Acceptable Use & Anti-Spam Policy

This policy applies to everyone who uses RecruitCommis:

• • **Venue teams**: owners, managers and staff using the employer tools.
• • **Candidates**: anyone with a candidate account or who applies through a venue's link or QR code.
• • **Visitors**: anyone using recruitcommis.com, including our help assistant.

RecruitCommis is run by **RecruitCommis Ltd**, a company registered in England and Wales (company number: 17458604), registered office: 82A James Carter Road, Mildenhall, Bury St. Edmunds, IP28 7DE. In this policy, "we" and "us" mean that company.

If you invite other people onto your account, you're responsible for what they do on it.

RecruitCommis helps hospitality venues find, screen, trial and hire people, and helps people find hospitality work. It introduces and coordinates. The venue hires, contracts and pays. We're not an employer, an employment agency of record, or a payroll, contract or rostering system.

You may use it to:

• • Post real, current vacancies at venues you're authorised to hire for.
• • Apply for work you're genuinely interested in.
• • Run trials, assessments and interviews for real roles.
• • Keep right-to-work documents and staff records for your own venue.

You may not use it for anything that isn't a genuine hiring purpose.

You must not:

• • **Pretend to be someone else.** That includes another person, venue, group or company, or claiming a job, certificate, permit or document you don't have.
• • **Give false or misleading information.** That covers fake vacancies, made-up pay, invented experience, forged documents and fake reviews or ratings.
• • **Break the law** or help someone else to, including employment, equality, immigration, data protection and consumer law in the country where the role is based.
• • **Harass, threaten, abuse or intimidate** anyone, or send sexual, hateful or violent content.
• • **Share anyone's personal details** (including their phone number or documents) with people who don't need them.
• • **Try to get round our protections.** That includes password sharing, bypassing the second identity check on the document vault, using automated tools to sign in or scrape, probing for security weaknesses, interfering with how the platform runs, or setting up extra accounts to avoid a block or a limit.
• • **Copy the platform's data at scale.** No scraping, harvesting, bulk exporting or reselling of candidate cards, venue profiles, job posts or match scores.
• • **Use the platform to build a competing product** or to train a machine-learning model on what you see here.

### 4.1 Real jobs, honest postings

• • Only post vacancies you actually intend to fill, at venues you're authorised to hire for.
• • State the pay, hours and shift pattern as they really are. Don't advertise one thing and offer another.
• • Keep postings up to date, and close them when the role is filled. Use the campaign pause rules; they exist so candidates aren't left waiting on a job that's gone.
• • Don't post jobs that involve anything unlawful, or that ask candidates to pay to apply, to be considered, or to start.

### 4.2 Pay people for the work they do

• • **Never charge a candidate a fee**, of any kind, for finding work, applying, being shortlisted, being placed or starting. RecruitCommis is free for candidates, and that's a condition of using it. Venues must not charge candidates fees or pass recruitment costs on to them, directly or through anyone else.
• • **Trials must be fair and lawful in your country.** In the UK, an unpaid trial must be brief and used only to see practical skills under supervision. In the EU, productive, revenue-generating work without a paid contract isn't allowed. In the US and Canada, time spent working is generally paid, and we call these "working interviews". In the Gulf, we use "assessments", and employing someone sponsored by another company is generally prohibited. The guidance in the platform is a prompt, not legal advice. **You're responsible for getting it right.**
• • Don't use a trial, assessment or "quick shift" as unpaid cover.

### 4.3 Hiring fairly

• • **A person makes every decision.** CommisBot ranks applications; it never rejects anyone. Don't present the score as a decision, and don't say a candidate was rejected "by the system".
• • **Don't discriminate.** Don't reject, rank, filter or treat candidates differently because of age, sex, gender, race, nationality or ethnicity (except where a lawful local nationalisation requirement applies), religion, disability, pregnancy, sexual orientation, marital status or any other characteristic protected where the job is based.
• • **Don't try to bypass the safeguards.** Don't use free-text notes, custom filters or custom tags as a back door to screen by a protected characteristic.
• • **Respect a candidate's choices.** If a candidate has switched off scoring, hidden themselves from your venue, or asked you to stop contacting them, honour that. Don't try to identify a candidate who has used the anonymous or hidden options.
• • **Use the "do not rehire" flag honestly.** Only use it where there's a genuine reason you could explain to the person, not as a way to punish someone who complained.

### 4.4 Candidate information

What you see about a candidate is shared so you can decide whether to hire them. You must:

• • Use candidate information only for the hiring decision, or the employment, it relates to.
• • Keep it secure, and only share it with people at your venue who genuinely need it.
• • Not sell it, pass it to another business, or use it for marketing that has nothing to do with the role.
• • Not use the **"Available Now" feed, Talent Bank search or Table 2 Table** to find out who works for a rival, to poach staff with misleading offers, or to contact people for something other than a job.
• • Delete or return candidate information when the law, your own retention policy or the candidate's request says you should.

**Right-to-work documents get extra care.** Open them only for the person named on them, only to carry out the check the law requires of you, and only if you've been given document access individually. Don't download, copy, photograph, forward or store them anywhere else unless the law requires it. Don't share your sign-in, and don't confirm your identity for someone else. Holding a document on RecruitCommis isn't a right-to-work check. The check is yours to carry out.

### 4.5 Staying within the verification rules

We verify venues before they can see candidate data they didn't receive themselves. Don't give false business details, use another business's identity, or let a verified account be used by an unverified business.

Messages sent through RecruitCommis by WhatsApp, SMS and email are covered by this section, and by the privacy and marketing laws that apply to them (for example PECR in the UK, ePrivacy in the EU, the TCPA in the US, CASL in Canada, the Spam Act in Australia and the equivalent rules in New Zealand and the Gulf). We're jointly responsible with the venue for these messages, which is why we apply our own rules to them.

### 5.1 What you must do

• • **Message only people who have a reason to hear from you.** That means someone who applied to you, who you've invited, or who has agreed to be contacted on that channel.
• • **Respect consent.** We keep a consent record for each candidate and each channel. No message goes out on a channel without an opted-in record, and our system won't send it. Don't try to work around this by copying a number into your own phone and messaging from there on RecruitCommis' behalf.
• • **Be accurate about who you are and why you're writing.** Every message must make clear who it's from, and must not be misleading about the job, the pay or the venue.
• • **Keep it to what's needed.** For transactional messages (a trial reminder, an offer), say what matters and nothing else. For marketing-type messages (new job alerts, "Available Now" broadcasts, urgent shift alerts, re-engagement), send only to people who have opted in to them.
• • **Stop when asked.** If anyone replies STOP, UNSUBSCRIBE, ARRET, ALTO or إيقاف, or tells you in any other way that they don't want to be contacted, the opt-out takes effect immediately. Don't ask them to change their mind and don't contact them on another channel to ask why.

### 5.2 What the platform limits

To protect candidates, we apply limits automatically. They're part of how the service works, not a fault:

• • One message to a candidate per 24 hours unless they've replied, and three messages in total to a candidate who has never replied.
• • No messages during a candidate's quiet hours, worked out from where the candidate is, not where the venue is. An urgent shift alert may cross quiet hours only if the candidate has specifically opted into those alerts.
• • Messages outside the 24-hour WhatsApp service window must use a pre-approved template.
• • If a candidate reports or blocks your venue, we count it. Three blocks within 30 days raise an internal flag on your account.

Don't try to avoid these limits by rewording messages, using several accounts, or sending the same message through a different route.

### 5.3 What you must never send

• • Chain messages, pyramid schemes, or anything that isn't about a real role.
• • Unsolicited offers of work to people who haven't consented to marketing messages.
• • Misleading subject lines or sender names.
• • Messages that include pay-to-apply links, requests for money, or requests for a passport or ID photo over a channel that isn't the document vault.
• • Anything that breaks the rules in section 3.

### 5.4 Conversations outside RecruitCommis

The "one-tap call or WhatsApp" action opens your own phone. When you use it, the conversation happens outside our platform, and you're the one responsible for it. The same standards apply: be honest, respect a no, and don't pressure anyone. We only record that contact was started, never what was said.

• • Give true information about yourself, your experience, your certificates and your right to work. Don't upload another person's documents.
• • Don't apply for jobs you have no intention of taking up, and don't book trials you don't intend to attend. If something changes, use the app to say so: "Request reschedule" or "Cannot make it". A pattern of missed trials affects your track record score and may lead us to limit your account.
• • Be respectful in messages and ratings. Reviews of a venue should reflect your own experience.
• • Don't contact venue staff through channels they haven't given you, and don't pass their personal details on.
• • Don't pay anyone to get a job through RecruitCommis. If a venue or anyone else asks you for money, **don't pay it, and tell us**. It's against our rules, and it may be unlawful.

These features work because people trust them.

• • **Table 2 Table** is a private board for verified venue managers. Post real talent, real cover requests and real leads only. Don't use it to advertise unrelated products, to run down another venue, or to share a candidate's details without their approval of the introduction.
• • **"Available Now"** is for candidates who've switched on visibility. A venue must not use it to try to identify or contact someone who has hidden themselves from that venue.
• • Any content you post to a shared feature must be accurate, lawful and yours to share.

If you see something that breaks these rules, tell us.

• • **In the app:** use the report or block control on the message, profile or posting.
• • **By email:** [support@recruitcommis.com](mailto:support@recruitcommis.com)
• • **Data protection concerns:** [privacy@recruitcommis.com](mailto:privacy@recruitcommis.com) or [recruitcommis.com/compliance/complaints](/compliance/complaints)

You don't need an account to report something, and you don't have to explain why. We don't accept retaliation against people who report in good faith, and we won't tell the person you reported who made the report unless the law requires it.

If someone is in immediate danger, contact the emergency services first.

We want to resolve problems fairly and quickly. Depending on how serious the problem is, we may:

• • Ask you to change or remove something.
• • Remove a posting, message, profile or rating.
• • Limit a feature, such as messaging, broadcasts or access to shared feeds.
• • Pause or suspend an account while we look into it.
• • Close an account permanently.
• • Report something to the police, a regulator or another authority where the law requires it or where someone's safety is at risk.

**Our approach.** Where we can, we'll tell you what's wrong and give you a chance to put it right. For serious or repeated breaches (such as charging candidates fees, fake identities, abusing right-to-work documents, harassment, or ignoring opt-outs), we may act immediately and tell you afterwards.

**Checking decisions.** A person at RecruitCommis looks at every suspension or closure. If you think we got it wrong, reply to the message we send you, or email [support@recruitcommis.com](mailto:support@recruitcommis.com), and we'll look at it again.

**Paid plans.** If we close a venue account for a serious breach, we may not refund the current billing period. Our [Terms of Service](/terms) explain what happens to your data.

If we make an important change, we'll email you and show a notice when you sign in before it takes effect. Previous versions are available at [recruitcommis.com/acceptable-use/versions](/acceptable-use/versions).

• • Email: [support@recruitcommis.com](mailto:support@recruitcommis.com)
• • Data protection: [privacy@recruitcommis.com](mailto:privacy@recruitcommis.com)
• • Data requests and complaints: [[SITE_URL not set]/compliance/complaints]([SITE_URL not set]/compliance/complaints)
• • Post: RecruitCommis Ltd, 82A James Carter Road, Mildenhall, Bury St. Edmunds, IP28 7DE