JBIO User Content Standards 

If you (“you” or “Customer”) have a current online subscription or job posting paper contract (in either case, a “MSA”) with ZipRecruiter, Inc. (“ZipRecruiter,” “us,” and “we”, then ZipRecruiter will host a white-labeled job board (the “JBIO Site”) on your behalf which will enable you and your customers (“Customer End Users”), which have accepted Customer Terms, to post, link, store, share and otherwise make available job postings, in accordance with the terms of the MSA.  Capitalized terms used but not defined herein shall have the meanings given to them in the MSA.  

At ZipRecruiter, we take pride in helping employers grow their business. We realize the time and resources that go into finding the right candidate. In order to create a mutually beneficial hiring experience for both job seekers and employers, it is important that every job opening posted represents a real, current, fair and non-discriminatory opportunity, and complies with these “User Content Standards”.

Please read these User Content Standards carefully and ensure that job postings by you and your Customer End Users comply with (a) these User Content Standards, (b) the MSA; and (c) applicable laws.

We may remove a job posting if we are made aware of, and confirm that, the job posting is inaccurate, fake, misleading, deceptive, infringes on a third-party’s copyright, patent and/or trademark, violates an applicable law, rule and/or regulation in any jurisdiction nationally or internationally, violates your contractual obligations to ZipRecruiter under the MSA, violates these guidelines, is libelous, defamatory, immoral, offensive, obscene, pornographic, disruptive, threatening, abusive, or contains content that is not appropriate for any other reason.

Any violation of these User Content Standards and/or our MSA with you and/or applicable law, may result in a suspension of services to you and/or a termination of the MSA. We reserve the right to amend these User Content Standards at any time. 

In addition, so long as your MSA with us remains in effect, you shall at all times maintain and operate a Digital Millennium Copyright Act (“DMCA”) compliant notice and takedown program that qualifies your website, including your JBIO Site, for DMCA safe harbor protection. In addition, ZipRecruiter is entitled to apply its own DMCA program and protection to the ZipRecruiter services and if ZipRecruiter so requests, you will provide a link thereto from the JBIO Site portion of your website in a place and manner mutually agreed.  You acknowledge that in operating you own DMCA program, that ZipRecruiter is entitled to remove any allegedly infringing content from the ZipRecruiter services.

DO’s and DON’Ts of Posting Jobs on the JBIO Site

    1. DO post jobs that represent real and current job openings
    2. DO specify an accurate ‘date posted’ in each posting
    3. DO make sure that you have the right to post the opening, for example, ensure that the trademark owner and the copyright owner of the content have consented to you posting the job
    4. DO make sure that all elements of the job are described accurately, for example, clearly specify:
      1. Whether the role is full-time or part-time; exempt or non-exempt; contractor or employee
      2. Whether it’s for a fixed period
      3. The job title, duties and responsibilities of the role
      4. The required experience and skillset for the role
      5. Whether the role is remote, i.e., work-from-home
      6. The location of the job; including the city and state where the job seeker will work (if the role is not a work-from-home role)
      7. The salary and any other compensation
      8. Clear instructions for applying for the job
        1. The application process must be direct, i.e., it should not involve third-party offers or websites
        2. If a hyperlink is included in the posting, the click must take the job seeker directly to a page where the job seeker can submit his or her CV or resume and/or cover letter
        3. The application process must not require the job seeker to visit social media platforms and/or ‘like’ and/or ‘share’ as a condition of the application
        4. The application must not be utilized as a marketing tool or lead generator

  2. YOU WILL NOT, AND WILL NOT PERMIT CUSTOMER END USERS TO, PROVIDE CONTENT THAT VIOLATES LAWS AND THESE ADDITIONAL RULES.  The content of job postings must comply with the following rules or their equivalent in the U.S. or the jurisdiction (country, state, municipality, city, town, etc.) of the job poster, target job seekers, and any other applicable jurisdiction. Accordingly, the content of all job postings MUST:
    1. Comply with applicable local, state, federal and international laws, including but not limited to laws relating to anti-discrimination, labor and employment, equal employment opportunity and employment eligibility requirements, data privacy, data access and use, and intellectual property
    2. Not contain any job requirement or criterion that discriminates on the basis of race, sex (including gender identity, sexual orientation and pregnancy), age, physical or mental disability, religion (except to the extent permitted under applicable law), national origin, citizenship, military or veteran status, genetic information or any other characteristic protected by applicable law
    3. Not prohibit applications from persons with criminal convictions, criminal records, and/or felonies, where prohibited by law unless such criterion is a legitimate requirement of the job or is required by law
    4. Not require citizenship of any particular country as a condition of employment, unless otherwise required in order to comply with applicable law, legal order, or government contract
    5. Not include any screening requirement or criterion where such requirement or criterion is not an actual and legitimate requirement of the job
    6. Not contain the names, logos or trademarks of persons or companies who have not consented to your use of their intellectual property
    7. Not contain content, or links to content, that exploits people in a sexual, violent or other manner, or solicits personal information from anyone under the age of 13
    8. Not sell, promote or advertise products or services
    9. Clearly state if upfront or periodic payments will be required and if so, specify the type of fees, including but not limited to, franchisee fees, broker fees, and licensing fees
    10. Clearly state if the role pays commissions only, and if so, clearly describe the product(s) or service(s) that the job seeker would be selling
    11. Not require the job seeker to pay a fee to apply to the job unless an application fee is required by a municipality for applications for roles with police departments
    12. Not contain any pyramid scheme, agency, distributorship, “club membership”, or other arrangement that requires recruitment of other members, sub-distributors or sub-agents
    13. Not contain a role located in any country subject to sanctions imposed by the governments of the United States or the United Kingdom
    14. Not contain content that is inaccurate, false, outdated or misleading
    15. Not contain any personal information
    16. Not require a job seeker to register or create an account in order to view the entire job description
    17. Not require the job seeker to submit a photo or video as part of the application
    18. Not contain keywords unrelated or irrelevant to the job in the title or description
    19. Not violate the legal rights (including the rights of publicity and privacy) of others or contain any material that could give rise to any civil or criminal liability under applicable laws
    20. Not promote any illegal activity, or advocate, promote, or assist any unlawful act
    21. Not give the impression that your websites, job boards, or job postings are endorsed by ZipRecruiter
    22. Not transmit, or procure the sending of (A) any advertisements or promotions, commercial activities or sales that are not job advertisements and/or (B) “spam”, “junk mail”, “chain letter”, contests, sweepstakes and other sales promotions, barter, or advertising or any other similar solicitation
    23. Not include any screening requirement or criterion where such requirement or criterion is not an actual and legitimate requirement of the job
    24. NOTE: The list above is not exhaustive.

    1. Medical and/or which solicit the donation of human body parts and/or which solicit reproductive services, e.g., egg donation, and surrogacy

Last updated: December 20, 2022