Rules for using TruRole

These terms are between you and Hossein Rahmatiniya, trading as TruRole. Registered/contact address: 2C Bronte Street, Manchester, M15 6QL, United Kingdom. Support: hrahmatiniya@gmail.com.

Before using TruRole service features, every candidate, employer, recruiter and administrator must agree to the current Terms, acknowledge the current Privacy Notice and confirm they are at least 18. The accepted versions and timestamp are recorded for signed-in accounts. A material new Terms version requires a fresh agreement.

The initial service is intended for adult users and UK-focused recruitment. Overseas recruitment may involve additional local rules and may be restricted or require manual review.

TruRole is a recruitment technology and jobs platform. It provides infrastructure that allows employers, recruiters and recruitment agencies to publish vacancies, receive and manage applications, communicate with candidates and use supporting recruitment tools. TruRole does not itself become the employer, recruiter of record or hiring decision-maker merely because those tools are used.

TruRole does not employ candidates, supply temporary workers from its own workforce, pay candidate wages, provide agency-worker payroll, negotiate employment contracts on behalf of users or place workers under TruRole's direction and control. Employers and authorised recruiters remain responsible for their vacancies, recruitment decisions, candidate communications and resulting employment relationships.

UK work-finding legislation can apply to some online platforms depending on the services actually provided. Nothing in these Terms is intended to misclassify TruRole's legal status or avoid a mandatory rule. Where the Employment Agencies Act 1973 or Conduct of Employment Agencies and Employment Businesses Regulations 2003 applies to a specific TruRole activity, including a direct application-transmission workflow where applicable, TruRole will operate that activity subject to the applicable requirements. Applying those protections to an activity does not make TruRole the employer, an employment business supplying its own workers, or the recruiter of record for the hiring organisation.

The TruRole platform lets you browse and search vacancies, receive job-match information based on the preferences and career evidence you choose to provide, and submit applications through supported vacancies where available. Employers and authorised recruiters control the vacancies and make the hiring decisions. The hirer, not TruRole, will employ or engage you if an application succeeds.

For TruRole Easy Apply, no CV or application is transmitted merely because a role is matched, saved, viewed or invited. You must open the application flow, select and review the exact CV, choose whether to attach a cover letter, complete any required answers and press Submit. By pressing Submit you confirm that you want to be considered for that specific vacancy and instruct TruRole to transmit that application to the accountable hiring channel shown for the vacancy.

Candidate verification is optional and is not required to search or apply for work. Where offered, an organisation-email badge confirms access to the verified organisation address only; a student-email badge confirms access to the recognised academic address only; and an identity badge records the result of the separate identity-verification provider. These badges do not by themselves prove employment status, job title, tenure, current enrolment, course, degree result, graduation or suitability for a vacancy.

TruRole job-seeker services are free. Work-seekers are not charged to browse jobs, create a candidate account, save searches, receive job alerts, apply through supported TruRole vacancies, use candidate messaging or use TruRole's candidate CV preparation tools. Access to work-finding will not be made conditional on buying CV writing, training or another paid ancillary service. If a separate chargeable non-work-finding service is introduced later, it must be clearly separated and its price, provider, cancellation/withdrawal terms and any refund terms supplied before purchase.

A role may genuinely require a licence, qualification, statutory check or training. That does not permit an employer, recruiter, intermediary or training provider to disguise a work-finding fee as a compulsory course, equipment charge, registration payment or other payment required to unlock an application, interview or job. Where TruRole links to funded training or career support, the source and verification basis are shown separately; inclusion is informational and does not mean the provider can influence vacancy ranking, candidate ranking or hiring outcomes.

You may stop using work-finding features, withdraw an application where the product supports it, disable anonymous talent discovery and request account/data erasure subject to lawful retention. You must keep the material information you provide reasonably accurate and must not impersonate another person or fabricate qualifications, work history, achievements or identity evidence.

Before a direct vacancy can be published or an application can be transmitted through TruRole, the employer or authorised recruiter must provide sufficient information about the role. This includes, as applicable, the hirer's identity and business, expected start date and duration, position and duties, work location, days/hours or working pattern, known health and safety risks and controls, necessary experience/training/qualifications/authorisations, expenses, remuneration and benefits, pay interval and notice information.

TruRole may refuse, pause or remove a vacancy where required information is missing, inconsistent, misleading, the poster's authority expires, or the vacancy is no longer current. The direct vacancy page makes the required employment, pay and safety information available before a TruRole Easy Apply submission is accepted. Direct roles involving work with vulnerable persons are not supported through TruRole Easy Apply unless and until the additional checks required for that category have been implemented and can be evidenced. A candidate should not treat a vacancy page as replacing a formal employment contract or the hirer's own pre-employment information.

The Jobs experience presents qualifying vacancies in one marketplace rather than requiring work-seekers to choose separate direct and external job boards. Vacancies posted directly by a hirer or authorised recruiter on TruRole may receive marketplace priority, including a clearly labelled paid Featured placement where applicable. Other qualifying roles may come from approved employer, ATS or job-board sources and link to the original or authorised third-party destination, where that source's own terms and application process apply.

For a role obtained from a third-party source, TruRole may check matters such as source freshness, link availability, duplicate signals and basic listing quality. Those checks do not guarantee that the employer identity, vacancy availability, salary, description, application process or hiring outcome is accurate or unchanged. Users should confirm the current details at the original destination before applying and report broken, suspicious or materially inaccurate results.

TruRole uses automated retrieval only where its source-access policy records an API, licensed feed or other permission basis that allows the retrieval method being used. Sources that prohibit automated retrieval are link-only unless appropriate permission is recorded. The fact that TruRole provides platform infrastructure or links to an external destination does not remove any mandatory legal duty that applies to the particular service being provided.

Hiring users must publish only genuine, currently funded and approved vacancies that they are authorised to recruit for. A direct employer must maintain verified authority for the organisation it represents, and a recruiter posting for an end client must maintain a current end-client mandate for that represented company. You must provide materially accurate vacancy information and promptly update or close a role when the position changes or stops being available.

For each vacancy, the hiring user may choose supported TruRole Easy Apply handling or an approved HTTPS company/ATS application destination. For Easy Apply, an authorised hiring user may configure an application limit and automatic pause. When a configured limit is reached, TruRole may stop new submissions and put the vacancy on hold until an authorised hiring user changes the limit or reopens applications. If you choose your own site, you are responsible for that destination, its accessibility, privacy information, security and application process. TruRole may refuse or remove a broken, misleading or unsafe destination.

You confirm that the hirer is actually seeking to fill the advertised position and that the information supplied for the advert and any application or candidate communication transmitted through the platform is sufficient, current and lawful. You must disclose any legal/professional requirement for the role and any known workplace health and safety risk that must be communicated to a work-seeker. The hirer remains responsible for employer-side right-to-work, contractual and role-specific pre-employment checks unless a mandatory rule places a particular check on TruRole for the activity being provided; TruRole will not state that a check has been completed unless there is recorded evidence supporting that statement.

You must not ask a work-seeker to pay for an application, interview or job through TruRole. You must not require a candidate to buy training, certification, equipment or another service from you, a connected provider or a nominated intermediary as a disguised condition of securing work. A genuine role-specific qualification requirement must be described accurately and kept separate from any optional commercial training relationship. You must not use candidate data for unrelated marketing, resale, scraping, enrichment or speculative databases unrelated to the recruitment purpose for which it was disclosed.

Job advertisements must be genuine, clear and materially complete. As a platform rule, every direct vacancy must record whether the position is permanent or temporary and the hiring user must attest that it has authority to advertise it. Where statutory work-finding advertising rules apply to the particular TruRole activity, the required identity and status information must also be provided. TruRole may reject misleading titles, fake urgency, fabricated vacancies, hidden or misleading salary information, duplicate inventory, unlawful fee requests or adverts that do not identify the nature and location of the work sufficiently.

Hiring users must comply with the Equality Act 2010 and other applicable discrimination law. Adverts, searches, screening and decisions must not unlawfully disadvantage a person because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. Health/disability questions and occupational requirements may be used only where the law allows them.

Reasonable adjustments must be considered where required. Equality-monitoring data, if ever introduced, must be kept separate from application/CV data and must not be exposed to hiring decision-makers except where legally justified.

TruRole may use AI assistance to help a hiring user draft a vacancy from the user's own role brief or existing advert. The drafting tool is intended to organise and rewrite supplied information, not invent salary, dates, benefits, qualifications, legal authority, funded approval or other unsupported vacancy facts. Legal, authority and funding attestations remain the hiring user's responsibility.

TruRole may also extract structured career evidence from a CV, calculate job-match information and suggest truthful CV wording. These tools are designed to use work-related evidence such as skills, experience, qualifications, location, salary expectations and stated preferences. Unsupported facts must not be invented merely to improve a score.

TruRole does not intentionally infer or use protected characteristics or special-category data to rank candidates. Match scores are decision-support information. TruRole does not automatically reject a candidate or make a final hiring decision. Hiring users must not configure or use TruRole outputs as an unlawfully discriminatory shortcut or as an unreviewable sole decision where legal safeguards require meaningful human involvement.

Candidates may correct extracted evidence and can challenge inaccuracies through their profile/data-rights routes. Hiring users remain responsible for their own recruitment decisions and any separate automated tools they use outside TruRole.

Personal-data processing is governed by the Privacy Notice. Candidate CVs and direct identity are private by default except where the candidate submits an application, specifically authorises vacancy-linked disclosure, or authorised administration/legal processing requires access.

Hiring users receiving candidate data must keep it confidential, protect it with appropriate security, limit access to people involved in the relevant recruitment process, and delete or anonymise it when no longer needed unless a lawful reason requires retention. When a candidate intentionally submits an application, the receiving employer or authorised recruiter will normally act as its own independent controller for the recruitment processing it determines after receipt; its own privacy information and legal obligations apply alongside TruRole's responsibilities for the platform processing it controls.

Hiring plans are paid business products for companies and authorised recruiters. Current prices, currency, billing interval, publication entitlement and any promotional or trial terms are shown before Stripe checkout. Payment never purchases verification, a trust badge or exemption from trust, salary, authority or freshness checks.

TruRole may offer a separately priced Featured placement for an already live, verified vacancy. While the purchased Featured period is active, that vacancy may appear above standard matching vacancies that otherwise match the user's search and filters. Featured placement is visibly labelled, does not override relevance filters or eligibility rules, and does not guarantee impressions, clicks, applications, interviews or a hire. Buying Featured placement does not make a vacancy more verified or more trustworthy. An authorised purchaser, vacancy owner, direct employer or administrator may stop an active Featured placement; stopping removes the ranking boost but does not automatically close the vacancy or create a refund.

New Hiring Pro and Hiring Unlimited subscriptions currently start with a 14-day free trial. A valid payment method is required before the trial begins. Unless the subscription is cancelled during the trial, the selected monthly or annual plan begins billing automatically when the trial ends at the price shown and accepted at checkout. Cancelling during the trial prevents the first plan charge, subject to Stripe completing the cancellation before the trial ends.

After paid service has started, a cancellation request gives 30 days' notice. Access continues until the scheduled cancellation date and charges that validly fall due during the notice period may still be collected. The Billing page shows the scheduled cancellation date. An additional one-off vacancy publication, where offered to an active hiring account, applies only to the specified validated vacancy and stated 30-day live period. Featured placement is a separate one-time visibility purchase for the duration shown at checkout and begins when Stripe confirms payment; extending an already active Featured period adds the purchased duration to its current expiry.

Invoices/receipts and tax treatment depend on the legal supplier's VAT/tax status and the billing details supplied at checkout. Mandatory rights and remedies that cannot lawfully be excluded continue to apply.

Agreement to these Terms is not consent to marketing. Marketing email/text consent, where required, must be obtained separately and remain optional. Operational messages needed to provide the service, such as verification, application or billing communications, are not converted into marketing merely by accepting these Terms.

Strictly necessary session/security storage may be used to provide the service. Non-essential cookies or similar technologies must not be enabled merely because a user accepts these Terms; separate PECR-compliant controls apply. See the Cookie Notice.

You are responsible for keeping credentials and connected email accounts secure, using your account only for authorised purposes and promptly reporting suspected compromise. Attempts to bypass access controls, enumerate private candidates, obtain private CVs without permission, exploit APIs, upload malware, scrape protected data or interfere with service availability are prohibited.

Security information and responsible-disclosure expectations are set out on the Security page. The platform may suspend access where reasonably necessary to contain or investigate fraud, abuse, data-protection or security risk.

You retain rights in content you submit. You grant the supplier a non-exclusive licence to host, copy, process and display that content only as reasonably necessary to provide, secure and administer the service and to perform actions you request.

The platform software, branding, interface and original service materials remain owned by the supplier or licensors. You may not copy, reverse engineer, scrape or commercially exploit protected parts of the service except where applicable law expressly permits it.

Trust status may be paused, downgraded or removed if company/recruiter authority expires, vacancy freshness goes stale, reports are upheld, fraud/security concerns arise or legal requirements are not met. The platform may preserve relevant audit/evidence records while an investigation, dispute or regulatory obligation remains open.

Company reviews and ratings must be genuine first-hand experiences. Fake reviews, concealed incentivised reviews, self-review manipulation and misleading aggregate ratings are prohibited and may be investigated, removed or sanctioned under the Reviews & Ratings Policy. Positive and negative reviews are subject to the same moderation rules.

Serious or repeated violations may result in account restriction or termination and, where appropriate, reporting to the affected organisation, payment provider, regulator or law-enforcement body.

Vacancy information submitted by hiring users and employer/interview reviews submitted by candidates are user-generated content. Users must not post content that is fraudulent, threatening, hateful, harassing, defamatory, privacy-invasive, sexually exploitative, facilitates crime, impersonates another person or organisation, or is otherwise unlawful. TruRole may moderate, restrict, preserve evidence of, or remove content and accounts where reasonably necessary to enforce these Terms, comply with law or protect users.

Users and affected persons can report suspected illegal content, fraud, impersonation, privacy abuse or moderation errors through the vacancy-reporting tools or Contact → Make a complaint. Complaints can include a challenge to content removal or an account restriction. Where the Online Safety Act applies, TruRole will maintain the applicable risk assessments, reporting and complaints process, records, safeguards and accountable owner required for the service.

Accounts are intended for adults aged 18 or over. Because public job, graduate and apprenticeship material may be viewed without an account, an 18+ account rule is not treated as proof that children cannot access the service. The operator must complete and periodically review the applicable children's access assessment and, where required, children's risk assessment and safeguards.

Formal complaints about allegedly defamatory reviews are handled under the Reviews & Ratings Policy, which explains the information needed for a website-operator notice of complaint.

Reasonable care is taken to maintain the service, but uninterrupted availability is not guaranteed. Base44 and other infrastructure providers support hosting/authentication, Stripe processes payments, and Google may process data when a user chooses Google sign-in. Third-party services have their own availability and terms.

Nothing in these Terms excludes or limits liability where doing so would be unlawful, including liability for fraud or fraudulent misrepresentation, or affects statutory rights that cannot be excluded.

Subject to mandatory law, TruRole does not guarantee that an employer, recruiter, candidate or vacancy will remain suitable, solvent, available or genuine after verification, and it does not guarantee interviews, offers, hires or employment outcomes. Users remain responsible for checks and decisions appropriate to their role.

For business users, TruRole is not responsible for indirect or consequential business losses that were not reasonably foreseeable from a breach of these Terms. Any specific financial liability cap applying to a paid business plan must be stated expressly in the applicable order, checkout or commercial terms; no unstated cap is created by this clause.

These Terms are intended to be governed by the law of England and Wales, subject to any mandatory rules that apply to a user or activity. General service complaints should be sent to hrahmatiniya@gmail.com.

Privacy complaints and data-rights requests are handled under the Privacy Notice and may also be raised with the Information Commissioner's Office. Where a particular TruRole activity falls within regulated work-finding legislation in Great Britain, relevant concerns may also fall within the remit of the Fair Work Agency. Online-safety complaints can be made through TruRole's complaint route without preventing a user from contacting Ofcom, law enforcement or another competent authority where applicable. Nothing in these Terms prevents a person from exercising a statutory right or contacting an appropriate regulator.