Customer Service Specialist (SuperHero) with French

Personal information (name, e-mail, phone)
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CV file
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CV
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Languages
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Financial expectations Please, indicate your monthly net salary expectations in PLN
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Questions
Are you willing to work full time, some weekends, holidays (40hrs a week)? Are you interested in permanent job or only temporary work? If not, could you please estimate how many hours you plan to work per week? *
What made you interested in our offer the most?
What makes you a good candidate for the position?
Would you be interested in shift work? By shift work you should understand following shifts in rotation: 1) from 6 am to 2 pm 2) from 2 pm to 10 pm 3) from 10 pm to 6 am. Please, find below link with example of schedule: goo.gl/eA7JUP *
Is your knowledge of FRench or English or any other requested language good enough to support customers via live chats or emails?
Would you be interested in working in Poznań or Koszalin? *
Do you have any previous experience related to a gaming world? Do you play any computer/xbox/psp games?
Do you currently hold a studentship? *
Do you have a work permit for foreigner's work in Poland?
Do you have a recommendation from any of Kinguin member? If, so please indicate name and surname of that person.

The Administrator of your personal data is Kinguin Poland Sp. z o.o. with its registered office in Warsaw, at Nowogrodzka Street 50/515, entered in the entrepreneurs register kept by the District Court for the capital city of Warsaw, XII Commercial Division of the National Court Register, under the KRS number: 0000415209 (hereinafter referred to as „Company”).

In all matters related to the processing of your personal data please contact us via e-mail: gdpr@kinguin.io or jobs@kinguin.net, with the e-mail title: „Personal data”.


Purpose and basis of personal data processing:

In case of recruitment with the goal of entering a contract of employment:

The personal data contained in your job application may be processed for the following purposes:

1. fulfilment of the obligations stipulated by law and related with the recruitment process – the legal basis of data processing is the legal obligation of the Company (art. 6 para. 1 letter c of the General Data Protection Regulation no. 2016/679 (hereinafter referred to as “GDPR”) in connection to the provisions of the Labour Code);

2. conduction of the recruitment process – regarding data not required by law, the legal basis of processing is voluntary consent (GDPR, art. 6, para. 1, letter a);

3. conduction of future recruitment processes – in case of consent to process data for this purpose, the legal basis is voluntary consent (GDPR, art. 6, para. 1, letter a);

4. determination of claims or seeking redress by the Company, or protection of the Company against such claims – the legal basis of data processing is the legitimate interest of the Company (GDPR, art. 6, para. 1, letter f).


In case of recruitment with the goal of entering a civil law contract:

The personal data contained in your job application may be processed for the following purposes:

1. conduction of the recruitment process – the legal basis of processing is art. 6, para. 1, letter b of RODO;

2. conduction of the recruitment process – regarding data provided voluntarily, the legal basis of data protection is voluntary consent (GDPR, art. 6, para. 1, letter a);

3. conduction of future recruitment processes – in case of consent to process data for this purpose, the legal basis is voluntary consent (GDPR, art. 6, para. 1, letter a);

4. determination of claims or seeking redress by the Company, or protection of the Company against such claims – the legal basis of data processing is the legitimate interest of the Company (GDPR, art. 6, para. 1, letter f).


Data receivers (entities that process personal data on behalf of the Company)

Your personal data may be transferred to entities providing services for the Company regarding the conduction of recruitment processes, e.g. employment websites or providers of recruitment IT systems.


Personal data retention period

Your personal data will be processed by the Company until the completion of an ongoing recruitment process and selection of the final candidate.

If processing is based on voluntary consent, the data will be processed until the consent is withdrawn. If the consent to process data for the purpose of future recruitment was given, the data will be processed for the maximum period of 12 months.

In all cases, the period of data processing may be extended by the period of limitation of claims if the processing of the personal data will be necessary for the purpose of determination of claims or seeking redress by the

The company, or protection of the Company against such claims.

After this period, data will be processed only in the scope and for the time required by law, including the provisions of the Accounting Act.


Rights of individuals regarding the processing of their personal data

1. Your consent can be withdrawn at any moment. The consent can be withdrawn by sending an e-mail to gdpr@kinguin.io or jobs@kinguin.net, with the title „Personal data”. The withdrawal of consent doesn't affect the lawfulness of data processing conducted before the withdrawal.

2. You additionally have a right to:

a. access your personal data and demand its rectification, erasure or limitation of processing,

b. transfer your personal data,

c. stop the processing of your personal data,

d. object to the processing of your personal data based on a legitimate interest of the Company, due to extraordinary circumstances, unless processing is required by law,

c. make a complaint to the authority – President of the Office for the Protection of Personal Data.


Your personal data will not be profiled

Providing personal data is required by the Labour Code (contract of employment) and necessary for the recruitment process (civil law contract).

The consequence of not providing personal data is the inability to consider your application in the recruitment process.

Providing the data not required by Labour Code is voluntary and the lack of consent or withdrawal of consent will not be a basis for unfavorable treatment of the applicant. It will not cause any negative consequences for that person, particularly it will not be a reason for rejecting the candidate.