Employer Accounts

Employer accounts belong to the company or organization, not to the individual who creates or administers them.

The designated Account Owner represents the organization and is responsible for managing account access, roles, permissions, billing permissions, and authorized-user activity, except where responsibility cannot be assigned under applicable law.

Employer accounts use role-based permissions:

• Owner — has full control of the employer account, may manage recruiter users and other authorized users, is responsible for compliance with the Terms, and may delete the employer account.
• Manager — may administer recruiter accounts and authorized users but cannot remove or modify the Owner or delete the employer account.
• User — has limited viewing permissions and cannot modify other users or company settings.

Wigiwork may update account ownership or administrative control after appropriate authorization and verification.

The organization must:

• ensure that authorized users, clients, contractors, connected systems, integrations, and approved workflows comply with applicable confidentiality, Profile Access, purpose, expiry, revocation, deletion, data-use, and identity-protection rules;
• promptly remove or update access when a person leaves the organization, changes roles, or no longer requires access; and
• prevent account credentials, permissions, candidate access, or company resources from being shared with unauthorized people or organizations.

Credits are held at the company-account level and may be shared among authorized users of that account according to their assigned permissions. Recruiters, employees, contractors, and other users do not personally own company-account credits, candidate access, or employer-account information.

Credits may be used only by authorized users within the same employer organization and remain subject to the Billing, Credits & Refunds Policy and Payment Terms & Invoice Policy.

Employer accounts and their users must complete required email and phone verification and any other verification applicable to their role, authority, or level of access.

Private identity verification is recommended for the Account Owner and may be required by Wigiwork. Where required, the employer workspace is restricted until verification is complete.

Other authorized organization users do not routinely require a separate private identity check. Their access remains subject to assigned permissions and any verification Wigiwork specifically requires.

Wigiwork may separately require business-registration information, company-contact information, proof of affiliation, recruiter, agency, client or representative authorization, proof of hiring authority, and other checks reasonably necessary for safety, fraud prevention, sanctions compliance, security, legal compliance, or platform integrity.

Individual verification and the Verified Tick are separate from company, affiliation, client and authority verification. A Verified Tick does not by itself confirm that a person works for a stated organization or has authority to represent it.

Users must provide accurate, current, complete, and non-misleading account and verification information and must promptly update it when circumstances change.

Wigiwork may require additional or renewed verification and may restrict features or access, remove verification status or a Verified Tick, suspend, or terminate an account where verification is incomplete, expired, inconsistent, unverifiable, misleading or fraudulent, or where required authority is lost or cannot be confirmed.

Further information about the meaning and limitations of the Verified Tick is provided in the Verified Tick Notice.

The business or account type selected at registration determines the functionality available to the organization and may not be freely converted later. If an account is registered under an incorrect or no-longer-accurate business type, Wigiwork may require the organization to complete the appropriate registration or create the appropriate account or workspace, and may restrict functionality that does not correspond to the verified business type.

Recruiters, staffing firms, agencies, and intermediaries must accurately identify each employer client they represent and connect every job posting, search, Access Request, Profile Access grant, or other hiring action to the correct hiring client.

An Access Request submitted by an agency or recruiter for a client must identify the hiring client to the candidate. Access Requests must not be used to collect candidate access for an unnamed, undisclosed, or to-be-determined client.

They must act only within their authority and provide reasonable evidence of that authority when requested by Wigiwork. False, proxy, fabricated, misrepresented, or undisclosed companies or client relationships are prohibited.

Direct employer access is limited to the approved employer organization and its authorized internal users for the candidate-authorized hiring purpose.

Where an agency or recruiter obtains Profile Access for an employer client, access is limited to:

• the approved agency or recruiter;
• the specific authorized hiring client connected to the relevant opportunity;
• authorized users attached to that client; and
• the role, opportunity, purpose, information, and duration authorized by the candidate.

These restrictions apply whether Profile Access is provided through an Access Request, Automatic Access, Share Profile, External Private Share Link, sharing authorized through an outreach invitation, or another candidate-authorized method.

Supported Private Listings follow the company and client disclosure rules in §5.3 of the Terms of Service and the Job Posting Rules.

Candidate information must not be pooled, transferred, disclosed, or reused for another client, company, role, opportunity, affiliate, recruiter, hiring manager, or purpose without separate candidate authorization.

When an agency or recruiter posts a role, uses a client's name or brand, or requests access for a client, it confirms that it is authorized to conduct that hiring activity and, where the candidate authorizes disclosure, present the candidate information to that client.

Before candidate information is disclosed to an authorized client, the agency or recruiter must ensure that the client and its authorized users are subject to appropriate confidentiality, anonymity, contact, access, retention, revocation, deletion, and data-use restrictions.

The agency or recruiter remains responsible for ensuring that its personnel and authorized client users comply with these requirements.

Misrepresentation, unauthorized disclosure, or misuse of candidate information may result in restricted access, suspension, termination, loss of verification, organization-wide restrictions, or legal action.

3.1 Access Request Decisions

If a candidate actively declines an Access Request, that request is permanently closed and cannot later be approved. Another Authorized User within the same workspace must not be used to bypass applicable access restrictions.

If the candidate does not respond within 5 days, the Access Request is automatically declined and permanently closed. The original request cannot be reopened, but the employer may submit a new Access Request. A candidate block ends the blocked company's existing Profile Access, closes its pending requests, withdraws the candidate's active applications to it, and prevents future Wigiwork-controlled Access Requests while the block remains active.

If a candidate selects Offline while an Access Request is pending, the pending request is automatically declined and permanently closed. If a candidate selects Offline while you have approved Profile Access, that Profile Access is revoked. This applies only to Offline and does not apply when a candidate selects Taking a Break.

If the candidate later returns to an active availability status, the previous request is not reopened and previously revoked Profile Access is not automatically restored. Any new Profile Access must be obtained through the normal Wigiwork process.

3.2 Wigiwork Outreach Program

Wigiwork-operated outreach follows §4.7 of the Terms of Service. Requests must be authorized and for a genuine hiring purpose. Company instructions do not constitute recipient consent; outreach remains subject to applicable law and recipient preferences.

You confirm that you have authority to give those instructions and that the opportunity and requirements are genuine, lawful, accurate, and non-misleading.

Your instruction does not permit you to bypass candidate anonymity, Profile Access, or communication controls.

Employers, recruiters, agencies, clients, authorized users, and other recipients must treat non-public candidate, employer, message, document, workflow, and platform information accessed through Wigiwork as confidential.

Confidential information must be used only for the authorized hiring purpose and must not be copied, captured, exported, published, disclosed, transferred, retained, or used in an external system except through an expressly permitted Wigiwork workflow and within the applicable authorization.

Access must be limited to authorized people who reasonably need the information. Organizations remain responsible for ensuring that their personnel, clients, contractors, representatives, and connected systems comply with applicable confidentiality, purpose, access, expiry, revocation, and deletion requirements.

Candidate information remains protected by Wigiwork's confidentiality rules regardless of whether the parties enter into a separate NDA.

Recipients that process candidate information outside Wigiwork remain responsible for that processing and any separate obligations arising under applicable law, without limiting Wigiwork's own legal obligations.

Employers, recruiters, agencies, clients, authorized users, and other recipients must respect each candidate's visibility, anonymity, and identity controls.

They must not attempt to identify, re-identify, trace, match, cross-reference, or contact an anonymous candidate using external sources, AI tools, image analysis, inference, scraping, another person or service, or any method outside an authorized Wigiwork workflow.

A locked or blurred section does not authorize access to the underlying restricted content. Users must not attempt to reveal, reconstruct, infer, scrape, or bypass that content outside a candidate-authorized Profile Access workflow.

External Private Share Links remain limited to the recipient, included information, purpose, and duration selected by the candidate. They must not be forwarded, redistributed, reused, or used for deanonymization or unauthorized off-platform contact.

Blocking a company or recruiter does not automatically revoke an External Private Share Link. The candidate must separately revoke or delete the link. Revocation ends future special link access, subject to reasonable processing delays, caching, technical limitations, and information already lawfully retained outside Wigiwork.

Wigiwork's controls reduce identity exposure but cannot guarantee that identification or re-identification will be impossible in every circumstance.

Employers, recruiters, agencies, clients, authorized users, and other recipients must use candidate information only for the permitted hiring purpose and within the recipient, role, client, visibility, access-level, and duration limits established by the candidate's controls and the applicable Wigiwork workflow. Restricted candidate information remains subject to candidate-authorized Profile Access.

An outreach shortlist or protected Public profile does not itself grant Profile Access. Once your organization joins and accepts these rules, they also govern its subsequent use of candidate and shortlist information previously received through Wigiwork outreach.

They must not:

• export, transfer, disclose, sell, scrape, harvest, compile, or store candidate information outside permitted Wigiwork workflows;
• build candidate databases, talent pools, datasets, models, profiling systems, or similar external records from Wigiwork information;
• reuse candidate information for another role, client, company, marketing activity, or unauthorized purpose; or
• forward, redistribute, or reuse an External Private Share Link beyond the candidate's authorization.

When Profile Access expires, is revoked, or is no longer needed, recipients must stop using the information and delete manually retained copies unless limited retention is required by applicable law.

Legally retained information must remain confidential, secure, and limited to the applicable legal, audit, dispute, or recordkeeping purpose. It must not be reused for further hiring, outreach, marketing, profiling, or unrelated activity.

Unauthorized handling may result in access restrictions, suspension, termination, loss of verification, organization-wide restrictions, or legal action.

Employers, recruiters, agencies, clients, and authorized users remain responsible for ensuring that job postings and related hiring representations are accurate, current, lawful, authorized, and non-misleading.

They must comply with applicable employment, equality, anti-discrimination, accessibility, pay-transparency, and automated-employment requirements and must independently review relevant candidate and job information before making employment-related decisions.

Wigiwork's matching, ranking, recommendation, Wigi Highlights, automated profile explanation, and shortlist outputs support hiring workflows but do not make final hiring decisions. Unless Wigiwork expressly marks information as verified, automated outputs and user-provided information must not be treated as verified facts.

Employers remain responsible for recruitment, screening, interviewing, selection, rejection, offers, compensation, hiring, and appropriate human review where required by applicable law.

These employer responsibilities do not limit Wigiwork's own legal obligations for sourcing, outreach, matching, eligibility checks, recommendations, or profile sharing.

Detailed job-posting requirements are set out in Job Posting Rules.

Employers, recruiters, agencies, clients, and authorized users must communicate professionally, honestly, respectfully, and lawfully and use candidate information only for the authorized hiring purpose.

They must:

• respect candidate choices to decline, ignore, block, restrict, or revoke access;
• stop contact when authorization ends or continued contact is no longer permitted;
• not contact candidates outside Wigiwork without candidate authorization;
• not send spam, repeated unwanted messages, harassment, threats, deceptive communications, or unauthorized mass outreach;
• not misrepresent the company, client, role, compensation, hiring process, or authority to hire; and
• not pressure candidates to reveal identity, contact details, or unnecessary sensitive information.

Because a candidate's salary expectation is visible before Profile Access is requested, employers must request access only where the available budget is reasonably aligned and must not lowball, use bait-and-switch compensation terms, or misrepresent salary, benefits, equity, or total compensation.

Detailed communication and salary-integrity requirements are set out in Employer Conduct & Messaging Rules.

Employers, recruiters, agencies, clients, and authorized users must not use VPNs, proxies, location-masking tools, or similar methods to conceal or misrepresent location or evade sanctions, geographic restrictions, verification requirements, company-blocking controls, account restrictions, security measures, or other platform rules.

Lawful use of a VPN or similar service is not prohibited where it is not used to evade Wigiwork controls. Wigiwork may request additional verification, limit features, or restrict access where account location cannot be reasonably verified or where reasonably necessary for sanctions compliance, fraud prevention, security, safety, legal compliance, or platform integrity.

Wigiwork may assess apparent account location using available account and technical information. Wigiwork does not disclose security-sensitive location-assessment, fraud-prevention, or detection methods except where required by applicable law.

Employers, recruiters, agencies, authorized users, and other recipients must not download, scrape, copy, reuse, modify, analyze, or externally use WigiPics, avatars, Wigiwork branding, artwork, logos, icons, or other protected assets except as expressly permitted by Wigiwork.

WigiPics must not be used for re-identification, external image matching, protected-characteristic inference, profiling, evaluation of professional ability, or hiring decisions.

Eligible documents and images may include Wigi-DNA™ safeguards. Users must not remove, obscure, bypass, reverse-engineer, or otherwise interfere with those safeguards.

WigiPics and avatars are not protected by Wigi-DNA™.

Employers, recruiters, agencies, representatives, clients, and authorized users must not:

• misuse or circumvent account roles, permissions, verification, billing, security, confidentiality, Profile Access, visibility, blocking, or candidate controls;
• misrepresent a company, client relationship, identity, hiring authority, job, compensation, or hiring purpose;
• impersonate another person or organization or create false, fabricated, misleading, or deceptive accounts or job postings;
• scrape, harvest, extract, compile, or systematically collect platform or candidate information;
• use candidate information for surveillance, discrimination, retaliation, harassment, marketing, unrelated profiling, or another unauthorized or unlawful purpose; or
• reverse-engineer, manipulate, or interfere with Wigiwork's ranking, matching, recommendation, verification, safety, or access systems, except where expressly permitted by applicable law or the Security & Responsible Disclosure policy.

Depending on the nature, severity, frequency, and risk of a violation, Wigiwork may:

• restrict features, account access, authorized users, integrations, or connected systems;
• remove job postings or verification status;
• suspend or terminate employer, recruiter, agency, client, or organization accounts;
• apply organization-wide restrictions;
• invalidate credits or tools where permitted by applicable billing terms and law;
• preserve relevant records, notify affected parties, report conduct to competent authorities, or pursue legal remedies where appropriate.

Wigiwork may act promptly where reasonably necessary to protect candidates, anonymity, confidentiality, security, platform integrity, fraud prevention, legal compliance, or Wigiwork's rights.

An ordinary billing restriction prevents new paid activity but does not by itself revoke Profile Access already authorized by a candidate. Existing access continues until its normal expiry or candidate action unless separate fraud, safety, chargeback, legal, suspension, or termination measures apply.

Where required by applicable law, Wigiwork will provide any required notice, reasons, review, or appeal opportunity, subject to lawful exceptions.