--- title: IMAX Careers – Job Applicant Privacy Policy publisher: "IMAX" description: "Job Applicants" canonical: "https://www.imax.com/job-applicant-privacy-policy" date: 2024-08-27 last_updated: 2026-07-21 --- IMAX Careers – Privacy Policy ============================= Table of Contents ----------------- * [1\. Scope and Who This Notice Covers](#1.-Scope-and-Who-This-Notice-Covers) * [2\. Controller, Privacy Contact, and Accountability](#2.-Controller-Privacy-Contact-and-Accountability) * [3\. Personal Information We Collect](#3.-Personal-Information-We-Collect) * [4\. Why We Use Applicant Information](#4.-Why-We-Use-Applicant-Information) * [5\. Sensitive Personal Information](#5.-Sensitive-Personal-Information) * [6\. Automated Tools, Assessments, and AI](#6.-Automated-Tools-Assessments-and-AI) * [7\. Cookies and Careers-Site Data](#7.-Cookies-and-Careers-Site-Data) * [8\. How We Disclose Personal Information](#8.-How-We-Disclose-Personal-Information) * [9\. International Transfers](#9.-International-Transfers) * [10\. Retention and Deletion](#10.-Retention-and-Deletion) * [11\. Your Privacy Rights](#11.-Your-Privacy-Rights) * [12\. Jurisdiction-Specific Notices](#12.-Jurisdiction-Specific-Notices) * [13\. Security](#13.-Security) * [14\. Accuracy and Updates](#14.-Accuracy-and-Updates) * [15\. Minors](#15.-Minors) * [16\. Changes to This Notice](#16.-Changes-to-This-Notice) Last Updated: 7/13/2026 1\. Scope and Who This Notice Covers ------------------------------------ Thank you for your interest in a career with IMAX Corporation (“IMAX” or the “Company”). This Job Applicant Privacy Notice (hereinafter referred to as “Notice”) explains how the applicable IMAX affiliate or entity that posts or manages the role collect, use, disclose, retain, transfer, and protect personal information about job applicants, candidates, prospective employees, interns, contractors, temporary workers, and individuals who participate in IMAX recruiting activities. This Notice applies to information collected through IMAX career websites, recruiting platforms, application forms, interviews, assessments, background-screening processes, referral programs, recruiting events, communications with IMAX recruiters, and other recruitment-related interactions. It does not replace any separate employee privacy notice that may apply if you are hired. By submitting job application-related information to IMAX, you acknowledge that IMAX will collect, use, process, and disclose your information as described in this Notice. IMAX may update this Notice from time to time. For applicants in jurisdictions with additional privacy rights, the jurisdiction-specific sections below supplement this notice. If there is a conflict between a jurisdiction-specific section and the general sections of this notice, the section that provides the greater protection under applicable law will apply. 2\. Controller, Privacy Contact, and Accountability --------------------------------------------------- IMAX Corporation is the controller of the personal information submitted and is responsible for the personal information it controls in connection with recruitment. In some cases, an IMAX subsidiary or another affiliate may be a co-controller depending on the location of the role, the hiring manager, or the entity that would employ the successful candidate. You may contact IMAX Corporation’s Privacy Officer at [privacy@imax.com(opens in new window)](mailto:privacy@imax.com) for any questions regarding the handling of your personal information. 3\. Personal Information We Collect ----------------------------------- We collect only personal information that is reasonably necessary and proportionate for recruitment, hiring, legal compliance, security, and related business purposes. The categories we collect may vary depending on the role, country, application channel, and stage of the hiring process. If you choose not to provide required information, IMAX may be unable to consider your application or continue the recruitment process. Category Examples Typical sources Identifiers and contact details Name, preferred name, postal address, email address, phone number, online account credentials for a candidate portal, government identifiers where legally required. You; recruiting platform; referrals; background-screening provider; public/professional sources where permitted. Application and professional information Resume/CV, cover letter, work history, education, skills, qualifications, certifications, portfolio, references, desired role, compensation expectations, availability, work authorization. You; references; recruiters; professional platforms; education/credential sources where permitted. Recruitment process information Interview notes, recruiter evaluations, assessment results, communications, scheduling data, offer information, candidate status, hiring decision records. IMAX recruiters, hiring managers, assessment providers, and recruiting systems. Compliance and eligibility information Work authorization, immigration or visa status, export-control screening, background check information, sanctions or restricted-party screening where permitted. You; government or public records; screening vendors; legal/compliance teams. Sensitive or special-category information Disability accommodation information, health or medical information needed for accommodations, demographic/diversity information where legally permitted or required, criminal history where legally permitted, national ID information, precise location where collected by systems. You; authorized third parties; background-screening or compliance providers; recruiting systems. Internet, device, and careers-site data IP address, device identifiers, browser information, cookie identifiers, pages viewed, application session data, security logs, approximate location derived from IP. Automatically from career websites, cookies, analytics, security tools, and hosting providers. References and third-party feedback Employment references, referral information, credential verification, prior employment verification. Referees, recruiters, professional contacts, and verification of vendors where permitted. Inferences and assessment outputs Skills fit, assessment scores, interview summaries, role-matching outputs, and other candidate evaluations. Generated or inferred by IMAX personnel or assessment tools from application, interview, and assessment data. 4\. Why We Use Applicant Information ------------------------------------ Purpose How we use information Lawful Basis/Reasons for Collection & Use Recruiting and application management Receive, review, evaluate, and manage applications; schedule interviews; communicate with candidates; make hiring decisions. Pre-contract steps; legitimate interests; consent where required. Candidate assessment Assess skills, qualifications, suitability, references, assessment results, interview performance, and role fit. Pre-contract steps; legitimate interests; consent where required for certain tests or third-party checks. Background, eligibility, and compliance checks Verify identity, credentials, work authorization, legal eligibility, conflict of interest, export-control status, and background-screening results where permitted. Legal obligation; legitimate interests; consent or authorization where required. Reasonable accommodations Provide accommodations during recruitment and interviews. Legal obligation; explicit consent or employment/social protection condition where required. Diversity, equity, and inclusion reporting Support legally permitted equal opportunity reporting, diversity analytics, and workforce planning. Legal obligation; substantial public interest where applicable; consent where required; aggregated/deidentified analytics where possible. Talent community and future roles Consider candidates for future roles, send job alerts, maintain talent pools. Consent where required; legitimate interests where permitted and subject to opt-out. Security and fraud prevention Protect systems, detect unauthorized access, prevent fraud, maintain audit logs, and secure candidate portals. Legitimate interests; legal obligation. Legal claims and corporate transactions Establish, exercise, or defend legal claims; respond to lawful requests; support merger, acquisition, financing, or restructuring diligence subject to safeguards. Legal obligation; legitimate interests; legal claims basis for special-category data where applicable. Where we rely on legitimate interests, we balance our interests against applicant rights and expectations. Where we rely on consent, you may withdraw consent at any time, but withdrawal will not affect processing that occurred before withdrawal or processing that is permitted or required under another legal basis. 5\. Sensitive Personal Information ---------------------------------- We process sensitive personal information only where reasonably necessary, legally permitted, and supported by appropriate safeguards. We do not use sensitive personal information to infer characteristics about California applicants, and we do not use sensitive personal information for purposes that would require a right to limit under the CCPA/CPRA unless we provide the required mechanism. Examples may include disability accommodation information, health information provided for accommodation purposes, demographic information used for equal opportunity reporting where permitted, government identifiers, background-check information, criminal history where legally permitted, precise geolocation where collected by systems, and account credentials used to access a candidate portal. For China-based applicants, we will obtain separate consent where required to process sensitive personal information or transfer personal information outside mainland China. For EEA/UK applicants, we will process special-category data only where an Article 9 condition applies, and a legal basis exists. 6\. Automated Tools, Assessments, and AI ---------------------------------------- IMAX may use recruiting technologies to help manage applications, identify potentially relevant roles, schedule interviews, screen minimum qualifications, support assessments, or summarize recruiting workflows. IMAX will not make a hiring decision based solely on automated processing that produces legal or similarly significant effects unless permitted by applicable law and appropriate safeguards are provided. Where automated tools, AI-enabled screening, ranking, video interview analysis, psychometric assessments, or similar technologies are used, IMAX will provide additional disclosures where required, maintain human oversight, evaluate tool performance and fairness, and offer rights to obtain human intervention, contest a decision, or obtain an explanation where applicable. 7\. Cookies and Careers-Site Data --------------------------------- Career websites may use necessary cookies, security tools, analytics, and similar technologies unless prior consent is required by applicable law. Optional analytics, advertising, or cross-context behavioral advertising technologies will be handled through the applicable cookie banner, privacy preference center, or legally recognized opt-out preference signal where required. Applicant data submitted in an application is treated separately from general website browsing data where feasible. 8\. How We Disclose Personal Information ---------------------------------------- We disclose applicant personal information only as needed for the purposes described in this notice and subject to appropriate contractual, technical, and organizational safeguards. Recipient category Examples IMAX affiliates and personnel Recruiters, HR, hiring managers, interviewers, legal, privacy, security, finance, and executives with a need to know. Recruiting and HR vendors Applicant tracking systems, candidate relationship management tools, scheduling tools, assessment vendors, HRIS providers, cloud hosting, IT support, and communications providers. Screening and verification providers Background check vendors, reference-check providers, identity verification vendors, work authorization and immigration service providers, credential verification providers. Professional advisers and transaction parties Lawyers, auditors, insurers, consultants, and parties involved in corporate transactions subject to confidentiality and use restrictions. Government, regulators, and legal recipients Government agencies, courts, law enforcement, regulators, or other recipients where required or permitted by law. Other recipients with consent Any other recipient where you direct us or provide valid consent. Other recipients with consent Any other recipient where you direct us or provide valid consent. 9\. International Transfers --------------------------- Because IMAX operates globally, applicant personal information may be communicated to, transferred to, accessed from, or stored in countries other than the country where you live or where the role is located, including Canada, the United States, the United Kingdom, the European Economic Area, China, and other IMAX operating locations. These countries may have privacy laws that differ from those in your jurisdiction. Where required, IMAX uses appropriate safeguards such as intra-group data transfer agreements (incorporating standard contractual clauses), data protection agreements, standard contractual clauses, transfer impact assessments, data protection impact assessments, privacy impact assessments, China PIPL cross-border mechanisms, vendor due diligence, access controls, encryption, and other safeguards. 10\. Retention and Deletion --------------------------- We retain applicant information only for as long as reasonably necessary for the purposes described in this notice, including recruitment, future role consideration where permitted, legal compliance, reporting, security, audit, and legal claims. When information is no longer needed, we delete, anonymize, or securely archive it according to our retention schedule. Record type Retention Period Examples Unsuccessful applicant records 3 years Recruiting records, application materials, interview notes, status records. Hired applicant records Transferred to employee file and retained under employee-record retention schedule Application information needed for onboarding, employment, payroll, benefits, and compliance. Background checks and eligibility records 3 years for unsuccessful applicant records. For successful applicants, transferred to employee file and retained under employee-record retention schedule Screening reports, work authorization, credential checks, criminal history where permitted. Accommodation and health information Only as long as needed for accommodation/legal obligations and then segregated or deleted Accommodation requests, medical notes, health-related records. Diversity/EEO information As required or permitted by applicable law; preferably aggregated or deidentified where possible Voluntary demographic data and reporting records. Careers-site logs and cookies Up to 12 months Security logs, analytics identifiers, cookie records, consent records. Talent community data Until opt-out, withdrawal of consent, inactivity, or up to 24 months after the last interaction Job alerts, talent pool profile, recruiter communications. Talent community data Until opt-out, withdrawal of consent, inactivity, or up to 24 months after the last interaction Job alerts, talent pool profile, recruiter communications. 11\. Your Privacy Rights ------------------------ Depending on where you live and the law that applies, you may have, among other rights, rights to access, receive a copy of, or request deletion of your candidate profile and associated personal information. You may also withdraw your consent at any time for processing that is based on your consent. Withdrawal of consent will not affect the lawfulness of processing that occurred before the withdrawal or processing carried out under another legal basis. IMAX provides candidates with a self-service mechanism to exercise these rights through its career site privacy portal, available at: [https://careers.imax.com/us/en/emailpersonalinfo(opens in new window)](https://careers.imax.com/us/en/emailpersonalinfo). Through the portal, candidates can verify their identity using their registered email address and once verified, securely access their personal information, download a copy of their data, or request deletion of their candidate profile and associated personal information. You may also exercise your rights by contacting [privacy@imax.com(opens in new window)](mailto:privacy@imax.com) stating “Job Applicant” followed by your request in your email subject line. We will verify your identity before responding where required. Authorized agents may submit requests where permitted by law. IMAX will not discriminate or retaliate against applicants for exercising their privacy rights. Some rights are subject to legal limits. For example, IMAX may retain information where necessary for legal compliance, security, fraud prevention, ongoing recruitment, or legal claims. Certain employment or applicant records may also be exempt from some U.S. state consumer privacy laws outside California. 12\. Jurisdiction-Specific Notices ---------------------------------- ### 12.1 California Notice at Collection and Privacy Rights This section applies to California residents whose personal information is collected in the applicant, candidate, employee, contractor, or similar HR context. We collect the categories listed in Section 3 for the purposes listed in Section 4. We disclose the categories listed in Section 3 to the recipient categories listed in Section 8. We retain personal information as described in Section 10. We do not sell applicant personal information or share applicant personal information for cross-context behavioral advertising. If careers-site cookies or similar technologies involve sale or sharing under California law, applicants may opt out through \[Your Privacy Choices / Do Not Sell or Share My Personal Information\] and applicable opt-out preference signals. California applicants may request to know/access, delete, correct, opt out of sale/sharing, limit use and disclosure of sensitive personal information where applicable, and be free from discrimination or retaliation for exercising CCPA/CPRA rights. ### 12.2 Other U.S. State Privacy Laws Many U.S. state consumer privacy laws exclude personal information processed in an employment or applicant context. However, general careers-site browsing, cookies, analytics, advertising, or other website processing may still be covered. Where required, IMAX will provide clear privacy notices, honor applicable opt-out rights, and recognize legally required opt-out preference signals. ### 12.3 Canada, Including Quebec, Alberta, and British Columbia For Canadian applicants, IMAX will identify the purposes for collection, use, and disclosure before or at the time of collection; limit collection to what is reasonable and necessary; use information only for identified purposes unless another use is permitted by law; retain information only as long as necessary; use appropriate safeguards; provide access and correction rights; and maintain a process to challenge compliance. For Alberta and British Columbia, IMAX may collect, use, or disclose employee personal information without consent where reasonable for establishing, managing, or terminating an employment relationship, but will provide notice of the purposes before doing so where required. For Quebec, IMAX will maintain a clear confidentiality policy, identify the person in charge of personal information, conduct required privacy impact assessments for transfers outside Quebec or certain system changes, and provide French-language notice where required. ### 12.4 EEA, UK, and Switzerland For EEA, UK, and Swiss applicants, IMAX provides the information required by GDPR/UK GDPR- rules through this notice. The applicable IMAX entity is the controller unless a role-specific notice states otherwise. The legal bases for processing are described in Section 4. Special-category data is processed only where a valid legal condition applies, such as employment/social protection obligations, explicit consent, substantial public interest, or legal claims. Applicants may have rights to access, rectification, erasure, restriction, objection, portability, withdrawal of consent, and complaint to a supervisory authority. International transfers will be protected through appropriate safeguards such as standard contractual clauses, adequacy decisions, supplementary measures, and transfer assessments where required. ### 12.5 China Mainland For applicants located in mainland China, IMAX will process personal information in accordance with the Personal Information Protection Law and related rules where applicable. Before processing, IMAX will provide clear notice of the personal information handler, contact details, purposes, processing methods, categories, retention period, and rights procedures. Where required, IMAX will obtain separate consent for processing sensitive personal information, providing personal information to other personal information handlers, public disclosure, or transferring personal information outside mainland China. Cross-border transfers will use an applicable mechanism such as a security assessment, certification, standard contract, or other legally permitted mechanism, and IMAX will conduct and retain required personal information protection impact assessments. 13\. Security ------------- We use administrative, technical, and physical safeguards designed to protect applicant personal information against unauthorized access, disclosure, alteration, loss, misuse, or destruction. Safeguards may include access controls, role-based permissions, encryption, logging, vendor due diligence, security monitoring, confidentiality obligations, training, and incident response procedures. No system is completely secure. Applicants should use strong passwords for candidate portals and avoid submitting unnecessary sensitive information unless requested through an approved channel. 14\. Accuracy and Updates ------------------------- Applicants are responsible for providing accurate and current information. Where a candidate portal allows updates, applicants may update information directly. Otherwise, applicants may request correction of inaccurate or incomplete personal information by contacting the IMAX Privacy team ([privacy@imax.com(opens in new window)](mailto:privacy@imax.com)) stating “Job Applicant” followed by your request in your email subject line. We will verify your identity before responding where required. 15\. Minors ----------- IMAX does not knowingly collect applicant personal information from individuals under the age permitted for employment in the relevant jurisdiction. Where a role is available to minors, IMAX will collect and process information only as permitted by applicable child labor, employment, and privacy laws, and will obtain parental or guardian consent where required. 16\. Changes to This Notice --------------------------- We may update this notice from time to time. If we make material changes, we will provide notice as required by applicable law, which may include posting the updated notice on the careers site, updating the effective date, or providing direct notice where appropriate.