DRAFT — not legal advice; have a Tennessee attorney review before launch

Employer & Recruiter Terms

These terms apply to any employer, staffing agency, or recruiter ("you") who posts jobs, receives applications, or searches the resume bank on HR Remote Jobs or our other job boards. They add to our Terms of Service and Privacy Policy. The Service is run by HR Remote Jobs ("we").

Effective date: [DATE] · Version: [v1.0]

The short version

• $99 Standard / $199 Featured, each live for 30 days. No refund once a post is live.
• Post only real, open jobs that you intend to fill. No ghost jobs, no resume harvesting.
• Follow equal employment opportunity (EEO) laws in every post and every hiring decision.
• Use applicant data only for the job they applied to. Never resell it.
• We can edit, pause or remove any listing that breaks these rules.

1. Plans and pricing

• Prices are in U.S. dollars, charged up front by card through Stripe. Sales tax is added where required.
• Term: A listing runs for 30 days from the time it goes live, or until you close it, whichever comes first. Renewals are optional and are never automatic unless you choose auto-renew at checkout.
• Resume bank subscriptions renew monthly until canceled. Cancel anytime in your dashboard, and access continues to the end of the paid period.

2. Refunds

• Before your listing goes live (for example, while in review), you can cancel for a full refund.
• After it goes live, there are no refunds, including if you fill the job early or close the listing.
• Exceptions:
  • If we reject or remove your listing before it goes live, you get a full refund.
  • If the site has an outage affecting your listing for more than 72 hours in a row, we will extend your listing or credit you, at our choice.
• If we remove a live listing for breaking these terms, no refund.
• Please contact harry@hrremotejobs.com before filing a chargeback. We answer within 2 business days.

3. Listings must be real and accurate

By posting, you confirm that:

1. The job is a real, open position you intend to fill within a reasonable time. Do not post "evergreen" or pipeline listings unless they say so clearly in the title (for example, "Talent pool — PRN Respiratory Therapists, future openings").
2. The employer is identified. Staffing agencies must say they are an agency, and name the client or state "Confidential client" plus the industry and location.
3. The details are accurate: title, location or remote eligibility (including any state limits), employment type, and pay range. Pay range is required on all our boards. It is also required by law in several states and cities for roles open to their residents.
4. Applying is free. Never charge candidates a fee for applying, training, background checks, equipment, or "starter kits." Never ask for payment or bank information during application.
5. Don't ask for sensitive data at the application stage: no SSN, date of birth, driver's license, bank info, photos, or health/vaccination/disability details. If you need professional license numbers for allied-health roles, collect them after a conditional offer or through your own ATS.
6. You will close the listing (one click in your dashboard) when the job is filled or withdrawn.

We may ask you to verify your business (website, business email domain, EIN, or LinkedIn page) before or after posting. Listings that look like scams, MLMs, commission-only roles disguised as salaried jobs, or "work from home" schemes will be removed and reported.

Listing labels

We pull listings every day from company careers pages and applicant-tracking systems. We don't control those listings. Some are paid or sponsored by employers, and those are labeled "Sponsored." We never charge candidates to apply. We don't guarantee that any posting is still open, accurate or remote, so always confirm on the employer's own site before you apply.

What this means for you: every paid post (Standard or Featured) is shown to candidates with a Sponsored or Featured label. Paying changes where your job appears, not its facts. We don't edit pay, location or requirements in exchange for payment. See our advertising policy and how this site works.

4. Equal employment opportunity

You are responsible for following all employment laws that apply to you, including Title VII, the ADEA, the ADA, and state and local anti-discrimination laws. In particular:

• No preferences or limits based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40+), disability, genetic information, veteran status, or any other protected status. That includes coded language like "digital native," "recent grad," "young and energetic," or "native English speaker." Where a real job requirement applies, state the skill instead ("fluent in English and Spanish").
• Physical requirements must reflect essential job functions (for example, "lift 50 lbs to transfer patients").
• Provide a way for applicants to request accommodation during the hiring process.
• Citizenship and work authorization: You may ask whether a candidate is authorized to work in the U.S. You may not say "U.S. citizens only" unless required by law, regulation, or government contract.
• Automated tools: If you use AI or automated tools to screen applicants from our site, you are responsible for any notice, consent, or bias-audit rules that apply to you (for example, NYC Local Law 144, Illinois, and Colorado rules).

We do not offer, and will not build, any feature that lets you filter or target candidates by a protected trait. We may edit or remove listings that appear discriminatory.

5. How you may use candidate data

When a candidate applies to your listing, or you find them in the resume bank, you receive personal information. You agree to these rules (our "data protection terms"):

1. Purpose limit. Use an applicant's data only to consider them for the job they applied to (or, for resume-bank candidates, for real job openings you are recruiting for). You may keep them in your ATS for future openings at your own company or your client's, if your own privacy notice allows it.
2. No reselling or sharing. Do not sell, rent, license, or give candidate data to anyone else. That includes other agencies, data brokers, lead-gen lists, or marketing lists. Staffing agencies may share a candidate's resume with a client only after the candidate agrees to be submitted for that specific role.
3. No marketing. Do not add candidates to marketing emails or texts, or contact them about anything other than employment.
4. No scraping or bulk export of the resume bank beyond normal use. Searches and downloads are logged, and we may set limits.
5. Security. Protect candidate data with reasonable safeguards. Tell us within 72 hours at harry@hrremotejobs.com if you learn of a breach involving data from our site.
6. Your own legal duties. Once you receive it, you are responsible for that data under the laws that apply to you, including EEOC record-keeping (generally 1 year for applications) and any state privacy law.
7. Deletion. If a candidate asks us to delete their data, we will delete it from our systems. You will honor a candidate's deletion request made directly to you, as your law requires.
8. No background reports. Do not use our data to build or supply "consumer reports" (as defined by the Fair Credit Reporting Act).

Breaking this section is grounds for immediate removal without refund. You also agree to cover our costs (including reasonable legal fees) from claims caused by your misuse of candidate data.

6. Our rights

We may, at any time:

• review, edit for formatting, pause, or remove any listing;
• refuse service or suspend an account that breaks these terms, or that we reasonably believe is fraudulent;
• show your listing on our partner sites, in job alerts, in the newsletter, and to search engines like Google for Jobs (using your listing's public content only).

7. Your content

You own your listings and logo. You give us a license to display, format, and distribute them as described in Section 6 while the listing is active. You may keep an archive of them afterward. You confirm you have the right to post them.

8. Liability

The Service is provided "as is." We do not guarantee a number of views, applicants, or hires. To the extent the law allows, our total liability to you is limited to what you paid us in the 3 months before the claim. You agree to cover our costs (including reasonable legal fees) from claims arising from your listings, your hiring decisions, or your breach of these terms.

9. Disputes

Tennessee law applies. Courts in [Wilson] County, Tennessee (or the federal court for the Middle District of Tennessee) have exclusive jurisdiction for business customers.

10. Changes

We will email you at least 14 days before material changes. Changes do not affect listings already paid for during their current 30-day term.

Contact: HR Remote Jobs · [ADDRESS] · harry@hrremotejobs.com