Employer Terms
WorkSource Global, Inc. Version 2026-06-26.
Effective June 26, 2026.
WorkSource provides a technology platform that helps verified employers and verified job seekers connect. Employers remain responsible for their own hiring decisions, job requirements, compliance with employment laws, compensation practices, interview process, offers, onboarding, workplace policies, and all employer-of-record obligations.
These Employer Terms supplement the WorkSource Terms of Service and apply specifically to companies and authorized users that create, access, or use an employer account. They clarify employer account administration, job-posting obligations, applicant review, hiring compliance, verification workflows, optional screening features, billing, and acceptable use of the platform.
1. Relationship to the Main Terms
These Employer Terms form part of the agreement between the employer and WorkSource. By creating or using an employer account, the employer agrees to these Employer Terms, the WorkSource Terms of Service, the WorkSource Privacy Policy, and any feature-specific terms presented within the platform.
If these Employer Terms conflict with the general Terms of Service for an employer-specific issue, these Employer Terms control for that issue. The general Terms of Service continue to apply to all matters not specifically addressed here.
2. Employer Account Eligibility and Authority
An employer account may be created only by a company, organization, or authorized representative using WorkSource for bona fide hiring, recruiting, talent evaluation, or employment-related purposes. Each individual user must have the authority to act on behalf of the employer account or the applicable business unit.
The employer is responsible for all activity conducted through its account, including activity by administrators, hiring managers, recruiters, employees, contractors, agents, or other users granted access. The employer must maintain accurate account information, current billing information where applicable, and appropriate internal controls over account access.
3. Employer Verification
WorkSource is designed around verified marketplace participation. Employers may be required to complete business verification, domain verification, account administrator verification, identity verification of authorized representatives, or other trust-and-safety checks before accessing certain features or publishing jobs. Business verification is provided at no cost to the employer.
Employer business and identity verification are performed through a trusted, secure third-party provider. WorkSource may approve, deny, suspend, re-verify, or restrict employer accounts where verification is incomplete, expired, inconsistent, disputed, misleading, fraudulent, or otherwise creates marketplace integrity risk. Verification status is a platform trust signal and is not a legal endorsement of the employer.
4. Job Posts and Hiring Criteria
Employers are responsible for ensuring that each job post is truthful, complete, current, job-related, and compliant with applicable law. Job posts should accurately describe the role, required qualifications, work location or remote status, compensation information where required, schedule expectations, credentials, licensing requirements, physical requirements where lawful and job-related, and any material hiring conditions.
Employers may not use WorkSource to post fake jobs, misleading jobs, discriminatory jobs, unlawful opportunities, unpaid roles presented as paid employment, commission-only roles without clear disclosure, multi-level marketing opportunities, exploitative arrangements, or roles that violate WorkSource policy or applicable law.
5. Matching Parameters and Applicant Flow
WorkSource may allow employers to set role requirements, credentials, geographic parameters, experience preferences, work history criteria, availability needs, and other job-relevant parameters that help determine which job seekers may see or apply to a position. The internal workings of the matching system are proprietary and are not disclosed.
Matching and applicant visibility are platform tools, not legal hiring decisions. Employers remain responsible for reviewing applicants fairly, applying criteria consistently, documenting hiring decisions where appropriate, and complying with all applicable equal employment opportunity, wage, labor, licensing, and hiring laws.
The employer alone defines the role requirements, criteria, parameters, and preferences used in connection with a job post. The employer represents and warrants that every requirement, gate, filter, qualification, parameter, and preference it enters or applies is job-related, consistent with business necessity, lawful, and applied consistently to all job seekers. The employer is solely responsible for the design and effect of its own criteria, including any disparate impact or adverse impact those criteria may have on individuals or groups protected by law.
The employer acknowledges that WorkSource provides neutral technology that surfaces job seekers based on the employer's defined criteria, and that WorkSource does not screen out, reject, rank for rejection, or make any hiring or eligibility decision. The employer is the sole decision-maker for all hiring decisions and must apply independent human judgment to any decision to advance, interview, reject, or hire a job seeker. The employer may not rely on any Platform output as the sole basis for an adverse employment decision.
Where applicable law governs the use of automated or algorithmic tools in employment, including laws requiring bias audits, candidate notices, data retention, or accommodation in connection with automated employment decision tools, the employer is solely responsible for determining whether and how those laws apply to its hiring process and for complying with them. The employer's obligations regarding lawful criteria, equal employment opportunity, and automated tools are further described in the WorkSource AI Hiring Compliance Addendum, which is incorporated into these Employer Terms by reference.
6. Applicant Profiles and Use of Job Seeker Data
When a job seeker applies to an employer's role through WorkSource, the employer may receive access to the applicable WorkSource profile, application activity, verification status, platform communications, and other information made available through the platform for hiring evaluation purposes.
Employers may use job seeker data only for legitimate employment evaluation, hiring, interview coordination, compliance, onboarding, and related internal business purposes. Employers may not sell job seeker data, scrape platform data, build competing databases, contact job seekers for unrelated purposes, or use applicant information in a discriminatory, unlawful, deceptive, or abusive manner. WorkSource is a blind marketplace: employers recruit only from their own applicant and talent pool and do not have access to candidate search, outreach, or boosted-post features.
7. Communications and Interview Process
WorkSource may support employer-job seeker communications through in-app messaging, email notifications, text/SMS notifications, status updates, interview coordination tools, or related workflow features. Employers are responsible for ensuring that their communications are professional, lawful, accurate, and limited to legitimate hiring-related purposes.
Employers should not request sensitive information through informal messaging unless legally appropriate and necessary for the hiring process. Any employment offer, onboarding instruction, compensation representation, background-check request, or adverse action communication remains the employer's responsibility unless WorkSource expressly provides a specific workflow for that purpose.
8. Equal Employment Opportunity and Prohibited Criteria
Employers must use WorkSource in a manner consistent with applicable equal employment opportunity, anti-discrimination, wage, labor, immigration, disability accommodation, pay transparency, fair chance hiring, and related employment laws.
Employers may not use WorkSource to screen, rank, exclude, discourage, or treat job seekers differently based on protected characteristics or other legally prohibited criteria. Employers are responsible for ensuring that any requirements entered into the platform are job-related, lawful, consistently applied, and appropriate for the role.
The employer represents and warrants, on a continuing basis, that its use of WorkSource complies with all applicable equal employment opportunity and anti-discrimination laws, including Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, and applicable state and local laws. The employer is solely responsible for any claim that its job posts, criteria, screening practices, applicant handling, or hiring decisions resulted in unlawful discrimination, including any claim based on disparate treatment or disparate impact.
9. Background Checks and Optional Screening Features
WorkSource may offer optional background-check or screening features as a charged convenience through one or more FCRA-compliant third-party providers. Such features may be requested by an employer where available and are separate from the free identity and business verification that supports marketplace participation.
If background-check features are used, the employer remains responsible for determining when a background check is lawful and appropriate, obtaining or relying on required disclosures and authorizations, complying with Fair Credit Reporting Act and state-law obligations where applicable, reviewing results lawfully, providing any required pre-adverse and adverse action notices, and making its own hiring decisions.
10. Employer Billing and Paid Features
WorkSource uses a slot-based model. Each employer receives one active job-post slot free, available for as long as the account remains in good standing. Additional concurrent posts may be purchased individually, or an employer may subscribe to a plan that includes additional concurrent slots and analytics. Employer features may be free, promotional, paid, subscription-based, slot-based, or otherwise priced as described at the time of purchase or in the applicable order flow. WorkSource may modify pricing, packaging, promotions, and feature availability over time, subject to any written commitments in an executed agreement or active subscription terms.
Payments are processed through a third-party payment processor. Employers authorize WorkSource and its payment processor to charge the applicable payment method for approved purchases, subscriptions, renewals, usage charges, taxes, and other fees disclosed during the purchase flow. Payment processor terms and privacy notices may apply.
11. Account Administration and Access Controls
Employers are responsible for managing administrator access, user permissions, account credentials, billing users, hiring team access, and removal of users who no longer require access. Each user should access the platform through their own credentials unless WorkSource expressly permits another workflow.
The employer must promptly notify WorkSource of suspected unauthorized access, compromised credentials, improper account use, or security incidents involving WorkSource data. WorkSource may require additional verification, access restrictions, password resets, or other security measures to protect the platform.
12. Confidentiality and Marketplace Integrity
Employers may receive non-public job seeker information, verification status, platform data, pricing information, product information, pilot information, or other confidential information through WorkSource. Employers must protect that information using reasonable safeguards and may use it only for authorized hiring-related purposes.
Employers may not attempt to reverse engineer WorkSource matching logic, scrape or copy platform content, bypass WorkSource workflows, solicit job seekers outside the platform in a way designed to avoid platform rules or fees, interfere with platform integrity, or use WorkSource data to develop a competing hiring marketplace or candidate database.
13. Employer Content and Intellectual Property
Employers retain ownership of job descriptions, company descriptions, logos, trademarks, recruiting materials, and other content they provide to WorkSource, subject to the rights granted here. The employer grants WorkSource a non-exclusive, worldwide, royalty-free license to host, display, reproduce, distribute, modify for formatting, analyze, and use employer content as reasonably necessary to operate, improve, market, and support the platform.
The employer represents that it has the rights necessary to provide employer content to WorkSource and that such content does not infringe, misappropriate, or violate the rights of any third party or any applicable law.
14. Data, Privacy, and Security
WorkSource's collection, use, storage, and sharing of personal information is described in the WorkSource Privacy Policy and applicable feature disclosures. Employers are responsible for any personal information they provide to WorkSource and for any applicant information they download, copy, export, store, share, or process outside the WorkSource platform.
Employers must implement reasonable administrative, technical, and organizational safeguards to protect job seeker data and must not retain applicant data longer than necessary for lawful hiring, compliance, recordkeeping, or dispute-resolution purposes.
15. Third-Party Services
WorkSource may use or integrate with third-party services, including identity and business verification providers, payment processors, background-check providers, text/SMS communications providers, analytics tools, hosting providers, and other operational vendors. Third-party services may have separate terms, privacy notices, security documentation, or user workflows.
WorkSource is not responsible for third-party services except to the extent expressly stated in an agreement with the employer. Employers are responsible for reviewing and complying with any third-party terms presented during a feature, payment, verification, or screening workflow.
16. Suspension, Removal, and Termination
WorkSource may suspend, restrict, remove, or terminate an employer account, job post, application workflow, message, or user access if WorkSource reasonably determines that the employer has violated these Employer Terms, the general Terms of Service, platform policies, payment obligations, verification requirements, security standards, marketplace integrity standards, or applicable law.
Termination or suspension does not relieve the employer of payment obligations, confidentiality obligations, data-protection responsibilities, accrued liabilities, or obligations that by their nature should survive termination.
17. No Hiring Guarantee or Employment Relationship
WorkSource does not guarantee the number, quality, availability, eligibility, interest, responsiveness, retention, performance, or suitability of any job seeker. WorkSource does not guarantee that any job post will result in applicants, interviews, hires, or a specific time-to-fill outcome.
WorkSource is not the employer, joint employer, staffing agency, payroll provider, benefits provider, professional employer organization, or agent of any job seeker or employer unless expressly agreed in a separate written agreement signed by WorkSource.
18. Indemnification
To the fullest extent permitted by law, the employer is responsible for claims, liabilities, damages, losses, penalties, fines, costs, and expenses arising out of the employer's job posts, hiring decisions, employment practices, communications, applicant handling, use of job seeker data, payment obligations, violation of these Employer Terms, violation of law, or misuse of the platform.
WorkSource may require the employer to defend, indemnify, and hold harmless WorkSource and its officers, directors, employees, contractors, advisors, affiliates, and service providers from claims arising from the employer's conduct, content, users, or use of the platform.
Without limiting the foregoing, the employer's indemnification obligations expressly include any claim, charge, investigation, audit, or proceeding alleging employment discrimination, disparate treatment, disparate or adverse impact, failure to accommodate, or violation of any equal employment opportunity, anti-discrimination, pay transparency, fair chance, or automated employment decision tool law, in each case arising out of the employer's criteria, job posts, screening practices, applicant handling, or hiring decisions. This obligation applies regardless of whether WorkSource technology was used in connection with the employer's process and survives termination of the employer's account.
19. Updates to These Employer Terms
WorkSource may update these Employer Terms from time to time. Updates may reflect product changes, legal requirements, security practices, pricing changes, verification workflows, background-check functionality, payment processor requirements, or marketplace integrity needs.
Where required, WorkSource will provide notice of material changes through the platform, by email, or by another reasonable method. Continued use of the employer account after an update becomes effective constitutes acceptance of the updated terms.
Employer Compliance Responsibilities: Operating Summary
The following summary makes the employer-facing allocation of responsibility clear and easy to diligence. It is not a substitute for the full terms above.