Employer Terms, Posting Policy and Data Processing Addendum

Use of applicant information. You may use an applicant's information only to consider that applicant for the job they applied to, or for your other openings if they have chosen to let you. You may not sell, license, scrape, bulk-download or publish it, add it to a database for other purposes, or share it with anyone except your own service providers bound to the same limits.

No coordination. You will not use EaglesEntry, or anything you learn through it, to agree with any other employer on pay, benefits or hiring, including any agreement not to hire or approach each other's staff.

People decide. Our tools may compare answers or summarise information. They never decide. A person on your team must make every decision about an applicant and must be able to change it. You may not reject applicants automatically, including on a screening answer.

Sanctions. You confirm that you, your owners and your officers are not on a U.S., EU, UK or UN sanctions list and are not in a sanctioned territory. If that changes, or we learn of a match, we will refuse or end the service.

Applications are records. An application can't be changed or deleted once it is sent, by you, the applicant or us, until its retention period ends. Your own notes and pipeline stages are handled under the Data Processing Addendum below.

Removed jobs. If we remove one of your jobs or restrict your account, we will tell you why.

Your company page and who runs it. The person whose work email matches your company's website and who signs up first becomes the page's first admin, provisionally for 14 days; EaglesEntry does not pick or vet your administrators, except to check a company name that another company already uses. Your page admins decide who at your company joins and in what role, or set a join policy that decides for them when they don't answer within 7 days. You are responsible for who your page admins let in and for removing people who leave. Every decision is recorded in the page's activity log, which you can export.

Seats, packs and fees. Job posts are paid per post or through packs, as priced in the recruiter dashboard at the time of purchase; posting packs are valid for 12 months. Each company page includes two recruiter seats (page admins and recruiters hold seats; hiring managers, analysts and billing contacts do not); more seats are bought per seat for a month or a year, at the prices and volume discounts shown in the dashboard at the time of purchase, and lapse at the end of that term unless bought again; nothing renews by itself. A seat can be handed to a new person as many times per 30 days as the company has seats. Fees are charged through Stripe, are not refundable once a post is published or a seat is used, and may be changed with notice; a price change never applies to what you have already paid for.

Agencies and organizations. A recruiting agency may post for you only after your page admin accepts it; its jobs name you as the employer and show that the agency posted them, and you are responsible for those postings as if they were your own. A parent company's page admins may manage the pages of brands or subsidiaries that accepted its organization request. Either side can end these links at any time; existing jobs and applications stay as records.

Entry level. EaglesEntry lists entry-level jobs. A job may not require more than two years of work experience. Describe what the job needs, for example "one year of experience with SQL". Don't set a maximum, such as "no more than two years" or "recent graduates only".

Work authorization. You can say whether you sponsor visas. You can't limit a job by citizenship or visa type unless a law, regulation, executive order or government contract requires it. If so, choose the basis and cite it. Export-control rules (ITAR/EAR) allow only a "U.S. person" requirement, never "citizens only".

No fees. Never ask an applicant to pay for anything: not for applying, training, equipment, checks or visas.

Screening questions. Ask only job-related questions. Questions about criminal history, pay history, age, health, family, citizenship and the other topics the posting form lists are not allowed.

Checks before a job goes live. Every job you post is checked before it is shown, and again after every edit, for its experience level, scam warning signs and the rules above. A job that fails a check isn't shown until it is fixed or reviewed by our team. The check reads the posting with automated text analysis and applies these rules; the result tells you the reasons, and you can ask a person to re-read it (“Contest this check”).

Roles. For the recruiter workspace (your notes, stages, emails sent through EaglesEntry and interview scheduling), we process personal data for you as your processor and service provider. Applications are different. We send an application at the candidate's request as our own record, and you receive it as an independent controller. Neither of us is a joint controller.

Sub-processors. You authorise our current sub-processors: Base44 (hosting and data storage) and the AI providers OpenAI and Anthropic. We'll tell you about a new one before it starts, or as soon as our hosting provider tells us if it gives shorter notice. You may object, and if we can't resolve it, end the service.

End of service. When the service ends, we'll return or delete your workspace data, as you choose. Submitted applications are not workspace data. They stay unchanged until their retention period ends.

No sale. We won't sell or share the personal information we process for you. We won't use, keep or disclose it for any purpose other than providing the recruiter workspace, keeping it secure and meeting legal duties, or outside our relationship with you.

You decide. Our tools list applications, compare screening answers with the rules you wrote and mark differences as a neutral flag. They never score, rank, sort or reject anyone, and nothing we show you is a recommendation to hire or not hire.

If you use AI yourself. Say so on every posting and tell applicants how; keep a person in charge who can overrule it; answer accommodation and human-review requests through EaglesEntry; publish a bias audit and keep records where your law requires it; never use date of birth, graduation year, ZIP code, school, employment gaps or pay history as criteria.

Applicant data. Only for the job they applied to (or your other jobs if they opted into Candidate Discovery); never exported, scraped, enriched, sold or used to train an AI model.

Full text: Employer AI Addendum (interim version 2026-11-02).