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terms
Employer Terms
Additional terms for employers, production companies, recruiters and companies using hiring tools.
These Employer Terms apply to employers, production companies, studios, agencies, recruiters, hiring teams, festival organisers, event operators and company users.
1. Authority
You must have authority to represent the employer, company, production, agency, event or organisation you create or manage on the platform.
2. Accurate hiring content
You are responsible for job posts, company profiles, application settings, screening questions, pay/rate information, production details, event details and external application links.
3. Candidate and freelancer data
You may use candidate or freelancer information only for legitimate hiring, recruitment, production or engagement purposes connected to the platform. You must not harvest, resell, scrape, spam or misuse talent data.
4. Fair hiring
You are responsible for complying with equality, labour, employment, contractor, union, tax, immigration, safeguarding, child-performance, workplace safety and local hiring rules.
5. Internal messaging
Where the platform provides messaging, you must not use it for spam, harassment, unrelated promotion, fake opportunities, data harvesting or pressure tactics.
6. Review and visibility
Company profiles, job posts, event roles and employer visibility may require review. Creating an account or plan does not guarantee automatic public publishing.
7. Payments and packages
Employer access can include free and paid plans. A paid package applies only after the relevant price, billing interval and terms are presented and a paid subscription is successfully activated through an enabled checkout.
8. Suspension
We may restrict employer access if content appears fraudulent, unsafe, discriminatory, misleading, spam-like, abusive or harmful to users.
Contact: hello@filmindustryjobs.co.uk
PREMIUM HR
Where enabled, Premium HR can include pipelines, notes, ratings, interviews, talent pools, consent records and offers. Employers remain responsible for the lawfulness, fairness and accuracy of hiring decisions and records. Access must be limited to authorised hiring-team members.
TALENT POOLS
An employer retaining a candidate for future roles must provide appropriate privacy information, use a valid lawful basis, respect expiry/withdrawal and delete data no longer needed. The current default software retention period of twelve months does not replace the employer's own retention assessment.
