1.1These 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”.

1.2By 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.

1.3Where 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.

1.4Elavew 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 unless expressly agreed in a separate written contract.

1.5This document is intended to apply globally, subject to mandatory local law. Certain provisions apply only where legally relevant, including EU Digital Services Act terms, UK Online Safety Act terms, U.S. privacy rights, AI and automated employment decision tool disclosures, consumer protection rules and jurisdiction-specific employment protections.

1.6This 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.

2.1References to “Elavew”, “we”, “us” or “our” mean Elavew Limited, trading as Elavew, and, where relevant, its affiliates, successors and permitted assigns unless a different contracting entity is stated in an order form.

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

2.3References 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.

2.4Where 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.

2.5The 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.

3.1Elavew 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.

3.2Elavew 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.

3.3Elavew 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.

3.4Unless 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.

3.5Elavew 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.

3.6Elavew 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.

3.7Where 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.

4.1Users must be at least 16 years old, or the minimum age required by the laws of their location to use an employment platform, whichever is higher. If a user is below the age required to enter into a binding contract, they may only use Elavew with appropriate parental, guardian or institutional consent where lawful.

4.2Employers, 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.

4.3Users 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.

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

4.5Administrator 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.

5.1Users 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.

5.2Users 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.

5.3Users 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.

5.4Employers 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.

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

6.1Users 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.

6.2Users 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.

6.3Elavew 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.

6.4Elavew 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.

6.5Notifications, 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.

6.6Users 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.

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

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

7.1Users 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.

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

7.3Users 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.

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

7.5Users 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.

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

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

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

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

7.10Users must not submit unfounded, abusive or repeated reports, complaints, takedown notices or appeals in bad faith, or use Elavew in any manner that could damage the Platform, impair other users, misrepresent Elavew’s services or bring Elavew into disrepute.

7.11Elavew 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.

8.1Users 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.

8.2Users grant Elavew a worldwide, non-exclusive, royalty-free, transferable and sub-licensable licence to host, store, reproduce, process, adapt, format, transmit, display, publish, index, analyse, moderate, translate, create technical derivatives of and otherwise use User Content as reasonably necessary to operate, secure, provide, improve, develop, promote and support the Platform, subject to the Privacy Policy and applicable law.

8.3Candidate 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.

8.4Candidates 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.

8.5Elavew 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.

8.6Elavew 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.

8.7Elavew 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.

9.1Employers 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.

9.2Job 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.

9.3Employers 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.

9.4Any 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.

9.5Employers 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.

9.6Elavew 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.

9.7Elavew 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.

10.1Candidates 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.

10.2Candidate 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.

10.3Candidates 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.

10.4Submission 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.

10.5Employers must not download, copy, retain, distribute, screenshot, train models on, publish or otherwise use Candidate media submissions outside the Platform except where necessary and lawful for the relevant recruitment process, permitted by the Candidate’s consent, allowed by the Privacy Policy and consistent with applicable retention limits.

10.6Candidates 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.

10.7Where 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.

11.1This 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.

11.2Elavew’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.

11.3In the United Kingdom, protected characteristics include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Comparable, additional or different protections may apply in other jurisdictions.

11.4This 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.

11.5Employers 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.

11.6Protection 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.

11.7Employers 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.

11.8Where Employers use scoring, ranking or shortlisting tools, the scoring framework should be defined before Candidate review begins, correspond to the job description and person specification, and be applied consistently to Candidates for the same role.

11.9Employers 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.

11.10Job 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.

11.11Employers must not include discriminatory wording, exclusionary criteria or unjustified preferences. Terms such as “young”, “recent graduate”, “mature”, “native speaker”, “energetic”, “able-bodied”, “digital native”, “highly experienced” or similar wording should not be used unless lawful, necessary and objectively justified for the role.

11.12Language 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.

11.13Employer 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.

11.14Any 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.

11.15Where 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.

11.16Employers 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.

11.17Media 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.

11.18Employers 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.

11.19Religion 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.

11.20Recruitment 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.

11.21Employers must not discriminate directly or indirectly because of sex, pregnancy, maternity, breastfeeding, family status, caring responsibilities, menopause, fertility treatment or assumptions associated with those matters.

11.22Questions 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.

11.23In 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.

11.24Applicable 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.

11.25Elavew 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.

12.1Employers 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.

12.2Reasonable 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.

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

12.4Where a Candidate cannot reasonably provide an audio or video submission because of disability, accessibility barriers, technology limitations, religious reasons, safety concerns or another legitimate reason, Employers should consider an appropriate alternative assessment method, such as written responses, audio-only responses, telephone screening or live interview, where required by law or appropriate in the circumstances.

12.5Employers 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.

12.6Employers 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.

12.7Elavew 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 Employer legal obligations.

12.8Elavew 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.

12.9Candidates, 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.

13.1Elavew 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.

13.2Users 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.

13.3By providing contact details, Users authorise Elavew to send account, security, service, application, billing, support, legal and, where permitted, marketing communications. Users may opt out of non-essential marketing communications using unsubscribe or preference tools.

13.4Transactional, 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.

13.5Elavew 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.

14.1Elavew’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.

14.2Candidate 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.

14.3Employer pricing shall be displayed clearly before purchase, including the plan name, price, billing period, listing allowance, Candidate viewing allowance, listing duration and key included features.

14.4Unless stated otherwise at the point of purchase, prices are stated in US Dollars and are exclusive of VAT, GST, sales tax, withholding tax, app-store charges, payment processing charges and other applicable taxes, duties or governmental charges.

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

14.6By 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.

14.7Subscriptions 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.

14.8An 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.

14.9Unless 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.

14.10All 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.

14.11Purchasing 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.

14.12Founding 50 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. The Founding 50 Employer Pilot may include up to 3 structured job adverts, free job advert setup, free role-question setup, unlimited Candidate views during the pilot period, and does not include any success fee or recruitment agency commission. Unless cancelled before the end of the 90-day pilot period, the Founding 50 Employer Pilot will automatically convert into Elavew’s Growth Plan, and the Employer will be charged the applicable Growth Plan subscription fee at the end of the pilot period. Before the Employer activates the Founding 50 Employer Pilot, Elavew will clearly display the Growth Plan price, billing frequency, pilot period, first billing date and cancellation method. The applicable Growth Plan price shall also be available in clause 14 of these Terms of Service and on the Billing and Plan page within the Employer’s account dashboard. The Founding 50 Employer Pilot does not guarantee job views, applications, interviews, offers or hires, has no cash value, is non-transferable and is not refundable or exchangeable for credit. Elavew may refuse, suspend or withdraw pilot access where an Employer is not eligible, breaches these Terms, misuses the pilot, provides inaccurate information, or attempts to obtain more than one pilot entitlement.

14.13Elavew may amend prices, plan features, listing allowances, 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.

15.1Elavew may rank, order, recommend or display Job Adverts, search results, Candidate profiles and Platform content for search, navigation, relevance, advertising transparency, fraud prevention, user experience and Platform functionality. Relevant factors may include search terms, location, role title, salary, sector, skills, filters, Candidate preferences, Employer requirements, recency, quality signals, completeness, user activity, fraud signals, relevance, subscription tier, sponsorship status and payment for promotion. For the avoidance of doubt, search ordering, display order or keyword matching is not a hiring recommendation, Candidate suitability score, automatic shortlist, rejection decision or assessment of a Candidate’s eligibility for a role.

15.2Sponsored, 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.

15.3Employers 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.

15.4Search 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.

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

16.1This Cookie Policy explains how Elavew uses cookies, pixels, web beacons, software development kits, local storage, tags, scripts, device identifiers and other similar storage and access technologies when users access or use the Services.

16.2This section applies to cookies and similar technologies used by Elavew directly, by service providers acting on Elavew’s behalf, and, where applicable, by third parties whose content, tools, advertising, analytics, authentication or measurement services are integrated with the Services.

16.3A cookie is a small text file placed on a computer, smartphone, tablet or other device when a user accesses an online service. Similar technologies include local storage, session storage, mobile software development kits, tracking pixels, web beacons, tags, scripts, device identifiers, advertising identifiers, link decoration and other technologies that store information on or access information from a user’s device.

16.4Elavew will ask for consent before placing or using non-essential cookies or similar technologies where required by law. Consent must be freely given, specific, informed and unambiguous, and must be capable of withdrawal as easily as it was given.

16.5Elavew may use cookies without consent where they are strictly necessary to provide a service requested by the user or where another legal exemption applies.

16.6Elavew will not rely on pre-ticked boxes, default-on non-essential toggles or implied consent from continued browsing. The relevant consent interface should provide clear options to accept, reject or manage non-essential cookie preferences.

16.7Elavew uses cookies to operate, secure, maintain and improve the Services, remember user preferences, authenticate users, support account access, provide job search functionality, maintain session integrity, process applications, support employer tools, measure usage and performance, identify errors, prevent fraud and misuse, and understand how the Services are used.

16.8Elavew may use cookies to personalise content, recommend job listings, measure job alerts or marketing campaigns, support interest-based advertising where permitted, measure application or conversion activity, and provide aggregated or statistical reporting to Employers or partners.

16.9Third-party cookies may be used in connection with analytics, advertising, social media, embedded content, fraud prevention, authentication, payment processing, job application tracking, applicant tracking integrations, video hosting, maps, support tools or other platform functions.

16.10If a user logs in to Elavew using a third-party account, such as Google, Microsoft, Apple or another identity provider, that provider may use cookies and similar technologies to authenticate the user, secure the login process and redirect the user to Elavew.

16.11Elavew may provide Employers or partners with approved code, pixels, links, tags or integration tools that allow Elavew to receive event signals from employer websites, applicant tracking systems or other partner services where lawful and, where required, with consent.

16.12Users may manage cookie preferences by using Elavew’s cookie settings tool or preference centre at Cookie Settings. Users may also block, delete or restrict cookies through browser settings, device settings, app settings, operating system controls or platform-level privacy settings.

16.13If users block or delete strictly necessary cookies, parts of the Services may not function correctly. Users may be unable to log in, maintain a secure session, submit an application, save preferences, use account features, access employer tools or complete forms.

16.14Cookies and similar technologies remain active for different periods depending on their purpose, configuration and provider. Cookie preference records may be stored for a reasonable period so that Elavew can remember user choices and demonstrate compliance.

16.15Elavew may update this section to reflect changes in law, regulatory guidance, technologies, service features, cookie categories, third-party providers, advertising practices, mobile app functionality or business operations.

17.1This Privacy and Data Protection Policy explains how Elavew collects, uses, stores, shares and protects Personal Data when individuals access or use the Services.

17.2Elavew is a global employment search engine and hiring platform. Elavew may aggregate job listings from company career pages, job boards, recruitment agencies, applicant tracking systems and other employment-related sources, and may enable job seekers to search for vacancies, save jobs, receive job alerts, create a profile, upload a CV, submit applications, upload short media submissions where available, and interact with Employers or recruitment partners.

17.3Elavew collects and uses Personal Data in accordance with applicable data protection laws, including the UK General Data Protection Regulation, the Data Protection Act 2018, the Privacy and Electronic Communications Regulations and, where applicable, the EU General Data Protection Regulation and local privacy laws.

17.4Elavew is the controller of Personal Data where it determines the purposes and means of processing in connection with the Services. In some circumstances, Elavew may act as a processor or service provider for an Employer, Recruiter, recruitment agency, applicant tracking system or other hiring organisation.

17.5Where a Candidate applies for a role, the relevant Employer, Recruiter, recruitment agency, applicant tracking system or hiring organisation may also act as an independent controller of the application and recruitment data it receives or collects. The relevant organisation’s own privacy notice will apply to its use of that data.

17.6This section applies to Candidates, Employers, Recruiters, visitors, account holders, mobile app users, individuals who complete offline forms and individuals who communicate with Elavew by email, telephone, online form, chatbot, app message, support ticket, social media or other means.

17.7Elavew does not generally seek to collect special category data or criminal offence data unless lawful and necessary for the relevant purpose, or unless a user voluntarily includes such information in a CV, profile, application, message, Media Submission, supporting document, offline form or other material submitted through the Services.

17.8Special category data may include information revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, genetic data, biometric data used for identification, health data, sex life or sexual orientation.

17.9Users should avoid including unnecessary sensitive information in profiles, CVs, Media Submissions, screening answers, messages, offline forms or applications. Employers and Recruiters are responsible for ensuring that screening questions, assessment criteria and requests for information comply with applicable employment, equality and data protection laws.

17.10Elavew may collect Personal Data directly from users, automatically through cookies and technical tools, from Employers and recruitment partners, from public and third-party sources, and from identity providers, payment providers and fraud prevention services.

17.11Elavew will only use Personal Data where it has a lawful basis to do so. Depending on the processing activity and applicable law, Elavew may rely on consent, performance of a contract, steps taken before entering into a contract, compliance with legal obligations, recognised legitimate interests, legitimate interests, vital interests, public interest where applicable, or the establishment, exercise or defence of legal claims.

17.12Where Elavew relies on legitimate interests, it will consider whether those interests are overridden by the rights, freedoms and interests of the relevant individual. Users may object to processing based on legitimate interests in certain circumstances.

17.13When a user applies for a job through Elavew, Elavew may share application materials with the Employer, Recruiter, recruitment agency, applicant tracking system or hiring partner responsible for the vacancy. This may include the user’s CV, profile, contact details, answers to Employer questions, attachments, video or audio submissions, communications, application status and related metadata.

17.14Where Elavew offers a profile visibility setting, users may be able to choose whether Employers can find and contact them. If a profile is visible, Employers, Recruiters or hiring partners may be able to search for and view relevant information in that profile, subject to available settings and controls.

17.15The mobile app may request permissions for location, notifications, camera, microphone, photos, videos, files, storage, contacts or connected accounts, depending on the features used and settings selected. Users can usually manage permissions through device settings and, where available, through Elavew profile or privacy settings.

17.16Elavew may use algorithms, search tools, matching tools, recommendation systems, automation or artificial intelligence to operate, secure, improve and support the Services. This may include displaying relevant job listings, recommending searches, detecting fraud or misuse, classifying job content, improving accessibility, generating operational insights, transcribing audio or video Media Submissions, and producing CV, application or transcript summaries and role-related keyword highlights for Employer review.

17.17Where AI-supported tools are used for recruitment review, they are assistant tools only. They may summarise evidence contained in Candidate Materials, organise application content, identify role-related keywords or produce transcript-based summaries. Elavew does not use AI to make hiring decisions, select Candidates, reject Candidates, shortlist Candidates, rank Candidates for suitability, generate suitability scores, determine eligibility, recommend hiring outcomes, set compensation or replace human review.

17.18Elavew 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. Where audio or video is processed for recruitment review, Elavew handles it by transcribing the spoken content and, where applicable, summarising the transcript and related Candidate Materials. Elavew does not use facial analysis, appearance analysis, emotion analysis, accent analysis, body-language analysis or biometric identification for recruitment decision-making.

17.19AI-generated transcripts, summaries, keyword matches and related outputs may be incomplete, inaccurate, misleading or may not capture the full context of a Candidate’s application. Employers must review the underlying CV, application answers, transcript, Media Submission and other Candidate Materials before making any recruitment decision. AI output must not be treated as authoritative, complete, independent advice, a hiring recommendation or a substitute for meaningful human review.

17.20If Elavew introduces any tool that makes, materially influences or is intended to make recruitment decisions with legal or similarly significant effects, Elavew will provide appropriate notice, transparency information and safeguards where required by applicable law before such tool is used. This may include information about the logic involved, the significance and envisaged consequences of the processing, available human review, objection rights, appeal routes, alternative assessment routes, impact assessments or other safeguards required by law.

17.21Subject to applicable law and exemptions, users may have rights to be informed, access, rectification, erasure, restriction, portability, objection, withdrawal of consent, rights relating to automated decision-making and the right to complain to a data protection regulator.

17.22The Services are not intended for children below the minimum age permitted by this document or applicable law. Elavew does not knowingly collect Personal Data from children where parental consent or another legal basis is required and has not been obtained.

17.23Users may request this section in another format, such as large print, audio, braille, hard copy or another accessible format, by contacting Elavew.

18.1This Data Retention and Deletion Policy explains how Elavew retains, reviews, archives, anonymises and deletes Personal Data processed through the Services.

18.2Elavew retains Personal Data only for as long as reasonably necessary for the purposes for which it was collected, including recruitment processing, account administration, employer services, platform security, fraud prevention, legal compliance, dispute management, audit and business record-keeping.

18.3This section applies to Personal Data held in Elavew’s live systems, databases, application storage, file storage, object storage, media storage, backups, archives, logs, analytics systems and third-party service provider systems to the extent such data is processed by or on behalf of Elavew.

18.4If local law requires a longer or shorter retention period, or imposes additional requirements, Elavew shall apply the relevant legal requirement to the affected data and jurisdiction.

18.5Elavew may act as controller, joint controller or processor depending on the relevant processing activity. Employers that access, download, review or use Candidate application data for recruitment decisions will usually act as independent controllers in respect of their assessment, retention, use and deletion of that data.

18.6Personal Data shall not be kept in a form that permits identification of individuals for longer than is necessary for the purposes for which the data is processed.

18.7Retention periods shall be determined by reference to the nature of the data, purpose of processing, legal and regulatory requirements, limitation periods, sensitivity of the data, risk of harm, user expectations, operational requirements, security needs and whether the purpose can be achieved by anonymisation.

18.8Candidate application data may include name, email address, telephone number, location, work history, education history, qualifications, CV, resume, answers to Employer screening questions, media submission, application status, Employer notes, recruitment decisions, interview communications, uploaded documents and metadata relating to the application.

18.9Elavew recognises that Candidate media submissions may contain sensitive or indirectly sensitive information. Media submissions, including audio or video submissions, may reveal, or allow inferences about, characteristics such as age, sex, ethnicity, disability, religion, accent, voice, appearance or other protected or safeguarded characteristics, and shall be subject to restricted access, defined retention periods, secure storage and deletion controls.

18.10Candidate application data for unsuccessful Candidates will usually be deleted or anonymised 6 months after the relevant recruitment process closes, unless a longer period is required by law, dispute, investigation, legal hold, Employer instruction or Candidate talent-pool consent.

18.11Candidate account data may be retained for the duration of the account and for a reasonable period after closure for account administration, fraud prevention, reactivation support and dispute handling.

18.12Employer account data may be retained for the duration of the Employer relationship and for a reasonable period thereafter for contract administration, billing, tax, audit, compliance and dispute-management purposes.

18.13Billing and subscription records may be retained for 6 years from the end of the relevant financial year or transaction date, or such other period as applicable law requires, for tax, accounting, audit and contractual limitation purposes.

18.14Customer support records may be retained for a reasonable period after ticket closure unless linked to a dispute, complaint, security matter or legal issue.

18.15Marketing preference records and opt-out or suppression records may be retained as necessary to demonstrate compliance and respect future marketing preferences.

18.16Identifiable analytics, usage and security data may be retained for periods appropriate to security, analytics, performance, consent, advertising and operational purposes. Anonymised data may be retained indefinitely where individuals cannot reasonably be re-identified.

18.17Personal Data may remain in encrypted backups for a limited period after deletion from live systems. Backup data shall be retained only for disaster recovery, business continuity and security purposes and shall not be restored except where necessary for legitimate operational, security or legal reasons

18.18Elavew may suspend deletion of Personal Data where reasonably necessary to preserve evidence in connection with actual or threatened litigation, employment-related claims, discrimination or equality complaints, regulatory investigations, law enforcement requests, fraud investigations, breaches of platform terms, security incidents or payment disputes.

18.19Candidates may request deletion of their account, profile, CV, media submission or other Personal Data, subject to applicable legal exceptions. Elavew shall take reasonable steps to delete or anonymise relevant Personal Data without undue delay unless continued retention is necessary for legal, security, fraud prevention, dispute, enforcement or regulatory reasons.

18.20Where Candidate application data has already been accessed or downloaded by an Employer, Elavew may not be able to delete copies retained independently by that Employer and may direct the Candidate to the relevant Employer where appropriate.

18.21Employers may request deletion of their account data, job listings and recruiter user data, but Elavew may retain records where necessary for billing, tax compliance, contract administration, audit, fraud prevention, dispute resolution, legal claims or regulatory obligations.

18.22At the end of the applicable retention period, Personal Data shall be securely deleted, anonymised or otherwise disposed of using appropriate technical and organisational measures, including deletion from live databases, object storage, audio files, video files, thumbnails, transcripts, CVs, uploaded documents, approved third-party tools or cryptographic erasure where appropriate.

18.23Elavew shall periodically review the categories of Personal Data it holds, the purposes for retention, applicable legal and regulatory requirements, Candidate and Employer expectations, technical deletion capabilities, third-party provider retention settings and the effectiveness of deletion and anonymisation procedures.

18.24Elavew shall maintain appropriate records evidencing retention and deletion practices, including a retention schedule, records of processing activities, deletion logs, anonymisation records, legal hold records, data subject request logs, processor deletion confirmations, backup retention settings and security incident records.

19.1This section applies where the EU Digital Services Act applies to Elavew’s services, including where Elavew provides intermediary, hosting or online platform services to recipients located in the European Union. If this section conflicts with other provisions, this section prevails for EU users to the extent required by the DSA.

19.2Elavew will maintain terms and operational processes describing restrictions on User Content, content moderation practices, notice and action mechanisms, complaint handling, misuse procedures, advertising transparency, recommender system parameters and transparency reporting where required by the DSA.

19.3Users may notify Elavew of allegedly illegal content through the reporting channels made available on the Platform. Notices should identify the relevant content, explain why it is alleged to be illegal, provide the electronic location of the content, include contact details where required, and contain a statement that the notice is made in good faith and is accurate to the notifying party’s knowledge.

19.4Elavew may remove, disable access to, de-rank, restrict visibility of, label, suspend or terminate content, services or accounts after reviewing notices, internal signals, trusted flagger notices, legal orders, regulator communications, user complaints, fraud signals or other information. Elavew may use automated tools and human review in moderation.

19.5Where required by the DSA, Elavew will provide affected users with a statement of reasons for certain moderation decisions and access to an internal complaint-handling process. Complaints must be submitted within the period notified by Elavew or required by applicable law.

19.6Elavew may suspend or restrict users who frequently submit manifestly unfounded notices or complaints, or who frequently provide manifestly illegal content. Elavew may consider the number, frequency, seriousness and context of notices, complaints or violations, the user’s intent where apparent, prior warnings and the impact on other users.

19.7In the EU, paid promotional Job Adverts, sponsored roles and employer branding placements will be marked as advertising where required. Employers must not use confidential, generic, false or misleading names where EU advertising transparency rules require identification of the advertiser, beneficiary or sponsor.

19.8Elavew may publish periodic transparency reports regarding content moderation, legal notices, complaints, automated moderation, account restrictions and other matters required by the DSA in an accessible or machine-readable format where required.

20.1This 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.

20.2Elavew 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.

20.3Elavew may carry out illegal content risk assessments, children’s access assessments, content moderation, safety testing, reporting mechanisms, record keeping and review activities where required by the OSA and applicable Ofcom codes or guidance.

20.4Users 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.

20.5Elavew 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.

20.6Elavew 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.

21.1This 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.

21.2Affiliates 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.

21.3Affiliates 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.

21.4Affiliates 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.

21.5Affiliates 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.

21.6Affiliates 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.

21.7API 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.

21.8Affiliate 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.

21.9Affiliates 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.

21.10Elavew 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.

22.1Elavew 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 judgements.

22.2AI 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.

22.3AI-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.

22.4Employers 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.

22.5Employers 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.

22.6Where any AI Feature is, may be or becomes an automated employment decision tool, automated decision system, high-risk AI system, employment decision tool, profiling tool or similar regulated technology under applicable law, the Employer is responsible for determining its own obligations unless Elavew expressly accepts responsibility in a separate written contract.

22.7Employers 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.

22.8Elavew 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.

22.9Users 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.

22.10Where 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.”

23.1Elavew 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.

23.2Users 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.

23.3Users 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.

23.4Feedback, 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.

24.1Elavew 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.

24.2Elavew 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.

24.3Where 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.

24.4Elavew may disable or restrict third-party integrations where necessary for security, legal, operational, privacy, fraud prevention or platform integrity reasons.

25.1Elavew 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.

25.2Elavew 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.

25.3Elavew 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.

25.4Beta, 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.

26.1Suspension, 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.

26.2Elavew 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.

26.3Where 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.

26.4Elavew’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.

26.5On 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.

27.1The 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.

27.2Elavew 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.

27.3Elavew 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.

27.4Employers 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.

27.5Candidates 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.

27.6Elavew 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.

27.7Nothing 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.

28.1To 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.

28.2To 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.

28.3Subject to clause 27.7 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.

28.4Any 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.

28.5Nothing in this section limits any statutory rights that cannot be limited under applicable consumer, employment, data protection or other mandatory law.

29.1Employers, Recruiters, Affiliates and organisational users shall indemnify and hold harmless Elavew and its affiliates, officers, directors, employees, contractors, agents, licensors, service providers and successors from and against losses, liabilities, damages, penalties, claims, demands, costs and expenses, including reasonable legal fees, arising from their breach of this document, misuse of the Platform, User Content, Job Adverts, Candidate data handling, recruitment decisions, employment practices, tax obligations, affiliate activity, infringement of third-party rights, unlawful discrimination, data protection breaches or violation of applicable law.

29.2Candidates 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.

29.3Elavew 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.

30.1This document shall be governed by the laws of England and Wales unless mandatory local law requires otherwise.

30.2Subject 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.

30.3Users 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.

30.4Consumers may have rights to bring claims in their country of residence or to use local dispute resolution procedures where required by mandatory consumer law.

30.5Nothing 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.

31.1Elavew 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.

31.2Where 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.

31.3Continued 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.

31.4Historic 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.

32.1Questions, complaints, legal notices, rights requests, discrimination concerns, accessibility requests, privacy matters, cookie enquiries, billing concerns and platform reports should be sent to Elavew using the contact details below or through any reporting tools made available on the Platform.

32.2Reports of discriminatory or unlawful conduct should include, where available, the job title, Employer name, application reference, relevant screenshots, messages, dates, description of the concern and the remedy requested.

32.3Elavew will assess reports fairly and proportionately. Elavew may not disclose all actions taken in response to a report where disclosure would affect privacy, security, legal privilege, investigations, user safety or the rights of other users.

32.4The contact email above may be used for all questions, complaints, legal notices, rights requests, discrimination concerns, accessibility requests, privacy matters, cookie enquiries, billing concerns and platform reports.