Privacy Policy for Job Seekers and Clients

1. Who this policy covers

This Privacy Policy describes how Advance Staffing Inc. ("Advance Staffing," "we," "us," or "our") collects, uses, shares, and retains personal information. It applies to advancestaffingmemphis.com and to the information we collect from three groups of people:

• Job seekers and applicants who apply to us for work
• Assigned employees placed with our client employers
• Employer contacts at companies that request staffing services, and other business contacts such as procurement staff, media, and community partners

We are a staffing agency. When we place an associate on assignment, we are the employer of record. We pay wages, withhold and remit payroll taxes, and carry workers compensation coverage. That role shapes much of what follows, because employment information is handled differently from ordinary website data.

2. Information we collect

From job seekers and applicants

• Identifiers and contact details: name, mobile telephone number, email address, and ZIP code.
• Work profile: availability by shift, transportation status, type of work sought, prior warehouse or industrial experience, certifications you tell us about, and any resume you choose to upload.
• Assignment records once you are placed: hours worked, assignment location, attendance, performance feedback from the client site, and pay records.
• Screening results as described in sections 5 and 6.
• Employment eligibility records as described in section 7.

From employer contacts

• Company name, your name and role, work email address, telephone number, jobsite location, and the details of your staffing request, including roles, headcount, shift, start date, and screening requirements.

Automatically, from everyone who visits this website

• Pages viewed, time on page, referring source, approximate geographic location derived from IP address, device type, operating system, and browser.
• Cookie identifiers, described in section 11.

3. What we never collect through this website

We do not request, and you should never submit, the following through any form on this website or by text message: your Social Security number, an image or number from your driver's license, state identification card, passport, or Permanent Resident Card, your date of birth, your bank account or routing number, or any payment card information.

Employment eligibility documents and tax information are collected in person, at our office, as part of onboarding after you are hired. Tennessee law restricts requiring transmission of a Social Security number over the internet except over a secure connection (Tenn. Code Ann. 47-18-2110), and our practice is simply not to collect it online at all.

If you receive a message claiming to be from Advance Staffing that asks for any of those items, or that asks you to pay a fee for a job, it is not from us. Do not respond. Call us at (901) 443-5589 and tell us about it.

4. How we use information

• To evaluate your application and match you to available assignments
• To present you to a prospective client employer for a specific assignment
• To respond to employer staffing requests and fill open orders
• To contact you by telephone, text message, or email about assignments, scheduling, screening appointments, pay, and your application
• To administer payroll, payroll taxes, unemployment insurance, and workers compensation as your employer of record
• To meet legal, tax, employment verification, and recordkeeping obligations
• To operate, secure, and improve this website
• To detect and prevent fraud and misuse

5. Background screening

Many of our client employers require a background check before an associate starts. Where a background check is required, we obtain it through a consumer reporting agency.

Federal law requires that the background check disclosure be given to you in a separate, standalone document that contains nothing other than the disclosure and your authorization (15 U.S.C. 1681b(b)(2)). This Privacy Policy is not that document and does not serve as that disclosure.

If you are considered for an assignment that requires screening, we will provide you with a separate Fair Credit Reporting Act disclosure and obtain your written authorization before any report is requested. If we may take adverse action based in whole or in part on a report, you will receive a copy of the report and a written summary of your rights under the Fair Credit Reporting Act before that action is taken, and a reasonable opportunity to respond.

We do not ask about criminal history on our employment application. Where a client requires criminal background screening, it is conducted after a conditional offer, through the consumer reporting agency, and any record is assessed individually against the nature of the offense, the time that has passed, and the requirements of the specific assignment.

6. Drug and alcohol screening

Certain assignments require drug or alcohol screening. Where screening applies, you will receive a separate written policy and consent document before any test is conducted.

Screening results are confidential. We share only the pass or fail outcome with the client employer where the assignment requires it. Any underlying medical information, including medical review officer records and any prescription information you disclose, is treated as confidential medical information, stored separately from personnel records, and access is restricted. Confidentiality of results in Tennessee is governed by Tenn. Code Ann. 50-9-109.

7. Employment eligibility verification

As an employer, we verify the employment eligibility of every person we hire using Form I-9 and, where required by federal or Tennessee law, the federal E-Verify system. Tennessee's Lawful Employment Act is at Tenn. Code Ann. 50-1-703.

Immigration and employment eligibility verification records are maintained in files separate from personnel records, with restricted access, and are retained for the periods required by federal and Tennessee law.

8. Text messages and SMS consent

Text messaging is how a staffing agency actually reaches people about work. If you provide a mobile number and consent on our application, we may text you about assignments, shift times, jobsite addresses, screening appointments, and pay.

We use two separate consents, and you are never required to give both:

Operational and assignment messages

Messages about your application, available assignments, scheduling, and pay. Consent is given when you check the required contact box on our application.

Promotional messages

Hiring event announcements and referral bonus offers. This consent is separate, optional, and unchecked by default. Consent to promotional messages is not a condition of employment or of being considered for any assignment.

Message frequency varies. Message and data rates may apply. Reply STOP to any message to opt out, or HELP for help. You may also opt out by calling (901) 443-5589 or emailing info@advancestaffingmemphis.com. We honor opt-out requests made by any reasonable method, and we apply an opt-out across all of our messaging programs, not only the one you replied to. Carriers are not liable for delayed or undelivered messages.

We will not share your opt-in to an SMS campaign with any third party for purposes unrelated to providing you with the services of that campaign. We may share your personal data, including your SMS opt-in or consent status, with third parties that help us provide our messaging services, including but not limited to platform providers, phone companies, and any other vendors who assist us in the delivery of text messages.

All of the categories of sharing described in section 9 exclude text messaging originator opt-in data and consent; this information will not be shared with any third parties.

9. How we share information

10. Selling and targeted advertising

We do not sell personal information. We do not share personal information with data brokers.

We do use one targeted advertising technology. This website runs the Meta Pixel, which allows us to measure our Facebook and Instagram advertising and to show our ads to people who have visited this site. Browsing information collected by that pixel, including your IP address and device information, is received by Meta Platforms, Inc. and used by Meta for its own purposes as well as ours. Section 11 explains this in full and tells you how to switch it off.

What we never send to any advertising platform: your name, your email address, your telephone number, your resume, your work history, or anything else you type into a form on this site. The pixel reports that a page was viewed. It does not report what you submitted.

Presenting a candidate to a prospective employer for a specific assignment is how staffing works and is the purpose for which you provided the information. It is not a sale.

11. Cookies, analytics, and advertising technologies

This website uses cookies and similar technologies, including tracking pixels, for three purposes:

• Google Analytics 4, to understand how visitors use the site in aggregate.
• HubSpot, our customer relationship management system, which sets an identifier so that a form submission can be connected to the pages that led to it.
• The Meta Pixel, a tracking technology provided by Meta Platforms, Inc., the company behind Facebook and Instagram. It is described in detail below.

The Meta Pixel

We use the Meta Pixel to measure whether our Facebook and Instagram advertising reaches people who go on to apply for work or request staff, and to show our advertising to people who have visited this website. This is a form of targeted advertising and retargeting.

When you visit a page on this site, the pixel sends Meta your IP address, information about your browser and device, the page you are viewing, and, if you have a Meta account and are signed in, an identifier Meta can use to recognize you. Meta uses this information for its own purposes as well as ours, as a separate controller of that data. We do not send Meta your name, email address, telephone number, resume, or any information you type into a form on this site.

You can limit this in several ways. Meta's own ad preference settings let you control how your off-platform activity is used. Most browsers allow you to block third-party cookies, and common privacy extensions and browser tracking protection block the pixel entirely. Any of these choices is respected by this site, and none of them prevents you from applying for work or requesting staff.

Social media links and embedded content

Our pages link to our profiles on Facebook, Instagram, LinkedIn, Pinterest, and other platforms. These are ordinary links. Following one takes you to that platform, where that company's own privacy policy governs, not ours. Simply viewing a page on this site that contains a social media link does not share your visit with that platform.

A full list of every cookie this site sets, with lifespans, is in our Cookie Policy. You can control cookies through your browser settings. You may opt out of Google Analytics using the Google Analytics opt-out browser add-on. Blocking cookies does not prevent you from applying for work or requesting staff; the forms on this site work without them.

We do not currently respond to browser Do Not Track signals, because no common standard for honoring them has been adopted.

12. How long we keep information

We keep information for defined periods rather than indefinitely.

Records subject to a legal claim, charge, subpoena, audit, or litigation hold are preserved until final disposition, regardless of the schedule above.

13. Security and data breach

We use administrative, technical, and physical safeguards appropriate to the sensitivity of the information, including encrypted transmission of this website, access controls limiting employee access to what each role requires, and segregation of immigration and medical records from general personnel files.

No method of transmission or storage is completely secure, and we cannot guarantee absolute security. If a breach of unencrypted personal information occurs, we will notify affected individuals as required by Tennessee's breach notification statute, Tenn. Code Ann. 47-18-2107, which requires notice within 45 days of discovery absent a law enforcement delay request.

14. Your choices and requests

• Access or correction. Ask us what we hold about you, or tell us something is wrong and we will correct it.
• Deletion. Ask us to delete your application information. Some records must be retained by law, and we will tell you which.
• Stop contacting me. Reply STOP to any text, or call or email us.
• Withdraw your application. Tell us and we will remove you from active matching.

Contact us using the details in section 18. We will respond within a reasonable period and may need to verify your identity first.

Tennessee's comprehensive consumer privacy statute, the Tennessee Information Protection Act, applies to businesses meeting revenue and volume thresholds that Advance Staffing Inc. does not meet, and it separately exempts information processed in the course of applying to or being employed by a business. We provide the choices above as a matter of practice, not because that statute requires them of us.

15. Applicants outside Tennessee

We operate in Tennessee and serve the Memphis metropolitan area. If you apply from a state that gives you additional privacy rights, contact us and we will work with you in good faith to honor rights that apply to you.

16. Minors

This website is not directed to children. We do not knowingly collect personal information from anyone under 16. Applicants must be at least 18 years old to apply for the assignments we place. If you believe a minor has submitted information to us, contact us and we will delete it.

17. Changes to this policy

We may update this policy. The revision date appears at the bottom of this page. If we make a material change in how we use personal information, we will take reasonable steps to notify affected individuals.

18. How to contact us

Advance Staffing Inc.
2840 Bartlett Rd, Suite 5
Bartlett, TN 38134
(901) 443-5589
info@advancestaffingmemphis.com
Monday to Friday, 8:00 AM to 5:00 PM

Not legal advice. This policy describes our practices. It has not been reviewed by counsel for your jurisdiction and it is not a substitute for legal advice. Advance Staffing Inc. should have this document reviewed by a Tennessee employment attorney before relying on it in any dispute.

Last updated: October 09, 2026