Employer Accounts

• Employer accounts belong to the company, not the individual user who creates them.
• The designated Account Owner represents the company and may add or remove recruiter accounts.
• Wigiwork may transfer account ownership to verified company leadership upon request.
• Recruiters do NOT personally own candidate access or employer data.
• The Account Owner is responsible for all activity conducted under the employer account, including actions of recruiters, employees, contractors, and authorized users.

You may be required to provide:

• business registration documents
• proof of hiring authority
• recruiter authorization letters
• company email verification
• website/LinkedIn confirmation
• valid mobile number (no virtual numbers or landlines)
• additional documents when requested for compliance

Failure to complete verification may result in restricted access, suspension, or removal. Wigiwork is not obligated to disclose verification criteria, signals, or decision logic.

Recruiters and agencies must:

• accurately disclose the employer clients they represent
• identify the specific hiring client for each job posting, search, or hiring action
• use candidate information ONLY for the disclosed employer
• update client information if the hiring relationship changes

Employers and recruiters must not use proxy, shell, or undisclosed entities to access candidates. All access must be conducted under the real hiring company disclosed to Wigiwork. Misrepresentation of company identity is treated as fraud and may result in immediate suspension, termination, or legal action.

3A. Recruiter, Agency and Client Access Scope

Employers and recruiters must treat all information accessed on Wigiwork as strictly confidential, including:

• candidate profiles
• messages
• hiring activity
• documents and files
• internal notes or workflows

You may NOT:

• screenshot, record, download, export, or share information
• upload candidate data to ATS, CRM, spreadsheets, or external databases, except through Wigiwork-approved integrations and only where permitted by the applicable access, integration, and candidate-approval settings
• forward candidate data to unauthorized individuals
• share candidate information with other clients or external companies
• discuss details in a way that could reveal candidate identity

All candidate information is protected under NDA-Safe™ rules. Employers are responsible for how information is accessed, used, and handled within their organization.

Employers and recruiters who store, share, or misuse candidate information outside the platform are solely responsible for that conduct and act as independent controllers under applicable data-protection laws, including the GDPR, UK GDPR, and CCPA/CPRA. Wigiwork does not control, and is not liable for, actions taken by users outside the platform.

Employers and recruiters must not:

• attempt to guess or identify candidates
• combine anonymous information with external data sources
• use AI tools, scraping tools, or inference tools to deanonymize candidates
• misuse visibility settings or access controls

Direct identity and contact fields controlled by Wigiwork are disclosed only when the candidate approves access, subject to system limitations, user-selected visibility settings, and applicable law.

Employers may not:

• retain candidate information after access expires
• export data to external systems
• build long-term candidate databases using Wigiwork content
• repurpose candidate data for new or unrelated job openings
• use candidate information outside legitimate hiring evaluation

All retention, copying, and reuse is prohibited and may result in enforcement action, including account termination, except where retention is strictly required by applicable law.

Employers must:

• publish accurate job information
• provide honest and non-misleading salary ranges
• adhere to platform salary integrity rules
• avoid excessively wide or inaccurate ranges
• avoid under-valuing roles
• update postings when a role changes or closes
• ensure job postings, filtering, and selection comply with applicable anti-discrimination and equality laws (including EU, UK, and EEOC requirements)

Wigiwork may reject or correct postings that violate these standards. Wigiwork may apply internal validation rules, guardrails, and system thresholds to ensure salary accuracy, fairness, and compliance. Wigiwork does not disclose internal criteria, signals, or enforcement logic.

7.1 Use of Automated Tools (Deployer Responsibilities)

Where you use Wigiwork's automated matching, ranking, or shortlisting features for roles subject to the EU AI Act, you may act as a "deployer" or otherwise have obligations relating to your use of those outputs, including human oversight, informing affected workers or candidates where required, and ensuring lawful, non-discriminatory use. You must also comply with any local automated-employment-decision rules (such as NYC Local Law 144) applicable to your roles. Wigiwork's outputs are recommendations only, generated by matching platform data against your stated hiring requirements, and do not make hiring decisions.

Employers and recruiters must not treat, repeat, publish, forward, or rely on Wigiwork automated outputs as verified factual statements about a candidate's identity, current employer, past employer, affiliation, employment status, qualification, availability, or hiring suitability unless the information is expressly marked as verified or separately confirmed through lawful review.

7.2 Data Accuracy & Verification Responsibility

Unless expressly marked as verified by Wigiwork, Wigiwork does not verify, authenticate, or guarantee the accuracy, completeness, currency, or reliability of information entered, uploaded, imported, or submitted by candidates, employers, recruiters, agencies, or clients, including profile content, job requirements, qualifications, credentials, employment history, availability, compensation information, or hiring representations.

Employers and recruiters are solely responsible for independently reviewing, verifying, and evaluating all candidate, profile, job, credential, and hiring-related information before making any interview, shortlist, hiring, rejection, compensation, or business decision.

• Employers may not contact candidates outside Wigiwork without explicit approval
• No spam, mass outreach, or unsolicited external communication
• All communication must be professional, respectful, and compliant with applicable laws

Users who communicate with candidates outside the platform are solely responsible for that conduct. Wigiwork does not control, and is not liable for, interactions that occur outside the platform, without limiting Wigiwork's own obligations as a data controller under applicable law.

To maintain anonymity and security:

• Employers may not access Wigiwork using VPNs, proxies, or location-masking tools unless expressly authorized by Wigiwork
• Wigiwork may determine or adjust your location for compliance
• Additional verification may be required if suspicious access is detected

Use of VPNs, proxies, or location-masking tools may result in restricted access, additional verification, suspension, or termination.

Employers and recruiters may NOT:

• download or reuse WigiPic avatars
• use Wigiwork branding or illustrations in their products
• train AI models on Wigiwork images or avatars
• modify, crop, or extract artwork
• reuse logos, icons, or monoline illustration styles
• attempt to remove or bypass Wigi-DNA™ protection markers

Wigiwork enforces trademark and copyright protections globally. Wigiwork does not guarantee that Wigi-DNA™ protections will be effective in all cases, particularly where content is altered or used outside supported environments.

Employers and recruiters may not:

• manipulate platform features or visibility
• attempt to reverse-engineer ranking or matching
• mislead candidates about job details
• misuse anonymity or identity reset
• impersonate companies or individuals
• create false job posts ("ghost jobs")

Violations may result in suspension, termination, or legal action.

Wigiwork may:

• suspend or terminate employer accounts
• revoke recruiter access
• restrict features or remove postings
• invalidate credits or tools
• issue organization-wide bans
• perform Wigi-DNA™ tracing in misuse investigations
• report violations to authorities when required
• take legal action for damages or confidentiality breaches

Wigiwork enforces these rules to protect candidate anonymity and platform integrity. Wigiwork retains full discretion in determining enforcement actions and is not obligated to disclose investigation details, detection methods, or internal decision-making processes.