Trust standards
What we will, and won't, do.
A short list, written plainly. If we don't follow this, the platform doesn't exist.
What we will do
- Verify recruiters before admission — identity, current professional identity, affiliation, professional contact, recruiter type, conduct standards.
- Keep recruiters in a private 'Verification Pending' state until admission is complete.
- Show a role as Verified Active only when the platform has substantiated it.
- Separate Anticipated Opportunities and Networking relationships from active roles, and only show them when a candidate opts in.
- Require compensation, work-location terms, and employment relationship on every opportunity.
- Preserve evidence and full version histories for listings and messages.
- Reverify when employer changes, professional email becomes invalid, material profile information changes, credible reports raise concerns, behavior is unusual, or accounts return after extended inactivity.
- Keep candidate resumes private and gated by candidate permission per recruiter, per resume, with expiration and revocation.
- Apply enforcement through human moderation, with an opportunity to respond, documented decisions, and a real appeal process.
What we won't do
- Sell candidate information.
- Let recruiters buy verification, admission, or bypass outreach limits.
- Treat a recruiter's own attestation as enough for public Verified Active status.
- Mix anticipated or networking relationships into active-role search.
- Show a public numerical trust score or a public company blacklist.
- Let AI decide guilt, suspend or remove users, decide appeals, or publicly label someone deceptive.
- Collect biometric data in-house.
- Allow unpaid internships.
- Impose monetary fines.
Ongoing reverification
Admission is not a one-time event.
Recruiter verification expires and requires periodic reconfirmation. We also reverify when any of the following happens:
- Employer or agency information changes.
- A professional email becomes invalid.
- Material profile information changes.
- Credible reports raise concerns.
- Unusual behavior appears.
- An account returns after extended inactivity.
- An opportunity's freshness window lapses without reconfirmation.
Where AI fits
AI assists. It does not judge.
- AI may help summarize, organize moderation queues, or flag duplicate or anomalous messages for human review.
- AI may not decide who deserves to be employed.
- AI may not automatically reject candidates or ban users.
- AI may not decide whether a report is true.
- AI may not decide an appeal.
- AI may not write recruiter outreach for them.