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Privacy Notice

This Privacy Notice details how we, Soho House & Co process your personal data in accordance with the laws of California. This Privacy Notice only applies to the personal data of job applicants, potential candidates for employment or partnership, and those who participate in our recruiting programs and events.

In accordance with the California Consumer Protection Act (CCPA) and the subsequent California Privacy Rights Act (CPRA) your personal data is processed for the purpose of managing the recruitment of employees to our business.

How do we use your personal data?

It is our responsibility to safely process the personal data that applicants provide as part of the recruitment and hiring process, as such we only collect personal data that is relevant for the recruitment process when you apply for a role with us, such as your name, address, contact information and work and education history.

Sharing your personal data

In order to administer your application and the fulfil the recruitment process, we share your personal information with our third-party partner Greenhouse Recruiting.

Soho House will never sell your personal data to a third party.

How long will we retain your personal data?

We will only process personal data for as long as necessary or where we have a legitimate business reason for keeping it. We also process personal data in line with our retention schedule:

Successful candidates – your personal data will be retained for 6 years following the termination of your employment.

Unsuccessful candidates – your personal data will be retained for 1 year. You will be prompted to provide consent for your data to be held for a further year for future opportunities. If you wish to withdraw consent before that, you can do so by emailing Soho House here.

Your Rights The following rights are available under the California Privacy Rights Act. Please note that some of these rights may be subject to confirmation of your identity and exemption may apply, in certain circumstances:

·       Right to know what personal information is being collected

·       Right to access personal information

·       Right to correct inaccurate information

·       Right to delete personal information

·       Right to non-discriminatory treatment for exercising any rights

·       Right to initiate a private cause of action for data breaches

·       Right to limit use and disclosure of sensitive personal information

·       Right to opt-out of sale of personal information (if applicable)

 For further information regarding your rights in relation to your data and cookies, please visit https://www.sohohouse.com/en-us/terms-and-policies/privacy-policy for our full Soho House Privacy Policy. You can get in touch with us here if you have any further questions on how to exercise your rights.

Security Measures

We maintain appropriate technical and organization security measures to protect your personal information from unauthorized access, disclosure, alteration or destruction.

Changes to our Privacy Policy

We keep this notice under review and will reflect any updates or changes to practice within this notice (to reflect changes in operations and the way we process your data).

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Soho House & Co.’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

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Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

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Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
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PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.