Transparency instead of a Black Box: Data Protection out of Conviction
INSIGHTS FROM OPMG COO MARCEL EINFALT | 15.10.2025
Job applicants share a lot of personal information – from contact details and CVs to references. That’s why data protection in recruiting is much more than just a legal requirement. Marcel Einfalt reveals what’s important when handling sensitive information.
Quickly posting a selfie in front of your new flat on Instagram, sending the proud grandparents the latest snapshot of their grandchildren via WhatsApp, using ChatGPT to polish your CV for a job application: every day, we feed countless applications with personal data. And why not? After all, we have nothing to hide. Very few of us know where this data is ultimately stored.
One person who knows this very well is Marcel Einfalt, who manages OPMG’s operational business as COO (Chief Operating Officer). A decisive factor in his personal interest in data protection was a Cyrillic email in his inbox that caused confusion a few years ago. How did a Russian company get Einfalt’s contact details? After some research, it became clear: it was because of his gym membership. Although Einfalt trains in Austria, the gym’s IT was outsourced to Russia, and with it the personal data of its customers. ‘Great,’ says Marcel Einfalt with a correspondingly ironic undertone.
A Question of Respect
He himself has chosen a completely different path for OPMG and focuses on maximum transparency when it comes to data protection. This is no trivial undertaking, especially since personal data is ubiquitous in the recruitment industry. In addition, OPMG is confronted with a wide variety of legal texts due to its global activities. For him as the head of operations, however, this makes no significant difference in terms of data security. The bar is set at the highest level at OPMG anyway. For Marcel Einfalt, education, trust and transparency are the keys to smooth data protection. If a customer or candidate no longer wants their data stored at OPMG, the company responds immediately. “An automatic process is initiated and we can send confirmation that the data has been deleted from the system within a very short time. We take this very seriously and act immediately,” emphasises Einfalt. He believes it is important to raise awareness of data protection issues. This often earns him surprised looks: “Many people are not used to being approached by a recruiter about data protection.” However, OPMG is open about its processes. “We say what we do and do what we say,” assures Einfalt. This transparency is a matter of respect and trust for him, he continues.
In good Hands
In the IT-heavy recruitment industry, a secure customer relationship management system for managing customer data is essential. All internal and external communication at OPMG – from email and telephone to text messages and online meetings – takes place within a secure IT system. Sophisticated cyber security is a must-have in this sector, reports Einfalt: “As a recruitment agency, we receive thousands of emails a day. Practically all of these emails contain attachments that we have to open in order to check CVs and references.” For tasks with a certain potential for automation, AI has become indispensable in the industry – regardless of whether it is a large agency or a boutique recruiting company such as OPMG. According to Einfalt, it is also important to operate within a secure system. “Because that way we can be sure that the data remains within this protected framework,” he explains why ChatGPT or Google AI have no place in his everyday working life.
The necessary Information
For data protection reasons, CVs sent to OPMG by third parties are also politely declined. Only those who apply themselves end up in the system. In addition to a CV, relevant certificates are also required for an application: a driver must be able to present their driving licence, a cook their references, and a nanny their educational qualifications. For applications in private households, references and a police clearance certificate are also always required. After all, you will be working in the highly personal environment of your employers, in close contact with their family members and, in your day-to-day work, surrounded by numerous valuable items.
Reaching the Goal together
What is a particularly sensitive area in terms of data protection in everyday recruiting? “Without a doubt, checking references,” says Marcel Einfalt. Anyone looking to hire outstanding staff for their own home is naturally interested in the experiences of previous employers. However, due to signed confidentiality agreements or simply a strong sense of loyalty, many applicants do not want to burden their previous employers with this. An extremely commendable attitude, as Einfalt points out. Together, they then look for a way that the candidates feel comfortable with. This requires a great deal of tact and sensitivity. “You can’t just call members of a royal family,” says Einfalt. Phone calls with multi-billionaires who are travelling in different time zones also need to be well planned. “No one wants to be asked about the work ethic of former employees at three in the morning.” A well-prepared list of questions ensures that the reference check takes up only a minimal amount of time. “It’s a collaborative effort that requires mutual trust and understanding,” says Einfalt, summarising his stance on data protection, adding: “We respect what is important to people.”
You can reach OPMG by phone at +49 89 414243 99-0 or by email at office@opmgstaff.com.
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