CVs and case files that stay in the room
An HR inbox is one of the densest concentrations of special-category data in any organisation: health notes in a sickness case, a grievance naming beliefs or sexual orientation, a right-to-work document carrying ethnicity. Most online PDF tools process that on a server and promise deletion afterwards. These do not receive it at all.
GDPR Article 5(1)(f), and why Article 9 raises the stakes
Personal data must be "processed in a manner that ensures appropriate security … including protection against unauthorised or unlawful processing", using appropriate technical measures — and under Article 5(2) you must be able to demonstrate you did. Article 9 then singles out health, racial or ethnic origin, religious or philosophical beliefs, trade union membership, biometric and sex-life data as prohibited to process by default. HR handles all of those routinely. A tool that never transmits the file is the easiest technical measure to demonstrate, because there is no transfer to justify and no processor to add to your Article 30 record.
The everyday jobs
Where we can’t help
- These are document tools, not an HR system. There is no applicant tracking, no case management and no retention schedule — you keep running those where you run them now.
- Redaction removes what you select. It cannot know that a reference number on page 9 identifies someone; a human still has to read the document.
- We keep no log of what you processed. That is the point, and it also means we cannot produce one if your retention policy expects a trail.
- Tools that genuinely need a server — Office conversions, and OCR — are labelled on their own pages. Treat those as you would any processor.
Your toolkit
The 12 tools this work actually reaches for, out of 80.
Redact one CV and watch the Network tab stay empty. Then decide whether it belongs in your process.
Redact a CVAlso written for