Employer & Employment Agency Terms

Version 4.1 · Effective 2026-08-06

1. Scope and relationship to Findit Terms

These Employer & Employment Agency Terms apply to any employer, recruiter, employment agency, recruitment partner, staffing business, hiring manager or other business user that creates, manages or uses an employer account, publishes job advertisements, reviews applications, contacts candidates or uses Talent Search on Findit. They supplement the Findit Terms of Service and Privacy Policy. If these Terms contain a more specific rule for recruitment activity, that specific rule applies to that recruitment activity, subject to mandatory law.

2. Authority to act for the organisation

The person creating or operating an employer account confirms that they are authorised to act for the organisation identified in the account and to create and manage its Findit profile, submit verification information, publish recruitment content and accept these Terms on its behalf. The organisation is responsible for activity performed through authorised staff accounts and must promptly remove access when a representative is no longer authorised.

3. Accuracy and company information

Employers and agencies must provide accurate, current and complete company and recruitment information, including the legal entity name, business identifiers, registered address, authorised representative details and business contact details requested by Findit. Material changes must be updated without undue delay. Findit may request supporting evidence or compare submitted information with public registers and other lawful verification sources.

4. Publication of employer profiles and submitted content

By submitting company profile information, branding, business contact details, job advertisements or other public recruitment content, the employer or agency authorises Findit to host, reproduce, format, translate, display, distribute, index, moderate and promote that content for operation and promotion of the Platform. Private compliance fields identified as private are not intended for public display unless disclosure is required by law or separately authorised.

The employer or agency confirms that it has the rights and permissions needed to provide logos, photographs, text, recruiter details and other submitted material. Where personal data relating to employees, recruiters or representatives is provided, the submitting organisation must have an appropriate lawful basis and provide any information or notices required by data-protection law.

5. Employer, recruiter and agency classification

Accounts must select the role that accurately describes their activity. A direct employer recruits for its own organisation. A recruiter or employment agency recruits, places, supplies or otherwise acts in relation to workers or candidates for another organisation. A recruitment partner or other intermediary must accurately disclose its role and may be subject to manual review before publication or access to candidate features.

6. KRAZ and other regulatory verification

Where Polish law requires registration in the National Register of Employment Agencies (KRAZ) or another licence, permit or registration for the activity performed, the employer or agency must maintain the required registration and provide accurate identifying information to Findit. Findit may verify KRAZ, KRS, CEIDG, NIP, REGON and other relevant registration information against official or lawful sources. A verification badge confirms only the verification expressly described by Findit and is not a general legal, financial or professional guarantee.

A direct employer that states KRAZ is not applicable confirms that it recruits directly for its own organisation and is not using the account to conduct regulated employment-agency activity requiring KRAZ. Findit may require manual review if the account activity does not match that declaration.

7. Job advertisement standards

Every job advertisement must concern a genuine recruitment need and must accurately describe the hiring organisation or authorised agency, role, location, principal employment conditions and any material eligibility requirements. Advertisements must not be misleading, fictitious, discriminatory or designed primarily to collect personal data, sell unrelated services, obtain money from candidates or redirect users into unlawful recruitment arrangements.

Where an agency advertises for another employer, the agency remains responsible for having authority to advertise and for giving candidates the information required by law about the recruitment relationship and, where applicable, the actual or prospective employer.

8. Candidate fees, immigration statements and prohibited recruitment practices

Employers and agencies must not charge candidates unlawful recruitment, placement or access fees. They must not promise or guarantee a job, work permit, residence permit, visa, immigration outcome or government decision unless the statement is lawful, factually supportable and clearly within the organisation's authority. Findit may remove content or restrict accounts that involve unlawful fees, fabricated vacancies, withheld wages, undocumented work, misleading immigration claims, trafficking indicators, coercion or other serious recruitment abuse.

9. Equal treatment and lawful recruitment

Recruitment activity must comply with applicable labour, employment, anti-discrimination, equal-treatment, accessibility, workplace-safety, immigration and right-to-work rules. Candidate information must not be used to make unlawful discriminatory decisions. Employers and agencies remain responsible for the legality of their recruitment criteria, interviews, selection decisions, employment offers and employment contracts.

10. Candidate applications and privacy notices

Before using Findit to collect or review applications, the employer or agency must select the applicable candidate privacy notice option and keep it accurate. Where Findit's default notice is available for a direct employer, its use does not remove the employer's responsibility to ensure that its recruitment processing is lawful and accurately described. Where an employer or agency uses its own notice, the supplied URL must remain accessible, accurate and applicable to the recruitment activity.

11. Data-controller responsibilities

Findit processes personal data for operating accounts and Platform functionality, security, application transmission and storage, audit logging, moderation, compliance and other purposes described in the Privacy Policy. An employer or agency that receives, accesses or uses candidate information for its own recruitment purposes will generally act as an independent controller for those purposes and is responsible for its own lawful basis, transparency information, data minimisation, security, retention, responses to data-subject rights and any further disclosure of candidate information.

Nothing in these Terms permits an employer or agency to use candidate data for a purpose incompatible with the purpose for which it was made available.

12. Candidate data minimisation, access and security

Employers and agencies may access only candidate information reasonably necessary for legitimate recruitment. Access credentials must be limited to authorised recruitment personnel, protected against unauthorised use and removed when no longer needed. Candidate information must not be downloaded, copied or retained merely because it is technically accessible. Security incidents or suspected unauthorised access involving Findit candidate data must be reported to Findit without undue delay where relevant to Platform security or legal obligations.

13. Talent Search eligibility and purpose

Talent Search is a restricted recruitment feature. Access is not automatic and may depend on account approval, role verification, KRAZ verification where applicable, acceptance of these Terms and other trust or compliance checks. Talent Search may be used only to identify and contact candidates for genuine, current or reasonably anticipated vacancies for which the employer or agency is authorised to recruit.

14. Permitted use of Talent Search

An authorised Talent Search user may review candidate information made available through the feature, assess potential suitability for legitimate vacancies and contact candidates through permitted Findit channels or using contact information intentionally made available for recruitment. Searches and contact must be proportionate to the stated recruitment purpose and comply with applicable privacy, employment and anti-discrimination law.

15. Prohibited Talent Search use

Talent Search must not be used for unrelated advertising or marketing, lead generation unrelated to employment, data brokerage, resale, scraping, bulk harvesting, database enrichment, profiling for unrelated purposes, identity verification for third parties, surveillance, discriminatory screening, immigration-service sales, collection of information for speculative databases, or contacting candidates about fake or non-existent vacancies.

Candidate information obtained through Talent Search must not be sold, rented, publicly posted, uploaded to unrelated databases or shared with unauthorised third parties. An agency may share candidate information with a client employer only where it is lawfully authorised to do so for the relevant recruitment and has satisfied applicable transparency and data-protection requirements.

16. Automated tools, exports and scraping

Automated extraction, bots, crawlers, browser automation, bulk export, systematic copying or circumvention of Talent Search access controls is prohibited unless Findit has expressly enabled the relevant integration or API. Employers and agencies must not combine Talent Search data with external datasets in a way that creates an incompatible or unlawful new purpose.

17. Candidate choice, visibility and removal

Talent Search access is subject to the candidate visibility and preference controls made available by Findit. If a candidate withdraws from Talent Search, restricts visibility, deletes information or requests a lawful correction or deletion, employers and agencies must respect the resulting restrictions and must not use previously obtained copies to circumvent the candidate's choice, subject to lawful retention required for an active recruitment process, legal obligation or legal claims.

18. Retention of applications and Talent Search data

Employers and agencies must define and apply recruitment retention periods that are appropriate to the recruitment purpose and applicable law. Candidate information must be deleted or anonymised when it is no longer necessary, subject to a lawful basis for continued retention. Keeping candidate data for future recruitment requires a lawful basis and appropriate transparency; access to Talent Search is not itself permission for indefinite retention.

19. Candidate communications

Recruitment messages must identify the employer, agency or authorised recruiter and relate to a genuine recruitment purpose. Users must not send deceptive, harassing or excessive recruitment messages, request unnecessary sensitive information, or require payment before providing genuine vacancy information. Where a candidate asks not to receive further contact for a particular recruitment purpose, that request must be respected where legally applicable.

20. Sensitive and special-category information

Employers and agencies must not request or infer health information, biometric data, criminal-record information, racial or ethnic origin, religion, political opinions, trade-union membership, sexual orientation or other special-category or highly sensitive information unless there is a specific lawful basis and the processing is necessary and permitted for the recruitment purpose. Findit's availability of a text field, upload or messaging feature does not authorise collection of information that the employer or agency could not lawfully request.

21. Findit's platform role

Unless expressly stated for a specific service and subject to applicable law, Findit provides technology for publishing, discovering and managing recruitment information and communications. The employer or agency remains responsible for the vacancy, recruitment decision, candidate assessment, employment offer, employment relationship, wages, work conditions, right-to-work checks and any regulated recruitment activity it performs. Findit does not guarantee candidate suitability, identity, qualifications, availability or acceptance of an offer.

22. Verification, monitoring and compliance review

Findit may review employer profiles, declarations, KRAZ or business-registration information, job advertisements, application activity, Talent Search usage, reports and relevant audit logs to protect candidates, verify eligibility, enforce these Terms and comply with law. Findit may request supporting evidence and may temporarily restrict publication, applications or Talent Search while a material compliance issue is reviewed.

23. Suspension and removal

Findit may reject, pause, restrict or remove employer or agency access where reasonably necessary because of false company information, missing or invalid required registration, unlawful candidate fees, misleading vacancies, data misuse, scraping, discrimination, security concerns, serious candidate complaints, regulatory requirements or material breach of these Terms. Where required by applicable law, Findit will provide reasons and an available complaint or review route.

24. Records of acceptance and declarations

Findit may record acceptance of employer declarations and these Terms, including the account, user, timestamp, document version and technical audit information reasonably needed to demonstrate acceptance, security and compliance. Updating a company profile after material legal terms change may require renewed acceptance.

25. Managed accounts

If Findit creates or manages an employer or agency profile on the organisation's behalf, separate written or electronic authority may be required to document the scope of Findit's authority to create, edit, publish or administer that profile. These Terms do not replace any separate managed-account authorisation required by Findit.

26. Changes to these Terms

Findit may update these Employer & Employment Agency Terms for legal, security, operational or product reasons. Material changes affecting an employer or agency relationship will be communicated or presented for renewed acceptance where required by law or where Findit determines renewed acceptance is appropriate.

27. Contact and governing framework

These Terms are incorporated into the Findit contractual framework together with the Terms of Service and Privacy Policy. Operator: FINDIT SPÓŁKA Z OGRANICZONĄ ODPOWIEDZIALNOŚCIĄ, ul. Marii Curie-Skłodowskiej 3/27, 20-029 Lublin, Poland; KRS 0001245131; NIP 7123513870; REGON 544892900. Legal and privacy enquiries may be sent to hello@finditeu.com. Polish law applies subject to mandatory rules that cannot lawfully be excluded.