User Responsibilities

Users must provide accurate, truthful, current, and non-misleading information.

Candidates may use anonymous or pseudonymous profile features where permitted by Wigiwork's identity controls, but those features do not permit false professional, account, or verification information.

Wigiwork may restrict, suspend, or terminate accounts containing false, misleading, outdated, fraudulent, or unverifiable information.

Unless Wigiwork expressly marks information as verified, Wigiwork does not guarantee the accuracy, completeness, currency, reliability, or authenticity of user-provided information, subject to applicable law.

Users must protect non-public information accessed through Wigiwork and comply with all applicable confidentiality, identity-protection, Profile Access, purpose, recipient, expiry, revocation, and deletion restrictions.

Users must not:

• identify, trace, infer, re-identify, or deanonymize a candidate outside an approved workflow;
• copy, scrape, export, record, publish, forward, or distribute confidential or restricted information except where expressly authorized;
• bypass anonymity, visibility, Profile Access, confidentiality, or other platform controls;
• disclose candidate information to an unauthorized person, client, company, affiliate, system, or third party;
• use candidate information outside the candidate-authorized professional or hiring purpose;
• build external candidate databases, datasets, talent pools, profiles, or similar collections; or
• retain or reuse candidate information after the authorized purpose or access period ends, except where retention is strictly required by applicable law.

Candidate information remains limited to the access level, visible information, recipient, purpose, and duration authorized through the applicable Profile Access workflow.

Detailed confidentiality, employer-account, recruiter-client, data-handling, and enforcement rules are set out in Confidentiality & Wigi-DNA™, Employer Accounts, Company Data & Employer Rules, and the Acceptable Use Policy.

Use of Wigiwork's automated systems is subject to the restrictions in the Acceptable Use Policy (AUP) and the AI & Automated Decision Notice.

Users must not:

• Interfere with, manipulate, or misuse Wigiwork's automated systems.
• Attempt to reverse-engineer, probe, manipulate, or analyze internal processes, except where expressly permitted by Wigiwork, applicable law, or an approved security disclosure process.
• Attempt to influence or manipulate matching, shortlisting, ranking, recommendations, visibility, or discovery.
• Bypass access, anonymity, visibility, safety, or platform-integrity limitations.

Candidates must:

• provide accurate professional information;
• keep their profile, visibility, and privacy settings current;
• use anonymous identity and Identity Reset controls responsibly;
• not use duplicate accounts, multiple identities, or Identity Reset to reapply to the same role, evade employer decisions or platform restrictions, manipulate visibility or shortlisting, or gain an unfair advantage;
• manage External Private Share Links responsibly, including their recipients, included information, duration, and revocation; and
• comply with applicable platform rules and legal obligations.

Candidates remain responsible for information they choose to submit, approve, disclose, or make visible and for activity conducted through their account, except where responsibility cannot be assigned under applicable law.

Employers, recruiters, agencies, clients, and other organization users must:

• represent a legitimate hiring organization and act only within their authority;
• use Wigiwork only for authorized recruitment and hiring purposes;
• protect candidate information and ensure that only authorized personnel can access it;
• comply with applicable hiring, privacy, employment, equality, anti-discrimination, salary-integrity, verification, and data-handling requirements; and
• follow the applicable Employer Accounts, Company Data & Employer Rules, Job Posting Rules, and confidentiality policies.

Recruiters and agencies must accurately identify the employer clients they represent and the specific hiring client connected to each job, search, Access Request, Profile Access grant, or other hiring action.

Misrepresenting an employer, client relationship, hiring purpose, recruiter authority, or job may result in suspension, termination, loss of verification, organization-wide restrictions, or legal action.

Profile Access must remain limited to the access level, visible information, recipient, purpose, and duration authorized by the candidate.

Employers, recruiters, agencies, clients, and other recipients must stop using candidate information when access expires, is revoked, or is no longer needed for the authorized purpose. Manually retained notes, references, and copies must be deleted unless retention is strictly required by applicable law.

Recipients that process candidate information outside Wigiwork remain responsible for that processing and may have separate obligations under applicable data-protection law.

Detailed Profile Access methods, expiry, revocation, confidentiality, and recipient rules are set out in Visibility & Identity Controls, Confidentiality & Wigi-DNA™, and Employer Accounts.

Users must protect their login credentials and devices, prevent unauthorized account access, keep account and verification information current, and promptly report suspected compromise or suspicious activity.

Wigiwork may restrict, suspend, or terminate accounts where reasonably necessary to address unauthorized access, fraud, security risks, or non-compliance.

Users must:

• Comply with applicable laws and regulations.
• Refrain from discriminatory, harmful, deceptive, abusive, or unlawful conduct.
• Avoid unlawful hiring practices.
• Not misuse Wigiwork to harm, target, exclude, exploit, surveil, deanonymize, or disadvantage others.

Wigiwork may restrict, suspend, or remove accounts that violate legal, ethical, safety, confidentiality, or platform-integrity obligations.

Employers must provide accurate, good-faith, and non-misleading salary or compensation information that reflects the compensation genuinely available for the role and complies with applicable pay-transparency laws.

Wigiwork may reject, restrict, require correction of, or remove salary information that is misleading, artificially low, excessively broad, inconsistent with the role, or otherwise violates applicable platform rules.

Detailed salary and compensation requirements are set out in Company Data & Employer Rules and Job Posting Rules.

Wigiwork may display, shortlist, recommend, rank, limit, suppress, or remove candidates, employers, jobs, profiles, or platform content, subject to applicable law.

Visibility, ranking, Discovery, inclusion, engagement, responses, shortlisting, interviews, offers, hiring outcomes, and business outcomes are not guaranteed.

Matching and recommendation systems are designed not to use Wigiwork-controlled direct identity fields or protected characteristics. Wigiwork may use professional, availability, location, compensation, profile-completeness, activity, safety, compliance, and platform-integrity information where permitted by applicable law.

Users must not manipulate or interfere with ranking, Discovery, matching, recommendations, visibility, or shortlisting.

Additional information about automated systems and applicable review or explanation rights is provided in the AI & Automated Decision Notice.

Automated outputs, including Wigi Highlights, Discovery results, recommendations, rankings, summaries, and shortlists, may be incomplete, inaccurate, outdated, misleading, or based on user-provided information.

Unless Wigiwork expressly marks information as verified, automated outputs must not be treated as verified facts about identity, employment, affiliation, qualifications, availability, compensation, hiring status, employer or recruiter legitimacy, or suitability.

Users must independently review relevant information before relying on it to contact, rank, shortlist, reject, hire, make an offer, enter into a contract, or take another business or employment action.

Violations of these Terms or related Wigiwork policies may result in:

• Reduced visibility.
• Feature restrictions.
• Temporary suspension.
• Permanent account termination.
• Loss of employer verification.
• Removal or rejection of job postings.
• Invalidation of credits or employer tools, to the maximum extent permitted by law and as set out in the Billing, Credits & Refunds Policy and Payment Terms & Invoice Policy.
• Blocking of associated domains, devices, accounts, organizations, networks, or payment methods.
• Preservation of logs or evidence.
• Reporting to affected users, regulators, platforms, payment providers, law enforcement, or authorities where required or appropriate.
• Legal action for misuse, fraud, confidentiality breaches, data misuse, intellectual-property misuse, or platform abuse.

Wigiwork may take any action necessary to protect anonymity, confidentiality, platform integrity, user safety, legal compliance, data protection, fraud prevention, and the proper operation of the platform.