Terms of Service

By creating an account or using RecruitCommis, you agree to these terms. If you're signing up on behalf of a business, you confirm you're authorised to bind that business, and "you" means the business.

We'll contact you using the email address on your account. You can contact us at [support@recruitcommis.com](mailto:support@recruitcommis.com), or for legal notices at [legal@recruitcommis.com](mailto:legal@recruitcommis.com) and by post to our registered office.

RecruitCommis is software. It helps venues post jobs, find and assess candidates, book trial shifts and keep hiring records, and it helps candidates find work.

• • **We're not an employer, an employment agency or an employment business.** We don't find work for candidates on a venue's behalf, supply workers, or employ anyone. Any employment, trial shift or casual shift is an arrangement directly between the venue and the candidate.
• • **We don't guarantee outcomes.** We can't promise that a venue will hire, that a candidate will turn up, or that a candidate or venue is as they describe themselves, although we verify venues before they can see candidate data.
• • **We don't give legal advice.** Guidance in the app about right to work, trial shifts, pay or local rules is general information. Check it against the law where you are.

• • Keep your sign-in details secure and don't share your account. Venues can add team members with their own logins instead.
• • Keep your information accurate and up to date.
• • Where we ask you to confirm your identity again before opening right-to-work documents, that check is for you personally. Don't share a device, passkey or code so that someone else can pass it, and don't leave a document vault open on a machine you've walked away from.
• • Tell us straight away at [support@recruitcommis.com](mailto:support@recruitcommis.com) if you think someone else has accessed your account, or if you lose a device you've set up as a passkey.

You must follow our [Acceptable Use Policy](/acceptable-use). In short, you must not:

• • use RecruitCommis for anything unlawful, discriminatory, misleading or abusive;
• • post fake jobs or fake profiles, or pretend to be someone else;
• • send spam, or message anyone outside the consent and limits our platform applies;
• • copy, scrape or export candidate or venue information except through the tools we provide;
• • try to get around security, access controls or verification, or interfere with how the platform works;
• • use RecruitCommis to build a competing product.

"Your content" is anything you add: profiles, photos, videos, bios, job posts, venue profiles, messages, ratings and documents.

• • You own your content. You give us a non-exclusive, worldwide, royalty-free licence to host, store, copy, display and adapt it (for example, resizing a photo or reformatting a job post for another job board) so we can run RecruitCommis and show it to the people your settings allow.
• • This licence ends when you delete the content or your account, except where we need to keep it as described in our Privacy Policy, or where it has already been shared with a venue that is entitled to keep it.
• • You confirm you have the right to post your content and that it doesn't break the law or anyone else's rights.

• • CommisBot calculates match scores, reads CVs and drafts text. It ranks; **it never rejects**. Every hiring decision is made by a person at the venue.
• • Automated outputs can be wrong. Venues must review them before relying on them. Candidates can see and challenge their scores as described in our [Privacy Policy](/privacy#automated-decisions).
• • The chat assistant on our website and help pages is automated. It can make mistakes and isn't a substitute for contacting support.

After a trial shift, venues can rate candidates and candidates can rate venues. Ratings must be honest and based on your real experience. We may remove ratings that are abusive, discriminatory, retaliatory or clearly false. A rating is an opinion, not a statement by us.

We own RecruitCommis, including the software, CommisBot, designs, the name and logo. These terms don't give you any rights to them except to use the service as intended. If you send us suggestions, we can use them freely.

We're always improving RecruitCommis, so features will change. If we remove something significant that a paying venue relies on, we'll give reasonable notice. We aim to keep the service running at all times but can't promise it will never be interrupted, for example during maintenance or problems with our providers.

• • You can close your account at any time in Settings.
• • We may suspend or close an account if it breaks these terms or our Acceptable Use Policy, if we reasonably suspect fraud or misuse, or if the law requires it. Unless it's urgent or we're legally prevented, we'll tell you why and give you a chance to respond first.
• • If we close a paying venue's account without them having broken these terms, we'll refund any unused prepaid fees.

We may update these terms. For important changes, we'll give at least **30 days' notice** by email and in the app. Venue owners will be asked to accept the new version. If you don't agree, you can close your account before the change takes effect, and paying venues get a pro-rata refund of prepaid fees. Previous versions are at [recruitcommis.com/legal/terms/versions](/legal/terms/versions).

These terms are governed by the law of England and Wales, and the courts of England and Wales have jurisdiction. If you're a candidate living elsewhere, you also keep the protection of the mandatory laws of the country you live in, and you can bring a claim in your local courts. Please talk to us first; most problems can be sorted out quickly.

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# Part B — Venues and employers

Employer accounts are for businesses hiring for hospitality roles. The person creating the account must be authorised to bind the business. The account owner is responsible for everyone they add to the account and the permissions they give them.

New employer accounts get a **14-day free trial** without a payment card. At the end of the trial, publishing jobs and contacting candidates pause until you choose a plan. Nothing is charged unless you choose one.

• • Plans, prices and what's included are shown on our [pricing page](/pricing), which forms part of these terms. The price you pay is the one shown when you subscribe or renew.
• • **Pings** are the credits used to send WhatsApp and SMS messages through RecruitCommis. Your plan's monthly Ping allowance resets each billing month and doesn't roll over. Top-ups and other Ping rules are as shown on the pricing page. If a message can't be delivered because the number is invalid or blocked, we refund the Ping automatically.
• • Prices exclude VAT and other taxes, which we add where required.
• • We can change prices by giving you at least **30 days' notice**. Changes apply from your next renewal after the notice period.

• • Subscriptions renew automatically each month or year until cancelled. We take payment through Stripe. For eligible annual plans, we can invoice you instead, payable within 30 days.
• • **No fees to leave or change.** There is no cancellation fee, notice period or minimum term. You can cancel, pause, reactivate, add or remove venues, or change plan at any time from Settings.
• • Cancellation takes effect at the end of your current billing period, and everything keeps working until then. We don't refund part-periods on cancellation, except where these terms say so.
• • Upgrades take effect immediately and are charged pro rata. Downgrades take effect at the end of the billing period.
• • **Mise en Place** (paused plan) lets you keep read-only access to your records while you're not hiring. The details are on the pricing page.
• • After cancellation or during a pause, we keep your data for **12 months** so you can come back. After that it's deleted or anonymised. You can ask us to delete it sooner (see our Data Processing Agreement).
• • If a payment fails, we'll tell you and try again. If it's still unpaid after 30 days, we may pause publishing and messaging until it's paid.

Before you can see candidates who haven't applied to you (the "Available Now" feed, Talent Bank search across venues, Table 2 Table, bulk re-engagement), we need to verify your business. Verification is also required before you can ask a candidate for right-to-work documents, open the document vault, or run an audit export, because we won't hold identity documents for a business we haven't confirmed exists. You must give accurate registration details. We can refuse or withdraw verification if we can't confirm them, or if we reasonably suspect misuse.

• • Our [Data Processing Agreement](/dpa) forms part of these terms and sets out how each of us handles candidate and staff information. You accepted it when you signed up.
• • You may use candidate information only to recruit for genuine roles at your venues and to manage the people you hire.
• • You must not sell it, share it outside your business (except with your own advisers or as the law requires), use it for unrelated marketing, or contact candidates outside the consent and limits RecruitCommis applies.
• • You must respect candidates' choices, including when they opt out of messages, hide themselves from you, or ask for their information to be deleted.
• • Candidates can see a record of when your venue opened their right-to-work documents and the reason recorded for it. Bear that in mind when deciding who in your team needs access.
• • If you contact candidates from your own phone or WhatsApp, you're responsible for that conversation and for handling the information in it lawfully.

You're responsible for your hiring decisions and for following the law that applies to them. In particular:

**20.1 Fair hiring.** You must not discriminate unlawfully. CommisBot's score is one input; you make the decision, and you must be able to explain it. You can adjust scoring weights, but you must not use them to disadvantage people for a protected characteristic.

**20.2 Right to work.** You are responsible for carrying out any legally required right-to-work check. RecruitCommis stores documents and share codes candidates provide and shows their status, but **we don't carry out right-to-work checks for you**, and the status shown in the app is not a legal check. In the UK, for example, you still need to complete the Home Office check yourself to have a statutory excuse.

**20.3 Trial shifts.** You must make sure trial shifts comply with local law on pay, working time and health and safety. In many places, including the UK, a trial that goes beyond a short skills test must be paid. The guidance banners in the app are general information, not legal advice.

**20.4 Offers and contracts.** Offers you send through RecruitCommis are between you and the candidate. Employment contracts, onboarding, payroll and rostering are outside RecruitCommis.

**20.5 Automated hiring tool laws.** Where local law has specific rules on using automated tools in hiring (for example, New York City's Local Law 144), you're responsible for the employer's duties, including giving candidates notice. We provide the tools to help: a notice feature and a place to publish your bias audit summary.

**20.6 Information in job posts.** Job posts must be for real vacancies and accurately describe pay, hours and conditions.

**20.7 Who in your team can open documents.** Right-to-work documents are held in a vault that only named individuals can open, and your account owner decides who those people are.

• • Give access only to people who need it for their job, and take it away when they no longer do. Access ends automatically when someone leaves or changes role, but reviewing it is your responsibility.
• • Permission to download is separate from permission to view, and your owner grants it deliberately. A document downloaded from RecruitCommis leaves our watermarking, logging and retention behind, and from that point you are handling it alone.
• • The audit export produces every identity document your venue holds in a single file. It's limited to one per venue in any 24-hour period, your owner is notified each time, and a second export within that period needs your owner's approval.
• • Don't share credentials, work around the identity check, or use a single login for several people. If you do, the record of who opened a candidate's passport stops meaning anything, and that record is what we'd both rely on if something went wrong.

• • Messages sent through RecruitCommis must follow our [Acceptable Use Policy](/acceptable-use) and the rules of WhatsApp and our messaging providers.
• • We only send to candidates who have opted in to that channel, and we apply quiet hours and sending limits. You must not try to get around them.
• • We may throttle or pause messaging to protect a sending number's quality rating or to stop spam.

• • Referral rewards are paid by you, to your staff, through your own payroll. RecruitCommis only tracks milestones and exports a payroll file. We're not responsible for paying referral rewards.
• • When you post an urgent shift with a bonus, the pay and bonus are your promise to the candidate who accepts it. You must honour it. RecruitCommis is not a party to that arrangement.

Table 2 Table is for verified venues to share transitioning staff, cover requests and hiring leads. Candidate details stay hidden until the candidate approves an introduction. You must only post a person with their permission, keep endorsements honest, and not use the network to poach staff by sharing confidential information.

**24.1** Nothing in these terms limits liability for death or personal injury caused by negligence, fraud or fraudulent misrepresentation, or anything else that can't be limited by law.

**24.2** We're not liable for loss of profits, revenue, business, goodwill or anticipated savings, or for any indirect or consequential loss.

**24.3** We're not liable for the acts or omissions of candidates, including no-shows, conduct on shift, or information they give you; or for your hiring decisions.

**24.4** Otherwise, our total liability to you in any 12-month period is limited to the greater of (a) the fees you paid us in the 12 months before the event giving rise to the claim, or (b) £100.

**24.5** Chef's Table customers may agree different limits in a signed order form, which will take priority.

You'll cover our reasonable losses and costs from any claim by a third party (including a candidate or regulator) caused by your breach of clauses 19 to 23, or your unlawful use of candidate information.

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# Part C — Candidates

You must be at least 16 to create a candidate account. Some roles have higher age limits set by law; the venue will check these.

We never charge candidates, and no venue may charge you to apply, attend a trial or be hired through RecruitCommis. If one asks, report it to us.

• • Give accurate information about your experience, skills and right to work. Don't upload documents that aren't yours or aren't genuine.
• • You control who sees you: your visibility status ("Available Now", "Open to Offers", "Not Looking"), which venues you're hidden from, whether you're shared through Table 2 Table, and which messages you get. "Hide me from my current employer" works when you select the right venue, so please check it.
• • You can switch off CommisBot scoring in Settings. Venues will then see your applications unscored, in the order they arrived.
• • You can delete your account at any time. Information already sent to a venue in an application is held by that venue under its own privacy notice.

• • Trials, casual shifts and jobs are arranged between you and the venue. The venue is responsible for paying you as the law requires, for your safety on shift, and for any offer it makes.
• • If you can't make a trial, let the venue know through the app as soon as you can. Repeated no-shows affect the track record part of your score (up to 5 points out of 100).
• • The Safety and Operational Standards you agree to in the app are a commitment to follow good hygiene, safety and conduct on shift. They don't take away any legal right you have as a worker.
• • If anything on a trial or shift worries you, including pay, safety or treatment, tell us at [support@recruitcommis.com](mailto:support@recruitcommis.com) or use [Report] in the message thread.

• • If you use RecruitCommis as a consumer, you have legal rights that these terms don't affect.
• • We're responsible for loss or damage you suffer that's a foreseeable result of us breaking these terms or failing to use reasonable care and skill. We're not responsible for loss that wasn't foreseeable, or for anything a venue does or doesn't do.
• • Nothing in these terms limits liability for death or personal injury caused by negligence, fraud, or anything else that can't be limited by law.