Privacy Statement
How The Extra Play Limited collects, uses, stores and shares personal information when you use Global Sports Jobs and our related services.
Last updated 8 October 2026
About this Privacy Statement
The Extra Play Limited ("The Extra Play", "we", "us" or "our") is committed to protecting and respecting your privacy.
This Privacy Statement explains how we collect, use, store, share and otherwise process personal information when you access or use Global Sports, Global Sports Jobs, Global Sports Talent, Global Sports Education, the Global Sports Intelligence Engine ("GSiE"), and any related websites, platforms, applications, products, services or technologies that we operate (together, the "Services").
It applies to candidates, employers, recruiters, clients, website visitors and other users of our Services.
This Privacy Statement should be read together with our Terms of Service, Cookie Policy and any additional privacy information provided when we collect personal information from you.
Who we are and how to contact us
The data controller responsible for your personal information is The Extra Play Limited, trading through brands including Global Sports, Global Sports Jobs, Global Sports Talent and Global Sports Education.
The Extra Play Limited operates talent platforms, recruitment and executive search services, workforce planning and advisory services, Talent Intelligence services and related professional services within the global sports industry and related sectors.
We also develop and operate GSiE, our proprietary technology used to support candidate and opportunity matching, recommendations, analytics, Talent Intelligence and related services.
You can contact us about this Privacy Statement or your personal information at privacy@globalsportsjobs.com or at:
The Extra Play Limited, Larch House, Parklands Business Park, Denmead PO7 6XP.
Company registration 16525223. VAT registration 497295234.
What personal information we collect
The information we collect depends on how you use the Services.
| Information category | Examples of information we may collect |
|---|---|
| Account and identity information | Name, email address, location, country, preferred language, account details, sign-in and verification information, profile photograph and professional biography. If you sign in using Google or LinkedIn, we may receive your name, email address and provider account identifier. We do not receive your provider password. |
| Professional and career information | CV or resume, employment and career history, current job title and employer, education, qualifications, certifications, licences, professional memberships, achievements, skills, languages, salary or compensation information, career stage, availability and other professional information. |
| Career preferences | Preferred roles, sectors, employers and locations, salary expectations or ranges, mobility and working preferences, career aspirations and other information about your next professional opportunity. |
| Job search and platform activity | Jobs or courses viewed or saved, companies followed, searches and filters, saved searches, applications, Apply clicks and interactions with recommendations and platform features. Some recent searches and filter choices may be stored in your browser rather than against your account. |
| Applications | The opportunity applied for, CV, cover note and other application information. For an application on Global Sports Jobs, the employer email includes your name, email address, location, current role, current employer, cover note and CV file. For an external application, we record the Apply click, and the employer’s site collects what it asks for under its own privacy arrangements. |
| Assessment and profiling information | Professional preferences and characteristics, including working styles, communication or leadership preferences, motivations, aspirations, strengths, development opportunities and suitability indicators, whether provided by you or generated through our tools. |
| Diversity and equal opportunity information | Depending on where you are and whether the law allows us to ask, gender identity, ethnicity and disability status. This information is not used to rank you for jobs or decide which roles you see, and it is not included in the employer application email. Authorised staff can see individual answers for internal fairness reporting. We do not send those answers to employers, recruiters or clients. |
| Employer, recruiter and client information | Contact and organisation details, hiring requirements, recruitment activity, workforce-planning information and communications with us. |
| Technical and usage information | Browser and device information, operating system, IP address, security and authentication information, logs, error reports and use of our Services. Cookies and similar technologies are covered separately in our Cookie Policy. |
| Communications | Emails, enquiries, contact-form submissions, customer-support requests, survey responses and registrations for events or other Services. |
How we collect personal information
We collect personal information in several ways.
Most information is provided directly by you when you create or update an account, build a profile, upload a CV, apply for an opportunity, save a search, complete an assessment, register for an event, subscribe to communications or otherwise interact with us.
We also generate information through your use of our Services, for example when you view or save an opportunity, submit an application or interact with platform features.
For recruitment, executive search and talent-sourcing activities, we may also obtain relevant professional information from publicly available professional sources, referrals, existing professional relationships, employers, recruiters, clients and other lawful sources.
We may create additional information from the information we hold, including recommendations, matching indicators, professional insights, aggregated statistics and Talent Intelligence.
If we did not collect your information from you
For executive search, talent sourcing and related work, we sometimes hold professional information that you did not give us directly. This section is for that situation. It applies in addition to the rest of this statement.
The information is usually your name, job title, employer, career history, skills, public professional profile and, where we have them, contact details. It may come from a public professional source, a referral, an existing professional relationship, an employer, a recruiter or a client.
We use it to consider you for professional opportunities, to contact you about a role that appears relevant, and to maintain our talent network. The lawful basis is our legitimate interests in providing recruitment and executive-search services. You can object to that use.
We may share relevant professional information with the employer, recruiter or client connected to a particular opportunity. We do not sell this information.
When we first contact you, we tell you that we hold this information, where it came from, and that this statement applies. If we do not contact you, we provide that information within one month of collecting it, or before we disclose it to another organisation if that happens sooner.
You can ask for access, correction or deletion, and you can object, by emailing privacy@globalsportsjobs.com. The retention, transfer and rights sections of this statement apply to this information as well.
How and why we use personal information
Operating our Services
We use information to create and manage accounts and profiles, authenticate users, host CVs, process applications, provide job and course functionality, administer saved searches and alerts, communicate with users, provide support, maintain security and operate the platform.
Matching candidates and opportunities
A core purpose of our Services is to connect people with relevant professional opportunities. We may use professional information, career preferences, skills, experience, qualifications, platform activity and other relevant information to identify opportunities, generate recommendations, assess potential matches, prepare candidate summaries or shortlists and support recruitment processes.
Participation in our talent Services may also involve us proactively identifying opportunities and recommending or introducing candidates to employers, recruiters and clients even where the candidate has not directly applied for a particular role. Where we facilitate an introduction, we may share relevant professional information such as career history, qualifications, experience, skills, achievements, career preferences and other information relevant to the opportunity.
Executive search and talent sourcing
We use personal information to provide executive search, talent sourcing and talent advisory services. This may include identifying potential candidates, evaluating professional experience and suitability, conducting talent and market mapping, presenting candidates to clients and facilitating recruitment and professional introductions. Where permitted by applicable law, we may contact individuals about professional opportunities that appear relevant to their experience, skills or background.
Workforce planning and advisory services
We may use relevant information to support workforce planning, talent mapping, succession planning, organisational analysis and related advisory services.
Applications and employer communications
Where you apply for an opportunity through our platform, we use your information to administer that application. For an application submitted on Global Sports Jobs, we email the address listed for that job. The email includes your name, email address, location, current role and current employer where those are on your profile, the job title, and any cover note you wrote. Your CV file is attached. The employer can reply directly to your email address. Brevo transmits that message, including the file. We also keep the application and the CV for authorised administrators.
The employer who receives the email is then responsible for its own use of that copy. If the job sends you to the employer’s own site, we record the Apply click, and that site collects what it asks for under its own privacy arrangements.
Diversity, fairness and reporting
Whether we ask, and which questions we ask, depends on where you are and on whether the law allows us to ask. A recognised country is asked the questions that apply there. Where a question is shown, it includes a "Prefer not to say" option. Where the diversity step is presented, the step must be submitted before onboarding can continue. If your country cannot be recognised, the questions are not shown.
We use the answers for internal fairness, diversity and inclusion reporting. Authorised staff can see individual answers for that reporting. We do not use them to rank jobs, to decide whether you see a role, or to take another measure or decision about you. They are not included in the employer application email, and we do not send them to employers, recruiters or clients.
Information about ethnicity, and information about disability or health, is special category data. The ordinary basis is Article 6(1)(f) of the UK GDPR, our legitimate interests in understanding whether the Services reach people fairly. The special-category condition is Article 9(2)(g) of the UK GDPR, substantial public interest, read with Schedule 1, Part 2, paragraph 8 of the Data Protection Act 2018, equality of opportunity or treatment. That condition is available because the information is used to review equality of opportunity between groups, and not to take a measure or a decision about you.
You can stop this particular use in either of two ways. You can give written notice under paragraph 8(5) requiring us not to process this information, or you can object to this use. Email privacy@globalsportsjobs.com. We will stop and delete your ethnicity and disability answers. A reasonable period applies to a paragraph 8(5) notice. An objection to other processing that relies on legitimate interests, such as security logs, is handled separately: we stop that processing unless we have compelling grounds that override your interests, rights and freedoms, or we need the information for a legal claim.
Gender is used for the same reporting on the basis of Article 6(1)(f) of the UK GDPR. Where an answer reveals information about health, including gender reassignment, we treat it as special category data under the same Article 9(2)(g) condition and limit it to this equality reporting. Choosing "Prefer not to say" means you do not provide that information.
Improving and protecting our Services
We may use information to monitor and improve platform functionality, understand how our Services are used, diagnose technical problems, prevent fraud and misuse, maintain security, enforce our Terms of Service and comply with legal and regulatory requirements.
Legal bases we rely on
UK data protection law requires a lawful basis for each use of personal information. The basis depends on the purpose. Where more than one basis could apply, this table states the one we rely on.
Where the basis is legitimate interests, you can object. We will stop that processing unless we have compelling grounds that override your interests, rights and freedoms, or we need the information for legal claims. Our interests are running a secure professional platform, connecting people with relevant roles, and understanding the sports employment market.
Where the basis is consent, you can refuse it, and you can withdraw it later, without losing your account. Withdrawal does not affect processing that happened before you withdrew.
| Purpose | Lawful basis |
|---|---|
| Creating and running your account, hosting your profile and CV, and providing the job, course and account features you use | Contract. This processing is necessary to provide the Services you sign up for. |
| Applications you submit on Global Sports Jobs, including the employer email described in this statement | Contract. You ask us to pass that application on. |
| Saved-search alerts and job-recommendation emails about roles that match your profile, preferences or saved search | Contract. These emails are part of the Services. You can turn each type off in your alerts. They contain matching roles, not unrelated promotions. |
| Optional emails about site updates, news, partner events and education, and the separate footer newsletter | Consent. These are off unless you opt in. The newsletter also asks you to confirm by email. You can withdraw consent in your alerts, by the unsubscribe link, or by contacting us. |
| Analytics cookies, Google Analytics 4 and PostHog | Consent, given when you choose Accept on the cookie bar. Reject leaves them off. |
| Security, fraud prevention, error reports, enforcing our Terms, and keeping records needed for a complaint or claim | Legitimate interests in keeping the Services secure and protecting users and the business. Sentry error reports use this basis and do not wait for a cookie choice. Where the law itself requires a record or a disclosure, the basis is legal obligation. |
| Scoring job recommendations shown to you, and filling profile fields from a CV you upload | Contract. You upload the CV and use a service that suggests roles. The score orders suggestions. It is not a hiring decision. |
| Introducing you to an employer, recruiter or client where you have not applied for that role, and executive search or talent sourcing from professional sources | Legitimate interests in providing recruitment and professional-introduction services, as described in our Terms. You can object, including to disclosure to your current employer where the Terms describe that preference. |
| Equality and diversity monitoring | Article 6(1)(f) of the UK GDPR: legitimate interests in understanding whether the Services reach people fairly. Ethnicity and disability or health information is also processed under Article 9(2)(g) of the UK GDPR and Schedule 1, Part 2, paragraph 8 of the Data Protection Act 2018. If you object to this use, or give written notice to stop it, we delete those ethnicity and disability answers. Gender uses Article 6(1)(f) only, unless the answer reveals health information. |
| Talent Intelligence that still identifies a person | Legitimate interests in understanding the sports employment market. Genuinely anonymous information is outside data protection law. The test we use is set out under Talent Intelligence. |
| A sale, investment, merger or reorganisation of the business | Legitimate interests in carrying out that transaction, with appropriate protections. |
GSiE, AI, matching and profiling
GSiE is proprietary technology operated by The Extra Play Limited to support matching, recommendations, professional insights, workforce planning, analytics, benchmarking, Talent Intelligence and related Services.
GSiE and other technology we use may analyse information such as Talent Profiles, CVs, qualifications, career histories, skills, preferences, assessment or profiling information, platform interactions and recruitment activity.
These systems may generate outputs such as opportunity or candidate recommendations, rankings, compatibility or suitability indicators, professional insights, analytics, benchmarking and workforce insights.
These outputs are designed to support professional and recruitment decision-making. They should not be treated as the sole basis for recruitment, hiring or career decisions.
We may also use information and outputs from these systems to improve matching methodologies, recommendations, our Services and future technology capabilities.
CV processing
When you upload a CV on Global Sports Jobs, we extract the text from the file and send that text to a language model so we can fill profile fields, including name, location, current job title, employer, area of work, occupation, career stage, years of experience, strengths and a short summary. The original file stays in our storage. We do not send the file itself to the model.
The text goes to Vercel AI Gateway (ai-gateway.vercel.sh). The gateway passes it to the language model configured for this service. The default model is provided by DeepSeek. The gateway can be asked to run inference in Europe, in the United States, or without a region limit. The default is Europe. If the model is not offered in the chosen region, the request runs without a region limit. If the gateway is not configured, the same text can be sent directly to DeepSeek at api.deepseek.com. DeepSeek is established in China. The extracted text can include anything written on the CV, such as contact details, salary, education and health information, not only the fields we then store on your profile.
How job recommendations are scored
On Global Sports Jobs, recommendations are ordered by a score. The score uses your occupation, skills, strengths, career stage, sector, sports, location and work preferences, companies you follow, and information about the role. It can also include a weighting that reflects our commercial relationship with the employer. Diversity and fairness answers are not part of the score.
The score changes which roles we suggest to you and the order they appear in. It does not hire you, reject you, or stop you applying. You can change the preferences that feed the score, and you can turn recommendation emails off. Where we prepare a shortlist for a client, a person reviews it. We do not refuse an application by automated means alone.
Assessments and profiling
We may provide assessment and profiling tools that generate professional insights about matters such as working style, communication preferences, leadership preferences, professional motivations, strengths and development opportunities. Where appropriate and explained to the individual, relevant assessment results, profiling outputs and professional insights may be used to support matching, recruitment, executive search, workforce planning, leadership assessment or succession planning and may be shared with relevant employers, recruiters or clients. Additional information or choices may be provided when an individual participates in a particular assessment or profiling service.
Talent Intelligence and analytics
We may use information generated through our Services to understand the sports employment and talent market and to develop Talent Intelligence products and services.
These may include salary and compensation benchmarking, workforce and hiring trends, skills analysis, talent availability, recruitment analytics, executive-search intelligence, market intelligence and industry benchmarking.
We use aggregated or de-identified information for these products where we can. We treat a set of information as anonymous only when identifying someone from it is not reasonably likely, including by combining it with other information a recipient could use. Until that standard is met, the information remains personal information and the purposes, bases, sharing and retention rules in this statement still apply.
Information that meets that anonymous standard may be analysed, retained and used commercially by The Extra Play Limited, including to develop and improve our products and Services. We do not attempt to re-identify it.
Website and product analytics
Subject to your cookie choices, we may use analytics services to understand how people find and use our Services, where users encounter difficulties and how our websites and products perform.
Google Analytics 4 and PostHog run only after you choose Accept on the cookie bar. Information such as name, email address, telephone number, CV, cover note, salary and diversity responses is not sent to these analytics services. PostHog may receive an account identifier for a signed-in user who has accepted analytics, together with whether the account was migrated and whether onboarding is complete.
This is separate from activity that forms part of operating a signed-in account, such as recording applications, Apply clicks and relevant platform interactions.
Further information about analytics cookies and your choices is provided in our Cookie Policy.
Marketing and communications
We send communications necessary to operate your account and provide Services you request. These may include account verification, password resets, application-related communications, saved-search alerts and other service communications.
Job recommendation emails and saved-search alerts are switched on until you turn them off in your alerts. Each of those emails lists roles that match your profile, preferences or saved search, and includes a link to turn that type of email off. They are part of the service on your account. Site updates, news, partner events and education start off. They follow the signup choice "Send me relevant career insights, opportunities and updates from Global Sports Jobs", and you can change those four in your alerts. Those four are passed to our email provider only if they are on.
We may separately send marketing communications about career opportunities, industry insights, news, events, education and other relevant products or services where we have an appropriate legal basis to do so.
Where consent is required, marketing consent is optional and will not be assumed merely because you have created an account.
You can change relevant communication preferences through your account where that functionality is available, by using an unsubscribe mechanism contained in a communication, or by contacting us.
Newsletter subscriptions operate separately from account marketing preferences. The footer newsletter asks you to confirm your subscription by email before you are added.
Brevo is used to support platform email, newsletter and opted-in marketing communications. Marketing contacts may include information such as name, career stage, occupation, sector, country, job title and relevant communication-preference information. Salary and diversity information are not sent to Brevo.
International transfers
We are established in the United Kingdom. Application hosting runs on Google Cloud Run in London (europe-west2). Personal information is still transferred outside the United Kingdom where a provider is established or processes elsewhere.
PostHog, when you accept analytics, receives events at its EU ingest host. Brevo is established in the European Union. Google, including Google Cloud, Google Analytics and Google sign-in, LinkedIn, Vercel, Sentry and DeepSeek may process personal information outside the United Kingdom. Vercel is established in the United States. DeepSeek is established in China. CV extraction can be requested in Europe, in the United States, or without a region limit. The default is Europe. If the model is not offered in the chosen region, the request runs without a region limit.
The United States and China are not covered by a UK adequacy regulation for these transfers. Where a transfer is not covered by an adequacy regulation, the safeguard required by UK law is the UK International Data Transfer Agreement or the UK Addendum to the EU standard contractual clauses, together with an assessment of whether the destination protects the information. Email privacy@globalsportsjobs.com if you want a copy of the safeguard that applies to a provider, or if you want to know where a transfer is covered by an adequacy regulation instead.
If you are in the European Economic Area, the EU GDPR can apply because we offer the Services to people there. You can complain to a supervisory authority in the country where you live or work, or where you believe an infringement took place, as well as to the ICO. Our contact details are in the section "Who we are and how to contact us".
How long we keep personal information
We keep personal information while your account is open and we still need it for the purposes in this statement, including to maintain your profile and to tell you about roles you have asked to hear about. We also keep it where the law requires a record, or for a limited period where we need it for a complaint, dispute or legal claim.
If you have not signed in for 24 months, we review the account. We email the address on the account before we delete information on that review, where that address still works. We then delete or anonymise what we no longer need, unless the law requires us to keep it or you tell us you want the profile kept.
You can schedule deletion yourself. It runs 30 days later unless you sign in and cancel it before then. When it runs, the account, profile, diversity and fairness answers, CV and applications are removed from active systems. We do not use backup copies to keep operating a deleted account. Backups may still hold a copy until they are overwritten in the ordinary backup cycle. A withdrawn application may be hidden from your list and marked deleted rather than immediately wiped.
Information that meets the anonymous standard described under Talent Intelligence may be kept for longer.
Your rights and choices
Depending on applicable law and the circumstances, you may have rights in relation to your personal information. These rights are not absolute and may be subject to legal conditions or exemptions.
You may update certain profile and preference information directly through your account. While signed in, you can also download your data, withdraw an application and schedule account deletion. Scheduled deletion runs 30 days later unless you sign in and cancel it before then.
For other privacy requests, including access, correction, restriction, objection or deletion requests, contact privacy@globalsportsjobs.com. Where we rely on legitimate interests, you can object to that processing. You can object to direct marketing at any time, and we will stop marketing to you. You can withdraw consent for optional marketing emails and for analytics cookies without closing your account.
You can require us to stop processing ethnicity and disability information used for equality monitoring by writing to the same address, either as a notice under Schedule 1, Part 2, paragraph 8(5) of the Data Protection Act 2018 or as an objection to that use. We will delete those answers. An objection to other legitimate-interests processing is assessed under the test described in "Legal bases we rely on".
If you are in the United Kingdom, you can complain to the Information Commissioner’s Office (ICO). If you are in the European Economic Area, you can also complain to the supervisory authority in the country where you live or work, or where you believe an infringement took place.
- Obtain access to your personal information.
- Ask us to correct inaccurate or incomplete information.
- Ask us to delete personal information.
- Ask us to restrict certain processing.
- Object to certain uses of your information.
- Receive certain information in a portable format.
- Withdraw consent where processing relies on your consent.
- Complain to a data-protection supervisory authority.
Security
We use technical, organisational and administrative measures designed to protect personal information against unauthorised access, disclosure, alteration, misuse, destruction or loss.
These measures may include access controls, authentication and security measures, monitoring, appropriate technical protections, internal policies and contractual safeguards with service providers.
No internet or information system can be guaranteed to be completely secure. You should also take appropriate steps to protect your account credentials and notify us if you believe your account or information may have been compromised.
Children
The Services are directed at adults taking part in the professional sports employment market. They are not designed for children under 18, and we do not aim them at children.
Our Terms of Service require users to be aged 18 or over. We do not ask for date of birth or run an age check during registration. If you believe we hold personal information about someone under 18, contact privacy@globalsportsjobs.com and we will delete that account.
Changes to this Privacy Statement
We may update this Privacy Statement from time to time to reflect changes to our Services, technology, business practices or legal and regulatory requirements.
Where appropriate, we will bring material changes to users’ attention.
The version and effective date shown at the top of this Statement indicate when it was last updated.