacLean-Fogg recruiting may be directed to:
MacLean-Fogg Talent Acquisition
Email: careers@macleanfogg.com
MacLean-Fogg Company
1000 Allanson Road
Mundelein, Illinois 60060
