Employer and Talent Access Terms

Candidate search and saved lists require current paid access and candidate discovery permission. Messaging also requires separate candidate contact permission. The current agency Starter, Growth and Scale plans include these features. Legacy agency plans do not automatically include them. Expired access or withdrawn permission prevents further discovery contact. Direct-employer compatibility and outcome tools remain separate.

Employers must accurately identify their company, role ownership, application route, sponsorship and relocation position. A company profile, ATS or careers-page connection, and eligible imported international roles are free. One manually posted job is free. Additional manually posted jobs need an available paid plan allowance or a per-job purchase. Imported roles must have clear source evidence of international hiring or global remote work. Unknown or conflicting evidence requires review. A remote label alone does not mean that a job can be done from any country. Global Sponsor Hub explains employer-of-record options but does not provide EOR services.

Use candidate data only for genuine, current and lawful recruitment. Do not scrape, bulk export, resell, enrich unrelated databases, contact for unrelated marketing, discriminate, infer protected traits, assume immigration eligibility, share credentials or evade candidate withdrawal. Invitations and messages must identify the employer and purpose and respect opt-outs.

Global Sponsor Hub may rate-limit, audit, investigate, suspend or revoke access for misuse, inaccurate declarations, payment issues, security risk or legal requirements. Employers remain the hiring decision-maker and are responsible for notices, retention, equality duties, right-to-work checks and deletion of data no longer needed.