1.1 These Terms of Service govern access to and use of the Elavew website, mobile application, employer dashboard, candidate application flows, media application tools, job listing services, messaging tools, AI-supported features, affiliate tools and APIs where made available, content, documentation and related services made available by or on behalf of Elavew, together referred to as the “Services” or the “Platform”.

1.2 By accessing or using the Services, creating an Account, posting or managing a Job Advert, submitting an application, uploading a CV, Media Submission or other Candidate Material, using any Employer dashboard feature, or accessing any affiliate tool, API, integration or partner feature made available by Elavew, the User agrees to be bound by these Terms of Service and all policies, notices and additional terms incorporated by reference.

1.3 Where a user accesses or uses Elavew on behalf of a company, partnership, recruitment agency, employer, publisher or other organisation, that user represents that they have authority to bind that organisation and that organisation is responsible for the acts and omissions of its authorised users, employees, agents and contractors.

1.4 Elavew is a hiring technology platform. Elavew is not an employer of candidates, does not guarantee employment, does not guarantee the suitability, availability or lawfulness of any candidate, employer, job opportunity or recruitment outcome, and does not make hiring, interview, shortlisting, selection, compensation, onboarding or employment decisions on behalf of employers.

1.5 The Services currently support recruitment for roles located in the United Kingdom and the GCC countries of Bahrain, Kuwait, Oman, Qatar, Saudi Arabia and the United Arab Emirates. The public website may be accessed from other jurisdictions, but such accessibility does not mean that Elavew offers all Platform or interactive Services in every jurisdiction. Elavew may restrict Platform functionality by location and applicable law and may expand the Services to additional jurisdictions in the future.

Elavew does not currently offer account-based Platform services or Elavew-hosted Candidate application services to persons located in the European Union or European Economic Area. This restriction does not prevent a person from viewing public job information or following an external application link to an Employer's own website, where the application is completed independently of Elavew.

1.6 This document should be read together with any signed order form, enterprise agreement, product documentation, help-centre rules, in-app notices, privacy notices, cookie notices and just-in-time notices. If there is a conflict, a signed order form or enterprise agreement shall prevail for the specific service to which it relates, except where mandatory law requires otherwise.

2.1 References to “Elavew”, “we”, “us” or “our” mean Elavew Limited (Company number 17401008).

2.2 References to “you” or “User” mean any person or organisation accessing or using Elavew, including Candidates, Employers, recruiters, Affiliates, visitors, administrators and authorised users.

2.3 References to laws include those laws as amended, replaced, supplemented or re-enacted from time to time. References to “including” are illustrative and do not limit the general wording that precedes them.

2.4 Where a section applies only to a particular user type, jurisdiction, feature or programme, it applies only to that user, jurisdiction, feature or programme. All other provisions continue to apply unless expressly excluded.

2.5 The section headings are for convenience only and do not affect interpretation. The provisions of this document are intended to be read as a single continuous framework and not as separate standalone policies unless expressly stated.

3.1 Elavew enables Employers to post job opportunities, create role-specific questions, review Candidate applications, view Candidate media submissions where authorised, manage applications and communicate with Candidates.

3.2 Elavew enables Candidates to search for roles, submit applications, upload CVs, answer Employer questions and provide short audio or video submissions intended to help Employers understand the Candidate beyond a written CV.

3.3 Elavew may provide supporting features as part of the Services, including search, filtering, messaging, notifications, media hosting, file upload, application tracking, reporting, billing, account management, AI-supported features, integrations, affiliate tools, APIs and related technical functionality, in each case where made available by Elavew from time to time.

3.4 Unless expressly stated, Elavew does not verify every Job Advert, Candidate, Employer, salary statement, employment term, right-to-work statement, professional qualification, background fact, role requirement or message. Users must carry out their own checks before relying on information displayed on or through the Platform.

3.5 Elavew may aggregate, index or display job-related information from employers, public sources, recruitment partners, job boards, career pages or third-party feeds where permitted by law and applicable contracts. Elavew may remove, decline to display, de-rank or label content at its discretion, subject to applicable law.

3.6 Elavew may test, update, improve or change Platform features, including search results, ranking, recommendations, media processing, billing, AI tools, fraud controls, moderation methods, application flows, dashboards, formatting, prompts and user interfaces, with or without notice where permitted by law.

3.7 Where Elavew makes AI-supported recruitment review tools available, those tools are intended to assist Employers by organising, transcribing and summarising Candidate Materials, and by identifying role-related keywords or evidence for review. They are not designed to make, replace or automate hiring decisions. Employers must carry out their own human review of the underlying Candidate Materials and remain responsible for all recruitment, shortlisting, interviewing, selection, rejection and hiring decisions.

4.1 Elavew's account-based and interactive Candidate Services, including Elavew-hosted applications, Candidate Materials, media submissions and Candidate communications, are available only to persons aged 18 or over. Persons under 18 may view publicly available job information but may not create a Candidate account, submit an Elavew-hosted application or use restricted Candidate Services.

This restriction is maintained as a proportionate safeguarding and platform-access measure intended to protect the welfare and privacy of minors and to reduce risks associated with their participation in adult recruitment processes. Elavew keeps the restriction under review in accordance with applicable equality, data protection and online safety law.

Parental, guardian or institutional consent does not override this requirement. Users must not provide false or misleading information to circumvent Elavew's age restrictions, and Elavew may restrict or terminate access where it reasonably believes that this requirement has not been met.

4.2 Employers, recruiters and Affiliates must be lawfully established or authorised to act for the organisation they represent. They must not impersonate another person or organisation, misrepresent their affiliation, post opportunities without authority or use Elavew to collect Candidate information for roles that do not exist or are not genuinely available.

4.3 Users must not use Elavew if they are prohibited from doing so under applicable sanctions, export control, anti-money laundering, anti-bribery, anti-trafficking, employment, immigration or other applicable laws.

4.4 Elavew may require email, telephone, domain, identity, company, payment, tax, anti-fraud or other verification before enabling or continuing access to certain features.

4.5 Administrator users are responsible for inviting, removing and supervising recruiters or other team members. Employers are responsible for ensuring that only authorised personnel can view Candidate Materials and that access is revoked when no longer required.

5.1 Users are responsible for maintaining the confidentiality of login credentials, access tokens, verification devices, API keys, administrator permissions and other security information, and are responsible for all activity under their Account except to the extent caused by Elavew’s breach of this document or applicable law.

5.2 Users must provide accurate, current and complete account information and keep it updated. Elavew may suspend access where account information appears inaccurate, incomplete, fraudulent, misleading, unauthorised or unsafe.

5.3 Users must notify Elavew promptly if they believe an Account, dashboard, API key, payment method or login credential has been compromised. Elavew may suspend access, rotate keys, disable sessions, require verification or take other steps to protect Users, Employers, Candidates and the Platform.

5.4 Employers must ensure that Candidate Materials are accessed only by authorised personnel with a legitimate recruitment need and must maintain appropriate controls to prevent unauthorised copying, downloading, sharing or retention.

5.5 Users must not circumvent privacy controls, access permissions, rate limits, media protections, security measures, download restrictions, account restrictions or verification procedures.

6.1 Users must use Elavew only for lawful employment, recruitment, career search, professional networking, hiring, job advertising, affiliate, support or business purposes that are consistent with this document and applicable laws.

6.2 Users are responsible for their use of the Platform and for any User Content they submit, upload, publish, transmit, generate, approve or rely upon. User Content must be accurate, lawful, non-misleading, current, fair, non-discriminatory and must not infringe any third-party rights.

6.3 Elavew may review, moderate, reject, remove, disable access to, reformat, categorise, label, rank, de-rank, suspend or restrict User Content where Elavew reasonably considers that it may breach this document, applicable law, user safety standards, anti-fraud rules, anti-discrimination requirements, intellectual property rights or platform integrity requirements.

6.4 Elavew may use automated and manual measures to detect spam, fraud, bot activity, fake jobs, scams, malware, illegal content, harmful content, discrimination, abusive conduct, manipulated engagement, payment abuse, account misuse, duplicate accounts, unauthorised scraping or other platform misuse.

6.5 Notifications, emails, text messages, dashboard alerts, reminders, interview alerts, application updates, AI suggestions and analytics are provided for convenience only. Elavew does not guarantee delivery, timing, receipt, accuracy, action or outcome of any notification or communication.

6.6 Users must comply with all applicable employment, equality, labour, data protection, consumer protection, advertising, e-commerce, tax, immigration, licensing, accessibility, anti-bribery, anti-corruption, anti-trafficking, anti-spam and online safety laws that apply to their use of Elavew.

6.7 Elavew may provide templates, sample wording, job description suggestions, question suggestions, salary estimates, analytics or AI-generated suggestions for informational convenience only. Users are responsible for reviewing, editing, approving and lawfully using them.

6.8 No agency, partnership, joint venture, employment relationship, franchise, fiduciary duty or exclusive relationship is created between Elavew and any User unless expressly agreed in writing.

7.1 Users must not use Elavew to engage in, facilitate, promote, request or conceal unlawful, fraudulent, discriminatory, harmful, exploitative, misleading, abusive, harassing, hateful, violent, sexually exploitative, terrorist, extremist or otherwise prohibited conduct.

7.2 Users must not post fake, expired, duplicated, bait-and-switch, pyramid, commission-only or otherwise misleading roles, or post roles that do not represent genuine employment or work opportunities.

7.3 Users must not collect Candidate data without a genuine recruitment purpose or use Candidate data for unrelated marketing, resale, profiling, database building, model training, surveillance, harassment or any non-recruitment purpose unless lawful and expressly authorised.

7.4 Users must not post discriminatory requirements, preferences or exclusions based on protected or safeguarded characteristics unless a lawful occupational requirement applies and is clearly justified.

7.5 Users must not ask Candidates to pay unlawful fees, purchase goods or services, disclose unnecessary sensitive data, provide bank credentials, transfer money, participate in scams or undertake unpaid work where payment is legally required.

7.6 Users must not upload malware, spyware, scraping tools, credential-harvesting links, harmful code or content that interferes with the Platform or other users.

7.7 Users must not use bots, scrapers, crawlers, automated queries, data mining or reverse engineering except through authorised APIs and in accordance with written documentation.

7.8 Users must not create multiple accounts to avoid limits, sanctions, moderation decisions, payment obligations, trials or enforcement measures.

7.9 Users must not post content that infringes copyright, trade marks, database rights, confidentiality rights, publicity rights or other proprietary rights.

7.10 You must not use the Platform to engage in unlawful, fraudulent, malicious or deliberately deceptive conduct, knowingly make materially false statements, or intentionally interfere with the operation, security or legitimate use of the Platform. Nothing in this clause or these Terms restricts any person from making a lawful review or criticism, raising a genuine complaint, exercising statutory rights, making a protected disclosure under Part IVA of the Employment Rights Act 1996, as amended, or reporting concerns to a regulator, law-enforcement authority or other competent body. Any rights that cannot lawfully be excluded or restricted, including under the Consumer Rights Act 2015, remain unaffected.

7.11 Elavew may maintain additional policies, help pages, prohibited content rules, job quality rules, media submission rules and safety standards. Those policies form part of this document where they are made available to Users.

8.1 Users retain ownership of their User Content, subject to the licences granted in this document and any rights held by third parties. Users are responsible for ensuring that they have all rights and permissions required to submit, display, process, store, transmit, analyse, use and share User Content through Elavew.

8.2 By uploading, submitting or otherwise making User Content available through the Platform, you grant Elavew a non-exclusive, worldwide and royalty-free licence to host, store, reproduce, process, format, transmit and display that User Content only to the extent reasonably necessary to provide, operate, maintain and secure the Services, comply with applicable law, and establish, exercise or defend legal rights.

Where User Content is intended to be publicly available, including Job Adverts and Employer profiles, Elavew may also publish, index, distribute and promote that content in connection with the Platform and the Services.

Candidate Materials are private unless expressly made public by the Candidate. Elavew may process Candidate Materials only as reasonably necessary to provide the relevant recruitment Services and permitted supporting functionality described in these Terms and the Privacy Policy, including hosting, storage, transmission, display, transcoding, transcription, summarisation and security. Elavew will not use private Candidate Materials for advertising, testimonials or promotional purposes without the Candidate's separate express permission.

Users retain ownership of their User Content. The licence granted under this clause continues only for so long as reasonably necessary for the relevant purposes, subject to applicable retention requirements, legal obligations and backup processes.

8.3 Candidate Materials are made available to Employers only in accordance with Platform settings, Candidate submissions, applicable product functionality and applicable law. Employers must use Candidate Materials only for evaluating, communicating about and managing the relevant application or lawful recruitment process, unless the Candidate has given separate valid consent for another use.

8.4 Candidates should not include unnecessary sensitive information in CVs, media submissions or answers, including health data, biometric identifiers, precise location, financial account details, national identity numbers, political opinions, religious beliefs, trade union membership or information about children, unless necessary and lawful for the application.

8.5 Elavew may generate thumbnails, previews, transcodes, transcripts, metadata, technical logs, fraud signals and accessibility features from Candidate media submissions and other files. These technical outputs may be used to deliver and secure the Platform and, where applicable, to support accessibility, moderation, search, analytics and lawful compliance.

8.6 Elavew may use AI-supported tools to generate transcripts from the spoken content of Media Submissions and to summarise CVs, application answers, transcripts and other Candidate Materials for Employer review. Any transcript, summary, keyword match or related AI-generated output is provided solely to assist navigation and review. It may be incomplete, inaccurate or fail to capture the full context of the Candidate Materials. The underlying Candidate Materials remain the primary materials for assessment, and Employers must carry out their own human review before making any recruitment decision.

8.7 Elavew may remove or restrict User Content that is unlawful, unsafe, discriminatory, misleading, infringing, technically harmful, low quality, inconsistent with the Platform’s purpose or contrary to this document. Elavew is not obliged to host or preserve User Content indefinitely.

9.1 Employers are solely responsible for Job Adverts, role requirements, questionnaire questions, screening instructions, salary or pay ranges, location requirements, employment status, benefits, working hours, visa requirements, selection criteria and all communications with Candidates.

9.2 Job Adverts must describe genuine opportunities, be current, accurate and complete, and comply with applicable employment, equality, pay transparency, immigration, agency, advertising, consumer protection and data protection laws. Employers must not post roles that are misleading, discriminatory, unlawful, unpaid where payment is legally required, or designed primarily to collect Candidate data.

9.3 Employers must provide truthful information about pay, benefits, location, remote working arrangements, contract type, sponsorship, essential criteria, working conditions and any use of automated screening or AI-supported tools where disclosure is required by law or Elavew policy.

9.4 Any right-to-work, visa or sponsorship requirement stated in a Job Advert must be lawful, accurate, role-related and consistent with the Anti-Discrimination and Fair Hiring Policy.

9.5 Employers must ensure that all recruiters and hiring managers using Elavew are trained and authorised to handle Candidate Materials lawfully, fairly and securely. Employers remain responsible for decisions made by their staff, agents, affiliates, contractors and integrated third-party systems.

9.6 Elavew may display, rank, categorise, promote or remove Job Adverts based on search relevance, user activity, quality signals, payment status, moderation outcomes, fraud prevention, user safety, compliance checks, product design and other lawful factors.

9.7 Elavew may require Employers to verify company details, payment information, domain ownership, authority to recruit, licensing status, agency permissions, tax information or legal compliance before posting, promoting or continuing a Job Advert.

10.1 Candidates are responsible for the accuracy, completeness and lawfulness of their CVs, profiles, media submissions, application answers, portfolios, messages and other Candidate Materials. Candidates must not submit false qualifications, impersonate another person, use misleading AI-generated materials, infringe third-party rights or submit content that is unsafe, unlawful or inappropriate.

10.2 Candidate media submissions are intended to allow Candidates to present relevant experience, motivation, communication style and role-specific answers. Candidate media submissions may include audio, video or other permitted formats made available by Elavew from time to time. Employers must not use media submissions to make unlawful assumptions about protected or safeguarded characteristics.

10.3 Candidates may be given alternatives to media submission where required by law, accessibility obligations, disability accommodation duties, local employment rules or Elavew policy. Employers must consider reasonable accommodations and alternative assessment routes where necessary.

10.4 Submission of an application does not guarantee that it will be viewed, shortlisted, acknowledged, processed, delivered, considered or result in an interview or employment offer. Elavew may be unable to deliver applications due to technical issues, employer settings, expired roles, moderation, account restrictions, third-party systems or other lawful reasons.

10.5 Employers must not download, copy, retain, distribute, publish, use to train models or otherwise use Candidate media submissions outside the Platform except where reasonably necessary and lawful for the relevant recruitment process.

10.6 Any such use must comply with the Privacy Policy, applicable retention requirements and applicable data protection law, including, where relevant, the UK GDPR, the Data Protection Act 2018 and the EU GDPR. Employers must have an appropriate lawful basis for the processing and, where special-category Personal Data is processed, an applicable legal condition for that processing. Where consent is relied upon, it must be validly obtained in accordance with applicable law.

10.7 Candidates should be informed before uploading a media submission how the media submission will be used, who may access it, whether alternatives are available, how long it will be retained and how to report concerns about misuse.

10.8 Where Elavew processes audio or video Media Submissions for AI-supported recruitment review, Elavew’s processing is limited to transcribing spoken content and, where applicable, summarising that transcript and related Candidate Materials. Elavew does not use AI to assess a Candidate’s face, appearance, body shape, accent, emotion, tone of voice, body language, personality, protected or safeguarded characteristics, or perceived culture fit. Employers must not use Media Submissions, transcripts or AI outputs for any such purpose.

11.1 This Anti-Discrimination and Fair Hiring Policy promotes fair, lawful and objective recruitment practices and reduces the risk that Candidates are treated less favourably, disadvantaged, harassed or victimised because of a protected or legally safeguarded characteristic.

11.2 Elavew’s Platform is designed to support recruitment decisions based on role-related criteria, including skills, experience, qualifications, competence, availability, lawful right to work, role requirements and the Candidate’s ability to perform the essential functions of the relevant role.

11.3 In Great Britain, the Equality Act 2010 protects the characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Northern Ireland has a separate equality and anti-discrimination framework. Comparable, additional or different protections may apply in other jurisdictions.

11.4 Elavew's minimum age requirement under clause 4.1 is a Platform eligibility and safeguarding measure and does not authorise Employers to discriminate between eligible Candidates because of age. Employers may apply an age requirement to a particular role only where it is lawful and objectively justified or otherwise permitted or required by applicable law.

11.5 This document also treats as safeguarded characteristics or risk factors, where relevant to fair recruitment, nationality, ethnic or national origin, colour, language, accent, social or demographic background, caring responsibilities, parental status, trade union status, immigration status where not lawfully relevant, criminal history where not lawfully relevant, appearance, body size, neurodiversity and any other protected, sensitive or legally regulated status under applicable law.

11.6 Employers must not reject, shortlist, score, rank, filter, contact, interview, assess or hire Candidates on the basis of a protected or safeguarded characteristic unless a narrow legal exception applies, such as a lawful occupational requirement or permitted positive action measure.

11.7 Protection may apply whether a characteristic is actual, perceived or connected with someone with whom the Candidate is associated. Employers must not make assumptions about protected characteristics from a Candidate’s name, voice, appearance, profile, CV, photograph, audio or video submission, accent, location, education history, employment history or any other personal information.

11.8 Employers must ensure that selection criteria are lawful, objective, role-related, documented, proportionate and capable of being applied consistently. Employers should avoid assumptions, stereotypes, personal preferences or subjective impressions unrelated to the role.

11.9 Where an Employer uses its own scoring, ranking, shortlisting or assessment framework, it must be lawful, role-relevant, consistently applied and subject to human review in accordance with this Anti-Discrimination and Fair Hiring Policy. Elavew does not generate candidate scores or rankings, create automated shortlists or make hiring decisions. Employers remain responsible for reviewing original application materials and making all final decisions.

11.10 Employers should avoid criteria that are likely to create indirect discrimination unless objectively justified as a proportionate means of achieving a legitimate aim. Examples may include unnecessary requirements for a particular number of years’ experience, a driving licence, full-time availability, a specific educational route, a particular working pattern or unrestricted geographical mobility where these are not genuinely required.

11.11 Job adverts, employer profiles, role descriptions and person specifications must be accurate, lawful, non-discriminatory, objective and not misleading. Employers should use clear role-related criteria and avoid wording likely to deter candidates from under-represented groups.

11.12 Employers must not include discriminatory wording, exclusionary criteria or unjustified preferences. Terms such as “young”, “recent graduate”, “mature”, “native speaker”, “energetic”, “able-bodied”, “digital native” or similar wording should not be used unless lawful, necessary and objectively justified for the role.

11.13 Language requirements must be genuinely necessary for satisfactory performance of the role and must not be used as a proxy for race, nationality, ethnicity or accent. Requirements concerning health, physical fitness, mobility, appearance, availability, travel, driving or educational background must be objectively justified and proportionate.

11.14 Employer screening questions must be relevant to the role, proportionate to the recruitment stage and framed in neutral language. Questions designed to reveal protected or sensitive characteristics must not be asked unless lawful, necessary and accompanied by appropriate privacy information.

11.15 Any question concerning a Candidate’s right to work, visa status, sponsorship requirement or work authorisation must be asked only to assess whether the Candidate is lawfully authorised, or can lawfully become authorised, to perform the relevant role. Employers must not use this information to discriminate unlawfully on the basis of nationality, race, ethnicity, colour, national or ethnic origin, religion, immigration status where not lawfully relevant, or any other protected or safeguarded characteristic.

11.16 Where equality monitoring information is collected, it should be voluntary, separated from the application assessment process, used only for lawful monitoring purposes, and not made available to hiring decision-makers in a way that could influence selection decisions.

11.17 Employers must not use AI outputs, transcripts, Media Submissions, CV summaries, keyword matches or other Platform-generated materials to infer protected or safeguarded characteristics, make assumptions based on appearance, accent, voice, emotion, body language, personality or perceived culture fit, or to justify discriminatory treatment. Employers must not reject, rank, shortlist, filter out, score or otherwise assess Candidates solely or materially by reference to an AI-generated summary, transcript, keyword match or other automated output. All Candidate assessment must be based on lawful, objective, role-related criteria and meaningful human review.

11.18 Media submissions may help Employers assess communication, motivation, role understanding and answers to structured questions, but they may also reveal or permit inferences about protected or sensitive characteristics. Employers must assess media submissions only against lawful, objective and role-related criteria.

11.19 Employers must not use media submissions to assess attractiveness, perceived confidence, personality fit, accent, clothing, background environment, disability-related presentation, age, ethnicity, religion, sex or other non-role-related matters.

11.20 Religion or belief includes religion, lack of religion, religious belief, philosophical belief and lack of belief where protected by applicable law. Employers must not prefer, reject or disadvantage a Candidate because of religion, belief, lack of religion or lack of belief.

11.21 Recruitment arrangements should take reasonable account of religion or belief where relevant, including scheduling, dietary needs, dress, religious symbols, days of observance and other manifestations of belief, unless a restriction is lawful, necessary, proportionate and objectively justified.

11.22 Employers must comply with all applicable equality, anti-discrimination and employment laws, including, where applicable, the Equality Act 2010 and equivalent legislation in Northern Ireland, the European Union and other relevant jurisdictions.

11.23 In addition to characteristics protected by applicable law, Elavew prohibits unfair discrimination in recruitment on grounds including breastfeeding, family or caring responsibilities, menopause, fertility treatment or other personal circumstances unrelated to a Candidate's suitability for the role.

11.24 These additional safeguards form part of Elavew's Fair Hiring standards and are intended to supplement, and not alter or limit, the protections and exceptions provided by applicable law.

11.25 Questions about pregnancy, maternity, childcare arrangements, marital status, family plans or anticipated family commitments should not be asked unless lawfully necessary and framed in a neutral, role-related way that applies consistently to all Candidates.

11.26 In limited circumstances, applicable law may permit an Employer to apply an occupational requirement related to a protected characteristic. Any such requirement must be lawful, genuine, necessary for the role, proportionate and documented before use.

11.27 Applicable law may permit positive action measures to address disadvantage, under-representation or particular needs experienced by people who share a protected characteristic. Any measure must be lawful, proportionate, evidence-based and not used as a blanket preference or quota unless expressly permitted by law.

11.28 Elavew may reject, remove, de-rank, suspend, restrict, edit metadata for or decline to display any listing, question, employer profile, message, media submission request or account activity where Elavew reasonably believes that it is discriminatory, misleading, unlawful, unsafe, exploitative, inconsistent with this document or otherwise unsuitable for the Platform.

12.1 Employers must make reasonable adjustments for disabled Candidates and applicants where required by applicable law. Adjustments may be required during the application process, media submission process, interview process, assessment process or any other recruitment stage.

12.2 Reasonable adjustments may include providing additional time, accepting alternative formats, permitting written responses instead of audio or video, allowing assistive technology, changing assessment arrangements, providing accessible communications, offering alternative interview arrangements or modifying non-essential requirements.

12.3 Employers must not reject or disadvantage a Candidate because the Candidate requested, required or received a reasonable adjustment.

12.4 Where a Candidate cannot reasonably provide an audio or video submission because of disability or an accessibility barrier, the Employer must provide an appropriate reasonable alternative where required by applicable law, including the Equality Act 2010 in Great Britain, the Disability Discrimination Act 1995 in Northern Ireland, and applicable equivalent disability and employment equality laws.

12.5 For technology limitations, religious reasons, safety concerns or other legitimate circumstances that do not give rise to a legal duty to make reasonable adjustments, Employers should consider an appropriate alternative assessment method where reasonable and practicable.

12.6 Employers are encouraged to use inclusive advertising practices, including clear salary information where appropriate, flexible-working information where available, neutral language, role-related competencies, measurable criteria and statements that applications will be considered on merit.

12.7 Employers should provide appropriate recruitment and equality training to employees, hiring managers, recruiters, agency staff and agents involved in recruitment. Refresher training should be provided where necessary, particularly before significant recruitment exercises or where new tools are introduced.

12.8 Elavew may provide Employers with guidance, prompts, warnings, templates or training materials to support fair, non-discriminatory, accessible and role-related recruitment practices. Such materials are provided for convenience and do not replace an Employer's legal obligations.

12.9 Elavew may monitor platform activity, complaints, job advert wording, screening questions, Candidate feedback, employer account activity and aggregated recruitment data to identify potential misuse, discrimination risks, accessibility barriers, quality issues or systemic concerns.

12.10 Candidates, Employers and other users may report concerns about discriminatory job adverts, screening questions, employer conduct, Candidate communications, media submission requests, platform misuse or other conduct that may breach this document. Elavew prohibits retaliation against users who raise good-faith discrimination, accessibility, privacy, safety or fairness concerns.

13.1 Elavew may provide email, in-app, SMS, WhatsApp, dashboard, push notification, chat or relay features to facilitate recruitment communications. These services are tools only and do not make Elavew responsible for the content, timing, delivery, accuracy or legal effect of messages between Users.

13.2 Users must use messaging features only for legitimate recruitment, application, support or account purposes. Bulk messaging, spam, harassment, deceptive communications, phishing, unrelated marketing, political messaging, unlawful solicitation and collection of unnecessary personal data are prohibited.

13.3 Elavew may send marketing communications only where permitted by applicable law, including the Privacy and Electronic Communications (EC Directive) Regulations 2003 (PECR), as amended, and applicable data protection legislation. Where consent is required, Elavew will obtain valid consent unless a statutory exemption, including the applicable soft opt-in, permits the communication. Users may opt out of marketing communications at any time.

13.4 Transactional, security, legal, billing, service and account communications may still be sent where permitted by law, even if a User has opted out of marketing communications.

13.5 Elavew does not guarantee that communications will be delivered, read, responded to, preserved or actioned, and Users should independently follow up on important recruitment or application matters.

14.1 Elavew’s pricing model is intended to be transparent, fixed and easy to understand. The Platform does not use hidden cost-per-click spend, unclear advertising budgets, quote-only standard packages or unexpected campaign charges for the subscription plans and fixed-price add-ons described in this document.

14.2 Candidate access to job search and application submission is free. Elavew will not charge Candidates for standard job search or application submission unless Elavew expressly introduces a paid Candidate service and provides clear notice of the applicable price, terms and cancellation rights before any charge is taken. If Elavew introduces any paid Candidate service, the relevant checkout process and terms shall include any mandatory consumer cancellation, refund, cooling-off, digital content, service-start and other pre-contract information required by applicable law.

14.3 The applicable pricing page or subscription information will state any Monthly Job Advert Allowance, Live Job Limit, Listing Duration, Candidate viewing allowance and other plan-specific usage limits applicable to the Employer’s subscription.

14.4 Prices displayed in the selected billing currency are fixed prices charged in that currency. Applicable taxes are displayed before payment.

14.5 Paid subscriptions are billed monthly or annually, as selected or displayed at checkout. Subscription fees are payable in advance for the relevant billing period.

14.6 By purchasing a paid plan, the Employer authorises Elavew and its payment processor to charge the applicable fees, taxes and permitted charges using the payment method provided.

14.7 Subscriptions may renew automatically where clearly disclosed and permitted by law. The Employer is responsible for cancelling the subscription before the applicable renewal date if it does not wish the subscription to continue. Unless Elavew confirms otherwise, cancellation will take effect at the end of the then-current billing period. The Employer may continue to access the paid plan until that date, subject to these Terms. Cancellation prevents future renewal charges but does not entitle the Employer to a refund or pro-rated refund for the current billing period. Where an Employer activates a free trial, pilot scheme or discounted introductory period that automatically converts into a paid subscription, including the Founding 50 Employer Pilot, the Employer must cancel before the end of that period and before the first billing date if it does not wish to be charged. Cancellation must be completed using the cancellation method made available by Elavew, including through the Billing and Plan page within the Employer’s account dashboard or any other method clearly stated at checkout or in these Terms. Cancellation does not affect any fees, charges or amounts already due before the cancellation takes effect.

14.8 Free 30-Day Trial: The trial includes one Job Advert only, which may remain live for up to 30 days from its first publication. It also includes up to 5 Candidate Profile Summaries for unique Candidate applications and 5 AI Credits; these are separate allowances. Closing, archiving, deleting or allowing that Job Advert to expire does not create another Free Trial Job Advert. Unless the Employer cancels before the trial ends, the Free 30-Day Trial automatically converts to Starter and the applicable Starter subscription fee becomes payable using the payment method on file.

14.9 An Employer may upgrade to a higher plan at any time, subject to payment of any applicable pro-rated or full-period charge displayed at the point of upgrade. Downgrades may take effect at the end of the current billing period unless Elavew confirms otherwise. A downgrade does not entitle the Employer to a refund or pro-rated refund for the current billing period unless Elavew expressly agrees otherwise.

14.10 Unless required by applicable law or expressly stated at checkout, subscription fees, add-on fees, boosted listing fees, recruiter seat fees and other paid service fees are non-refundable once the relevant billing period has started or the relevant service has been activated, used, delivered or made available.

Elavew may, at its discretion, issue a refund, partial refund, credit or billing adjustment where there has been a duplicate charge, billing error, material platform failure, or removal of a paid service by Elavew for reasons not caused by the Employer.

Nothing in this clause limits any refund, cancellation or statutory right that cannot lawfully be excluded or restricted under applicable law.

14.11 All plans, paid services, boosts, recruiter seats, Candidate views and Candidate search features are subject to fair use, platform integrity, anti-spam, anti-scraping, data protection, anti-discrimination and acceptable-use requirements. Any “unlimited” access does not permit scraping, bulk extraction, resale, automated harvesting, database enrichment, unrelated marketing, discriminatory profiling or use outside genuine recruitment activity.

14.12 Purchasing a subscription, boost or additional recruiter seat does not guarantee a specific number of views, applications, Candidate responses, interviews, offers, hires, conversions or recruitment outcomes.

14.13 Founding50 Employer Pilot: Elavew may offer a limited 90-day pilot to the first 50 eligible Employers who create an Employer account and activate the pilot in accordance with Elavew’s instructions. During the 90-day Founding50 Pilot, eligible Employers receive the Growth Plan features and allowances in effect at activation, including up to 5 live Job Adverts at any one time. The Growth Plan subscription fee is waived for the pilot period. Unless cancelled before the first billing date, the pilot will automatically continue as a paid Growth Plan subscription at the price and billing frequency selected before activation. Before activation, Elavew will display the applicable price, billing frequency, pilot period, first billing date and cancellation method. The pilot does not guarantee any minimum number of views, applications, interviews, offers or hires. The Founding50 Pilot entitlement has no cash value, is non-transferable and is not refundable or exchangeable for credit. Elavew may refuse, suspend or withdraw the pilot where an Employer is ineligible, breaches these Terms, misuses the pilot, provides inaccurate or misleading information, or attempts to obtain more than one pilot entitlement.

14.14 Elavew may amend prices, plan features, job-publication allowances, concurrent Live Job Limits, Listing Durations, Candidate viewing limits, add-on prices, Candidate database products, promotional offers or enterprise pricing from time to time. Price changes will apply prospectively, and Elavew will provide reasonable notice where required by law or where the change materially affects an existing paid subscription.

14.15 The Free 30-Day Trial includes up to 5 Candidate Profile Summaries for unique Candidate applications and 5 AI Credits. These promotional allowances are separate from each other. One initial Candidate Profile Summary is included for each Candidate application under every paid subscription. This entitlement is separate from monthly AI Credits and does not use them.

14.16 Annual billing does not convert monthly AI Credit allowances into annual allowances. Monthly AI Credit allowances do not roll over. Purchased AI Credits are separate from monthly plan allowances and do not reset monthly.

14.17 The Employer-set question limit applies separately to each Job Advert.

14.18 Bulk Candidate actions are human-initiated workflow tools and must not automatically score, rank, recommend, shortlist or reject Candidates.

14.19 Pro includes individual and bulk downloads, including CVs, media files and candidate applications or application packs where the relevant export functionality is available on the Platform.

14.20 AI Credits

14.20.1 AI Credits are Elavew platform usage units that may be used to access eligible AI Features. They are not legal tender, stored monetary value, cryptocurrency or an OpenAI account balance and do not create any deposit, payment account or stored-value arrangement.

14.20.2 AI Credits have no cash or redemption value and may not be exchanged, withdrawn or redeemed for cash.

14.20.3 The number of AI Credits required for each eligible AI action will be displayed on the Platform before the action is carried out.

14.20.4 AI Credits are linked to the Employer Account or company account to which they are purchased or allocated. They may not be transferred, sold, resold, assigned, shared outside that Account or used by another organisation unless Elavew expressly permits this in writing.

14.20.5 Purchased AI Credits are separate from any AI allowance included with an Employer plan. Purchased AI Credits do not reset monthly and remain subject to any expiry period expressly disclosed at the point of purchase, in the Employer dashboard or in these Terms.

14.20.6 Prices for AI Credit packages are exclusive of applicable VAT, GST, sales tax and other taxes or governmental charges unless expressly stated otherwise at checkout. The final amount payable will be displayed before the Employer completes the purchase.

14.20.7 AI Credit purchases and refunds are subject to clauses 14.4 and 14.10. AI Credits that have been used are non-refundable, except where required by applicable law or where an eligible AI action fails because of a confirmed Elavew Platform error. Nothing in this clause restricts any statutory right that cannot lawfully be excluded.

14.20.8 Elavew may change the number of AI Credits required for future AI actions for technical, operational, commercial, security or legal reasons. Any change will apply prospectively, will not alter credits already consumed for completed actions and will be displayed before the relevant AI Feature is used.

14.20.9 AI-generated summaries, transcriptions, reviews and comparisons are assistive outputs only and remain subject to clause 19. They may be incomplete or inaccurate and must not be used as the sole basis for any recruitment decision. Employers must review the original Candidate Materials and remain responsible for all fair, lawful and non-discriminatory recruitment decisions.

14.20.10 Elavew may use OpenAI and other third-party technology providers to deliver eligible AI Features. AI Credits are purchased from and used within Elavew. They do not create a contractual relationship, account or credit balance between the Employer and OpenAI or any other third-party provider.

15.1 Candidate profile search and discovery. Where Elavew provides Employers with access to searchable Candidate profiles, Elavew may order, recommend or display Candidate-profile search results for discovery and navigation purposes using factors such as the Employer’s selected search criteria, stated role requirements, skills, experience, location, profile completeness, recency, availability and other relevant search parameters. Any such ordering is intended only to help Employers locate potentially relevant profiles and does not constitute an assessment or ranking of Candidates against one another for employment suitability, selection, advancement, shortlisting, interview, rejection or hiring. Elavew does not assign Candidates employment suitability scores, fit scores, match percentages or other decision-making scores, and responsibility for all recruitment and employment decisions remains with the Employer.

15.2 Sponsored, promoted or paid placements may receive greater visibility than unpaid content. Where required by law, Elavew will identify paid placements, advertisements, sponsored content or commercial communications in a clear manner.

15.3 Employers must not misrepresent the beneficiary or sponsor of an advertisement. Where legal rules require disclosure of the natural or legal person on whose behalf an advertisement is displayed, Employers must provide accurate names, company details and payment information.

15.4 Search results and recommendations are not guarantees that a role is suitable for a Candidate, that a Candidate is suitable for an Employer, that an application will succeed, or that an employment relationship will be formed.

15.5 Users may influence search and recommendation results by changing search terms, filters, profile information, preferences and settings made available by Elavew.

16.1 Elavew does not currently offer account-based Platform services or Elavew-hosted Candidate application services to persons located in the European Union or European Economic Area. Publicly accessible pages and job information may nevertheless be viewed from those jurisdictions.

16.2 Where a Job Advertisement provides a link to an Employer's external application website, a user may follow that link and apply directly with the Employer. The external application is not submitted through Elavew and is subject to the Employer's own terms, privacy notice and legal obligations. Elavew does not receive an Elavew-hosted application merely because the user follows that link.

16.3 Elavew may expand its Platform services into the EU/EEA in the future. Before doing so, Elavew will review and implement any legal and regulatory requirements applicable to that expansion.

17.1 This section applies where the UK Online Safety Act applies to Elavew, including where Elavew provides regulated user-to-user or search services to users in the United Kingdom. If this section conflicts with other provisions, this section prevails for UK users to the extent required by the OSA.

17.2 Elavew prohibits illegal content and activity, including terrorism content, child sexual exploitation and abuse material, fraud, hate crime, threats, harassment, illegal intimate image abuse, human trafficking, modern slavery, unlawful extremist content and other priority or relevant offences under applicable UK online safety law.

17.3 To the extent that the Online Safety Act 2023 applies to the Platform or any part of it, Elavew will carry out and keep under review any risk assessments and other assessments required by that Act, including any applicable illegal-content risk assessment and children's access assessment. Where the Platform, or any relevant part of it, is determined to be likely to be accessed by children, Elavew will also comply with the applicable children's risk assessment, safety, record-keeping and review duties under the Online Safety Act 2023 and relevant Ofcom codes and guidance.

17.4 Users may report content or conduct that they believe is illegal or contrary to this document through reporting routes made available by Elavew. Reports should provide enough detail for Elavew to locate the content and understand the concern.

17.5 Elavew may prioritise urgent illegal harms, including child sexual abuse and exploitation, terrorism, threats to life, fraud and serious abuse. Elavew may report suspected criminal activity to law enforcement, regulators or other competent authorities where legally required or reasonably necessary.

17.6 Elavew may use proactive technology, hash matching, keyword signals, behavioural signals, user reports, trusted reports and manual review to detect and reduce illegal content, subject to applicable law, proportionality, user rights and technical feasibility.

18.1 This Affiliate Acceptable Use Policy applies only where Elavew expressly admits a User to an affiliate, publisher, referral, API, partner, integration or similar programme, or otherwise authorises a User in writing to display, link to, integrate with, promote or use any Elavew programme element, including job search results, widgets, job feeds, referral links, APIs, advertising units, insertion code, employer branding materials, logos, trade marks, tracking links or co-branded pages.

18.2 Affiliates must comply with all applicable laws, including advertising, marketing, data protection, e-privacy, cookie, spam, consumer protection, employment, tax and platform rules. Affiliates must not represent that they are Elavew, an Elavew employee, an Elavew agent or authorised to bind Elavew unless expressly authorised in writing.

18.3 Affiliates must not display Elavew programme elements on websites, apps, pages or channels that are incomplete, misleading, unlawful, infringing, pornographic, obscene, hateful, violent, extremist, defamatory, fraudulent, spam-oriented, malware-related, deceptive, unsafe, targeted to children inappropriately or otherwise harmful to Elavew’s reputation, users or operations.

18.4 Affiliates must not place Elavew widgets or adverts on pages created primarily to display adverts, pages with no substantial independent content, link farms, domain parking pages, pop-ups, pop-unders, unsolicited emails, chatrooms, message boards, automatically generated pages, downloadable software, browser extensions or third-party properties not directly controlled by the Affiliate, unless Elavew has given prior written consent.

18.5 Affiliates must not artificially or fraudulently inflate impressions, clicks, referrals, applications, account registrations, leads, conversions or payments. Prohibited conduct includes manual click inflation, automated clicking, bots, incentive clicks, forced clicks, redirects, misleading labels, hidden frames, cookie stuffing, conversion stuffing, fake accounts, duplicate leads, click farms and other manipulative practices.

18.6 Affiliates must not modify Elavew programme elements, obscure required labels, remove attribution, alter tracking, scrape or store job content except as authorised, mislead users about the destination of links, send text messages or emails on Elavew’s behalf, or advertise Elavew jobs in breach of applicable marketing laws.

18.7 API keys, passwords, access tokens and other credentials supplied to Affiliates are confidential and must not be shared, sold, transferred, embedded in public code repositories or used outside authorised purposes. Elavew may revoke, rotate or suspend credentials at any time for security, misuse, compliance or business reasons.

18.8 Affiliate commissions, referral payments or other compensation are payable only where expressly agreed in writing and only for valid, measured and compliant activity as determined by Elavew acting reasonably. Elavew may withhold, reverse or refuse payment for invalid, fraudulent, non-compliant, duplicate, low-quality or disputed activity.

18.9 Affiliates must cooperate with Elavew, regulators, law enforcement and other competent authorities in investigating suspected illegal activity, fraud, advertising abuse, privacy breaches, security incidents or misuse of programme elements. Elavew may require corrective action, removal of programme elements, audit information or termination of affiliate access.

18.10 Elavew may modify or terminate the affiliate programme, programme elements, tracking rules, technical specifications, payout rules and this Affiliate Acceptable Use Policy on reasonable notice where practical, or immediately where required for legal, security, fraud prevention or operational reasons.

19.1 Elavew may provide AI Features to assist with recruitment, job search and Platform administration, including drafting or improving job descriptions, generating or improving questionnaire questions, transcribing Media Submissions, summarising CVs, application answers and transcripts, highlighting role-related keywords, suggesting search terms, translating content, supporting fraud detection, improving accessibility and producing operational analytics. AI Features made available for application review are summary and assistance tools only. They do not provide automatic Candidate ranking, rejection decisions, shortlist decisions, suitability scores, emotion analysis, accent analysis, facial or appearance analysis, body-language analysis, personality profiling or culture-fit judgments.

19.2 AI Features are support tools only. Unless expressly agreed in writing and lawfully implemented, Elavew does not make employment decisions, determine eligibility, reject Candidates, select Candidates, set compensation, conduct interviews, make job offers or replace human judgment. Employers remain solely responsible for all employment, screening, shortlisting, interviewing, selection, rejection and onboarding decisions.

19.3 AI-generated content may be inaccurate, incomplete, outdated, biased, misleading, inappropriate or unsuitable for a particular jurisdiction or role. Users must independently review, verify and edit AI outputs before using, publishing, relying on or acting upon them.

19.4 Employers must not use AI Features for unlawful, discriminatory, unfair, deceptive, harmful or unethical purposes. Employers must ensure that screening criteria are job-related, consistent with business necessity, proportionate, non-discriminatory, accessible and compliant with applicable law.

19.5 Employers must not use AI Features to infer protected characteristics, screen out protected groups unlawfully, make decisions based solely on automated outputs where prohibited, or use AI outputs as a substitute for documented, role-related human assessment.

19.6 Elavew does not currently provide an automated employment decision tool. The following provisions apply only if a separately identified feature is introduced in the future.

19.7 Each party is responsible for complying with the legal and regulatory obligations that apply to it in connection with the provision or use of AI-assisted features.

19.8 Employers remain responsible for their recruitment decisions, for maintaining appropriate human oversight, and for complying with applicable employment, equality, data protection and automated decision-making laws, including, where applicable, the Equality Act 2010, the UK GDPR and the Data Protection Act 2018, as amended by the Data (Use and Access) Act 2025.

19.9 Elavew remains responsible for any obligations imposed directly on it by applicable mandatory law. Nothing in these Terms transfers, excludes or limits any obligation or liability that cannot lawfully be transferred, excluded or limited.

19.10 Employers are responsible for any notice, consent, bias audit, impact assessment, accessibility review, record keeping, candidate disclosure, opt-out, alternative process, human review or regulator filing required by laws governing automated employment decision tools or AI systems.

19.11 Elavew may monitor, test, audit, modify, suspend or discontinue AI Features where necessary to improve performance, reduce risk, comply with law, prevent misuse or protect Users and platform integrity.

19.12 Users must not input confidential, sensitive, unlawful, infringing or third-party information into AI Features unless they are authorised to do so and the input is necessary and lawful for the relevant purpose.

19.13 Where an Employer dashboard displays an AI-generated transcript, summary, keyword match or other AI output relating to a Candidate, Elavew may display or make available a notice in substantially the following form: “AI output is provided as an assistant summary tool only. It may summarise CVs, application answers, transcripts and role-related keyword matches to help organise Employer review. It does not rank, score, reject, shortlist or decide Candidate suitability. It must not replace human review of the underlying Candidate Materials. Do not use AI output to assess appearance, accent, emotion, body language, protected characteristics or culture fit.”

20.1 Elavew and its licensors retain all rights, title and interest in the Platform, software, source code, databases, interfaces, graphics, design, trade marks, logos, service marks, documentation, templates, outputs, analytics, aggregated data, know-how and other intellectual property, excluding User Content owned by users or third parties.

20.2 Users must not copy, modify, distribute, sell, lease, reverse engineer, decompile, disassemble, attempt to extract source code from, or create derivative works based on the Platform except where expressly permitted by law or by Elavew in writing.

20.3 Users must not use Elavew names, marks, logos, branding, trade dress or confusingly similar marks without Elavew’s prior written consent, except as permitted by applicable law or approved affiliate documentation.

20.4 Feedback, suggestions, ideas, bug reports, improvement requests or other comments submitted to Elavew may be used by Elavew without restriction or compensation, provided that Elavew does not use Personal Data contrary to its Privacy Policy.

21.1 Elavew may contain links to or integrations with third-party websites, employer career pages, job boards, recruitment agency websites, applicant tracking systems, identity providers, app stores, payment providers, analytics providers, advertising networks, maps, video hosting services, social networks and other third-party services.

21.2 Elavew does not control and is not responsible for third-party services, terms, privacy notices, content, availability, security, pricing, performance, hiring practices, recruitment decisions or data handling unless expressly stated in writing.

21.3 Where a user leaves Elavew to apply on a third-party website or uses a third-party integration, the third party’s own terms and privacy notice will govern the collection, use and retention of Personal Data by that third party.

21.4 Elavew may disable or restrict third-party integrations where necessary for security, legal, operational, privacy, fraud prevention or platform integrity reasons.

21.5 Elavew may use OpenAI and/or other third-party AI, transcription, hosting and technology providers to support AI Features. The availability and performance of those features may depend on third-party services. The purchase or use of Elavew AI Credits does not create a contractual relationship, account or separate acceptance obligation between the User and any such third-party provider. Further information about AI-related processing is available in the Privacy Policy and Elavew’s Subprocessors & International Transfers notice.

22.1 Elavew aims to provide a reliable Platform but does not guarantee uninterrupted, error-free, secure or always available access. The Platform may be unavailable due to maintenance, updates, testing, outages, security events, network failures, third-party failures, misuse, legal obligations or force majeure events.

22.2 Elavew may introduce, change, suspend, limit, withdraw or discontinue features, products, plans, integrations, APIs, listings, dashboards, AI Features, media tools, messaging tools, analytics or content where reasonably necessary for legal, security, operational, technical, commercial or product reasons.

22.3 Elavew may conduct A/B tests, product experiments, interface tests, ranking tests, pricing tests, beta features and phased rollouts. Features may differ by user, location, plan, device, account status, experiment group or market.

22.4 Beta, trial, preview or experimental features are provided as-is, may contain errors, may be changed or withdrawn at any time, and should not be relied upon for critical recruitment workflows unless expressly agreed in writing.

23.1 Suspension, Restriction or Termination: Elavew may suspend, restrict, terminate, downgrade, remove, disable or limit access to any Account, content, listing, application, API key, affiliate credential, payment method, paid service or feature where Elavew reasonably believes that a User has breached these Terms, applicable law, platform rules, payment obligations, security standards or user safety requirements. Where Elavew suspends, restricts, terminates, removes or disables an Employer account, listing, paid service or feature because of the Employer’s breach of these Terms, non-payment, fraud, misuse, unlawful conduct or other fault of the Employer, the Employer will not be entitled to any refund, credit or billing adjustment, except where required by applicable law.

23.2 Elavew may also take enforcement action where required to prevent fraud, spam, scraping, illegal content, discriminatory conduct, unauthorised access, payment abuse, misuse of Candidate data, reputational harm, regulatory risk, security risk or harm to Candidates, Employers, Elavew or the public.

23.3 Where appropriate, Elavew may issue warnings, request corrective action, restrict Candidate data access, preserve evidence, notify affected users, cooperate with regulators or law enforcement, remove content, restrict visibility, refuse payment or terminate accounts.

23.4 Elavew’s decision to take or not take action in a particular case does not waive any rights and does not prevent Elavew from taking action later.

23.5 On termination or account closure, rights granted to a user under this document will cease, but provisions that by their nature should survive shall survive, including provisions relating to fees, data retention, intellectual property, disclaimers, limitation of liability, indemnity, disputes and enforcement.

24.1 The Platform is provided on an “as is” and “as available” basis to the maximum extent permitted by law. Elavew does not warrant that the Platform will be uninterrupted, error-free, secure, accurate, complete, current or suitable for any particular recruitment, employment or business purpose.

24.2 Elavew does not guarantee the accuracy, lawfulness, completeness, fairness, suitability, quality, availability or reliability of any Job Advert, Candidate Materials, Employer content, User Content, salary information, application status, AI output, recommendation, ranking, search result, message, third-party integration or external link.

24.3 Elavew is not responsible for the conduct, omissions, decisions, communications, employment practices, discrimination, harassment, fraud, unlawful acts, misrepresentations, data misuse, hiring decisions, interview processes, job offers or rejections of Employers, recruiters, Candidates, Affiliates or third parties.

24.4 Employers are solely responsible for assessing Candidates, verifying qualifications, conducting right-to-work checks, obtaining references, complying with employment and equality laws, making recruitment decisions, issuing offers, setting terms of employment and managing employment relationships.

24.5 Candidates are responsible for verifying Employers, roles, pay, working conditions, interview arrangements, identity, safety and any external application process before relying on or acting upon a Job Advert or communication.

24.6 Elavew does not provide legal, employment, immigration, tax, HR, recruitment, financial or professional advice. Any templates, suggestions, policies, prompts, outputs, estimates or guidance are provided for general information only and should be reviewed by appropriately qualified advisers before use.

24.7 Nothing in this document excludes or limits liability that cannot lawfully be excluded or limited, including liability for fraud, fraudulent misrepresentation, death or personal injury caused by negligence, or any mandatory consumer rights where applicable.

25.1 To the maximum extent permitted by law, Elavew shall not be liable for indirect, incidental, special, consequential, exemplary or punitive losses, or for loss of profits, revenue, business, goodwill, anticipated savings, data, opportunities, applications, hires, employment prospects or recruitment outcomes, whether arising in contract, tort, negligence, statute or otherwise.

25.2 To the maximum extent permitted by law, Elavew shall not be liable for losses arising from third-party services, Employer conduct, Candidate conduct, User Content, inaccurate Job Adverts, inaccurate Candidate Materials, failed communications, failed applications, AI outputs, ranking or recommendation outcomes, service interruptions, unauthorised access caused by user breach, or events outside Elavew’s reasonable control.

25.3 Subject to clause 24.7 and mandatory law, Elavew’s aggregate liability arising out of or in connection with this document or the Services shall not exceed the greater of the fees paid by the relevant user to Elavew for the affected service in the 12 months preceding the event giving rise to the claim, or £100 where no fees were paid.

25.4 Any limitation of liability in this section applies to Elavew, its affiliates, officers, directors, employees, contractors, agents, licensors, service providers and successors to the fullest extent permitted by law.

25.5 Nothing in this section limits any statutory rights that cannot be limited under applicable consumer, employment, data protection or other mandatory law.

26.1 To the extent permitted by law, the Employer shall indemnify Elavew against losses, liabilities, damages, costs and reasonable legal expenses, and any penalties lawfully recoverable, to the extent caused by the Employer’s breach of these Terms, unlawful recruitment practices, misuse of the Platform or Candidate Personal Data, or infringement of third-party rights by Employer Content.

This indemnity does not apply to the extent that any loss results from Elavew’s own breach of contract, negligence, fraud, fraudulent misrepresentation or wilful misconduct. Nothing in this clause excludes or restricts any liability that cannot lawfully be excluded or restricted, including under the Unfair Contract Terms Act 1977, the Misrepresentation Act 1967, or other applicable law.

26.2 Candidates and individual users shall be responsible for losses caused by their breach of this document, unlawful conduct, fraudulent submissions, infringement of third-party rights, misuse of the Platform or unauthorised use of another person’s information, to the extent permitted by law.

26.3 Elavew may assume control of the defence of any claim subject to indemnity at the indemnifying party’s expense where reasonably necessary. The indemnifying party must cooperate and must not settle any claim in a manner that imposes obligations on Elavew without Elavew’s prior written consent.

27.1 This document shall be governed by the laws of England and Wales unless mandatory local law requires otherwise.

27.2 Subject to mandatory law, the courts of England and Wales shall have exclusive jurisdiction over disputes arising out of or in connection with this document or the Services, unless a separate written contract specifies a different forum for the relevant service.

27.3 Users must first attempt to resolve disputes by contacting Elavew using the contact details in this document. Elavew will consider complaints fairly and proportionately, but this does not prevent a user from exercising mandatory statutory rights.

27.4 Consumers may have rights to bring claims in their country of residence or to use local dispute resolution procedures where required by mandatory consumer law.

27.5 Nothing in this section prevents Elavew from seeking injunctive, protective or urgent relief in any competent court where necessary to protect intellectual property, confidential information, platform security, users, data or legal rights.

28.1 Elavew may amend its Terms of Service from time to time to reflect changes in law, regulation, guidance, technology, security practices, pricing, Services, data flows, cookies, app features, AI features, business operations, moderation practices or platform risk.

28.2 Where Elavew makes material changes, it will take reasonable steps to notify affected users, such as by posting a prominent notice on the website or app, sending an email, displaying an in-app notice, updating the effective date or using another appropriate method.

28.3 Continued use of the Services after changes take effect will constitute acceptance of the updated Terms of Service, except where separate consent is required by law.

28.4 Historic versions may be made available where appropriate. Users should check Elavew’s Terms and policies regularly to understand the terms, policies and notices that apply to their use of Elavew.