Introduction
This Candidate Privacy Policy Notice (“notice”) applies to individuals who have applied for a job at Centrus Energy Corp. (including its affiliates and subsidiaries, collectively referred to as “the Company”); been contacted as a talent prospect; or joined the Company’s Talent Community (collectively referred to in this notice as “Candidates”) and describes the types of Personal Information that the Company obtains and processes about its Candidates (“Candidate Data”), how and why it is used, and with whom it may be shared in connection with the recruiting process.
This notice is supplementary to the Centrus Energy Corp Privacy Notice.
The Company Talent Community
Candidates may opt in at any time by visiting the Company Talent Community. Joining is entirely voluntary and is not a condition of applying for jobs at the Company. Choosing not to join will not affect any decisions made about current or future job applications. Candidates can opt-out of the Talent Community at any time as described in ‘the Company’s Candidate Rights’ below.
Future Prospects
Candidates who opt in to the Company’s Talent Community, or who agree to be contacted about other open roles when submitting a job application, consent to the Company retaining and using their Candidate Data to consider them as a future prospect for other employment opportunities. The Company may also combine Candidate Data obtained from the Candidate with information it obtains independently about them from publicly available sources and may add this to their Talent Profile. The Company uses this information for recruitment purposes, including to assess the Candidate’s suitability for roles for which they may not have applied, and to contact them by email and by other electronic means about other job opportunities and the Company news. If a Candidate decides to opt-out, they can do so as described in ‘the Company’s Candidate Rights’ below.
Sources of Data Collection
Candidate Data may be collected directly from Candidates (e.g., contact information and resume/cv provided in a job application), or obtained indirectly (e.g., education, work history and skills related information) from publicly accessible sources such as external professional and employment-related online platforms and directories where such data has been made public, or from a third party such as an employment referee, a third party consultant or a recruitment professional who is carrying out work on behalf of the Company.
Where legally required, the Company may ask for additional information concerning instances where a Candidate, or someone close to them including certain family members or business partners, works or has worked with a government in a specified manner. In these circumstances, additional instructions will be provided to the Candidate during their application. Candidates should inform and seek agreement from any family member or business partner about whom the Company has asked for information, prior to disclosing this to the Company.
Types of Candidate Data
Processing refers to any action performed on Candidate Data, such as collecting, recording, organizing, storing, transferring, modifying, using, disclosing, or deleting it. The types of Candidate Data processed by the Company may differ depending on a Candidate’s individual circumstances (e.g., processing a work visa or checking the validity of a driving license may not apply to all Candidates or all job roles). The following list of Candidate Data that the Company typically processes is therefore illustrative only and is a non-exclusive list.
Sensitive or special categories of data are only processed where collection is permitted or required by law, or where this information is voluntarily disclosed by the Candidate. The Company does not request or consider information about protected characteristics (e.g., religion, sexual orientation, or political opinions) in connection with recruiting. If a Candidate has a disability or health condition and would like the Company to consider reasonable adjustments or accommodations, the Candidate may provide that information during the recruiting process.
| Candidate Data Types | Non-exclusive examples of Personal Information |
|---|---|
| Identification Data | Name, date of birth, place of birth, nationality, citizenship, gender, photo image, ethnicity (if law permits), signature. |
| Contact Information | Personal and work-related postal address(es), phone number(s), email address(es), and professional social media account details. |
| Information about Personal Life or Health | Marital status, dependents, beneficiaries, social benefits entitlements, military service, political and religious beliefs, professional association membership, health or disability data. |
| Government ID / Official Authorization Data | Copies and numbers of a National Identification card, passport, driving license, work permit, social security card, visa or immigration status, including digital formats where required to be used by law. |
| Education / Employment Data | Job role and position, job application data, training and employment history, educational study history and achievements (including academic grades), work experience, certifications, professional licenses and qualifications, skills and competencies including any languages spoken, professional job band, length of service, employment references, and where disclosed, performance at work. |
| Screening and Verification Results | The results of background screening and verification checks, prior to employment (as permitted in local law), which may include responses from a third party to substantiate a Candidate’s prior work or education history, or the outcome of criminal records checks and/or alcohol or drug tests. If a Candidate fails background checks, they may be considered ineligible for future employment with the Company. |
| Personal Financial Information | Bank or other financial account number (e.g., for travel reimbursement), and where voluntarily provided, the candidate’s current and former compensation, salary, incentives, bonus, other financial rewards and recognition, benefits, tax deductions, garnishments, stock, restricted stock units/stock option information, and expense reimbursements. |
| Location / Activity Information | Place of work and home working arrangements, dates on which the Candidate applied for roles and the outcome of those applications. |
If a Candidate does not provide certain Candidate Data to the Company, this may prevent the Company from complying with its legal obligations or in conducting necessary steps in its recruitment process, and this may affect their ability to apply for or receive an offer of employment. When the Company requests Candidate Data, it will explain the potential consequences of not providing it (e.g., failing to provide evidence of the right to work could result in the Company being unable to offer employment).
Legal Basis for Processing
Where permitted in law, the Company may rely upon the necessity to perform a contract, compliance with its legal obligations, or its legitimate interests (or those of its third parties), as its legal basis.
Purposes for which Candidate Data are Processed
The Company processes Candidate Data in compliance with applicable law(s) for legitimate human resources, recruitment and business management purposes, as per the examples set out below.
Non-exclusive examples of how Centrus Energy uses Candidate Data
For the Identification of Prospective Candidates – Researching and identifying potential Candidates by:
• Searching external talent forums and public professional profiles to identify talent prospects;
• Contacting talent prospects to invite them to join the Centrus Energy Corp Talent Community;
• Contacting Candidates to invite them to apply for an open role;
• Identifying Candidates for open positions by applying search terms to talent profiles to identify and match specific skills, experience, or similar criteria required for an open role;
• Working with external recruitment agencies to find prospective talent; and
• Processing Talent Referrals from existing employees.
Where required, the Company performs these activities on the lawful basis of its legitimate interests in managing recruitment and identifying suitable Candidates, or if legally required upon Candidate consent.
For Recruitment and Talent Management – To support its recruitment activities by:
Non-exclusive examples of how Centrus Energy uses Candidate Data
• Processing job applications and creating a Candidate Profile in recruitment systems;
• Enrolling individuals into the Company Talent Community where they have opted in;
• Evaluating Candidates for open positions;
• Organizing and conducting job interviews and assessments (both online and in person);
• Determining a former employee’s re-hire eligibility (e.g. according to local law);
• Formulating a total remuneration package to offer to the Candidate;
• Issuing job offers and assignments to Candidates;
• Engaging Candidates by contacting them to share news about the Company; and
• Studying the hiring process and outcomes to identify process enhancements.
Where required, the Company performs these activities on the lawful bases of it being necessary to perform a contract with the individual or to take steps at their request prior to entering a contract, or upon the lawful basis of its legitimate interests in managing its recruitment program, or if legally required, upon Candidate consent.
• Processing health and disability information to: – Make reasonable adjustments or accommodations at the Candidate’s request; – Conduct occupational health assessments; or – as otherwise required by law.
Where required, the Company will process health related information on the lawful basis of consent, where it is necessary for the purposes of carrying out its obligations and exercising specific rights in the field of employment law, and to assess and implement reasonable adjustments. Where the Company is required by law to process health data for occupational health assessments, this will be carried out in accordance with applicable occupational health and employment legislation.
For pre-hire Background Checks
– At the relevant stage of the recruitment process, once a Candidate has accepted an offer but prior to the first day of employment, performing background checks (where relevant to the position and only when permitted in law) which may include:
• Reviewing Government Identification provided by Candidates to verify their identity;
• Assessing a Candidate’s right-to-work and immigration/visa related information; and
• Conducting watchlist and sanctions checks against Government databases.
Non-exclusive examples of how Centrus Energy uses Candidate Data
Where required, the Company performs these activities on the lawful basis of complying with a legal obligation.
• Assessing any potential conflicts of interest that is declared by a Candidate;
• Obtaining employment references from the Candidate’s former employer(s);
• Independently verifying the Candidate’s employment history and former positions held; and
•Independently verifying the Candidate’s education history and academic qualifications.
Where required, the Company performs these activities on the lawful basis of its legitimate interests in substantiating a candidate’s credentials and assessing their suitability for hire.
If applicable:
• Requesting criminal records checks from established reference agencies; and
• Requesting drug and/or alcohol testing and processing the test outcomes.
Where required, the Company performs these activities on the lawful basis of consent.
Where the Company intends to obtain information of a sensitive nature from a third party, such as requesting a criminal records check, the Candidate will be provided notice in advance, and these checks will not be performed without their consent. Criminal records checks are only conducted where this is permitted by applicable law and relevant to the role. If a Candidate fails certain background checks, they may be considered ineligible for future employment at the Company.
Automated Decisions and Artificial Intelligence
Where permitted by applicable law, the Company and its third-party processors may use artificial intelligence (“AI”) applications, including machine learning and generative-AI, and may create talent profiles, match candidates to roles, or make decisions informed by automated processing to support recruitment and business operations. The Company complies with applicable laws and implements appropriate controls, requiring our processors to do the same, and engages with employee representatives, as appropriate. Where required by law, individuals may object to such processing or request a human review and/or information about the logic involved.
How the Company Uses AI
When a Candidate submits a job application, opts in to be a future prospect, or joins the Talent Community, the Company may use AI-assisted tools to match their Candidate Data against the skills, qualifications, and experience required for open roles. This matching process uses AI to identify where a Candidate’s profile aligns with the stated job criteria.
Human Oversight and Decision-Making
AI is used to support the Company’s recruitment process and is not used to make independent hiring decisions. Applications will be reviewed by a human regardless of how AI has matched a profile to role requirements, and no applicant will be advanced or rejected solely as a result of the Company’s use of AI. Any decisions based on automated processing that produce legal or similar significant effects concerning a Candidate, are subject to human review.
Fairness and Non-Discrimination
The Company is committed to being an inclusive equal opportunities employer. This includes not searching for or filtering candidates based on protected characteristics (e.g., age, sex, race, disability, religion, or sexual orientation). Human review is relied on throughout the process to verify AI outputs.
Direct Marketing
The Company will reach out to Candidates about roles for which they have applied, and about other the Company recruitment opportunities, news, company achievements, awards and participation in industry events, which it believes would be of interest to those who have opted into this. The Company will not: • Use Candidate Data to offer the Company products or services unrelated to recruitment; or • Disclose Candidate Data to entities outside of the Company for their direct marketing purposes.
See “the Company’s Candidate Rights” below for how to withdraw from the Company’s recruitment process; unsubscribe from the Company Talent Community; or exercise other privacy rights that may be available to a Candidate.
Data Disclosure Transferring Candidate Data Inside The Company
Candidate Data is accessible across all Company entities, at all times in a manner consistent with this notice.
Transferring Candidate Data Outside of The Company
At times, the Company may be required to transfer Candidate Data to external third parties, including those it has hired to perform certain services on its behalf. Non-exclusive examples of selected third parties with whom the Company may share Candidate Data include:
• Suppliers who are engaged to provide services that the Company has chosen to outsource (e.g., partners who perform background checks, support travel reimbursement, or who schedule interviews);
• External Legal Counsel, to protect the legal rights of the Company; and
• Law enforcement bodies, arbitrators, judges and other third-party adjudicators, to defend a litigation suit or a regulatory enforcement action or as otherwise required by valid legal requirement.
Retention of Candidate Data
The Company retains Candidate Data for as long as it is needed for the purposes for it was obtained, or where the Company has another lawful basis to retain it. The Company determines the applicable retention period for each category of Candidate Data by reference to the following criteria:
a) the purpose for which the Candidate Data was collected and whether that purpose has been fulfilled;
b) whether the Candidate has an ongoing relationship with the Company (e.g., as a member of the Talent Community or as an active applicant), in which case Candidate Data will be retained for the duration of that relationship and for a reasonable period thereafter;
c) whether the Company is subject to a legal, regulatory, or contractual obligation that requires it to retain the Candidate Data for a specified period (e.g., employment, tax, or equal opportunities legislation in the jurisdiction where the role is based);
d) whether retention is advisable in light of the Company’s legal position, including the applicable statutory limitation period for potential claims arising from or in connection with the recruitment process (e.g., discrimination, data protection, or contractual claims);
e) whether the Candidate has consented to a longer retention period (e.g., by opting in to be considered as a future prospect for other roles).
Where a Candidate’s application is successful, their Candidate Data will be transferred to an employee record upon commencement of employment and retained in accordance with the Company’s employee data retention policies and applicable law.
Security and Confidentiality
The Company employs technical and organizational measures designed to protect the integrity, confidentiality, security, and availability of Candidate Data, and to comply with applicable legal requirements for information security. The Company limits access to internal systems that hold Candidate Data to individuals who need access for a legitimate business purpose.
The Company’s Candidate’s Rights
Candidates have the right to withdraw their consent to the processing of their Candidate Data, and where law permits, submit an objection to its processing, or request that its processing is restricted. The Company will comply with laws applicable to the Candidate’s rights requests it receives, however not all rights are absolute rights. They may only be applicable in certain countries depending on specific circumstances. In some cases, the Company may not be able to, or be required to, comply with requests (e.g., the Company may not be able to erase data that is required to be retained by law to meet a legal or regulatory obligation). If provided for and permitted in the law of the Candidate’s jurisdiction, privacy rights (known as Data Subject Rights or DSR) may be available to the Candidate, including to:
• request access to their Personal Information;
• request details of how it is being processed;
• request updates and corrections to it;
• request erasure of it;
• object to how it is being processed;
• request a restriction on how it is being processed;
• request the outcome of any solely automated decisions to be reviewed;
• request a copy of the Personal Information the individual provided to the Company in a portable format that can be transferred to another organization;
• withdraw consent for its Processing; or
• file a complaint with a data protection authority.
How To Contact Us
Inquiries / Complaints
• To raise a complaint or submit an inquiry about how Candidate Data is being processed contact: ASKHR@CentrusEnergy.com.
• To raise a concern, contact the Company Chief Compliance Counsel at compliance@centrusenergy.com.
• To find out about the status of a job application contact: ASKHR@CentrusEnergy.com.
Data Subject Rights Requests
To submit a Candidate request to exercise your privacy rights, contact the Company Chief Compliance Counsel at compliance@centrusenergy.com.
Talent Community
• To join the Company’s Talent Community and to be the first to know when new jobs are posted, please sign up here: Talent Community.
• For the Company job opportunities, go to the Join Our Team page at Careers – Centrus Energy Corp.
Changes to this Notice
The Company reserves the right to modify this notice by posting changes to relevant Company careers websites. If a Candidate submits additional Candidate Data or requests to be considered for a Company position following the effective date of a modified Company Candidate Notice, your Candidate Data will be handled in accordance with the Company Candidate Notice in effect at that time.
Effective Date: June 2, 2026