Employer Terms and Conditions

Revised: 17 October 2026

Effective date: The date stated in the publication notice, after the applicable advance notice period.

Operator: 360 Agency Middle East FZ LLC, Creative City, Fujairah, United Arab Emirates

Contact: admin@stafffinder.io | Website: www.stafffinder.io

These terms govern employer access, credit deductions, candidate information and hiring activity on Staff Finder. Employment decisions and employment arrangements are the employer’s responsibility.

1 Acceptance of Terms

By creating or using an employer account, you confirm that you are authorised to act for the employer and agree on its behalf to these Employer Terms, the Privacy Policy, the Acceptable Use Policy and the Pricing Policy. The Data Processing Agreement forms part of these terms for processing to which it applies. These documents are available at www.stafffinder.io/privacy-policy, /acceptable-use-policy, /pricing-policy and /data-processing-agreement respectively.

The Employer Terms govern employer access, credit deductions and candidate access periods. The Pricing Policy governs package prices, billing, expiry and cancellation. The Data Processing Agreement governs processing within its scope. The Acceptable Use Policy must be read consistently with the permitted contact rules in Section 5. Staff Finder acts as controller for its own candidate database, verification, matching, security and business operations. Employers act as controllers for their independent recruitment use. The DPA applies only to processing genuinely performed on an employer’s behalf.

2 Employer Verification

Employers must submit accurate company information and valid business documentation, keep it up to date and authorise only appropriate recruitment team members to use their account. Staff Finder may approve or reject employer accounts. Employers are responsible for actions taken through their authorised accounts.

All displayed Staff Finder employer package prices include applicable VAT. The final amount and VAT breakdown are shown before payment and in the applicable transaction documentation.

Employers may find and approach eligible unverified candidates. Only candidates with current verification can submit applications, subject to vacancy requirements. Candidate verification is the service described in the Candidate Terms; it is not a guarantee of identity, qualifications or employment suitability.

Employers are solely responsible for the accuracy, legality and genuine availability of vacancies, the criteria they set, employment offers, interviews, hiring decisions, right to work checks, contracts, salaries, benefits, working conditions and visas. Vacancies and selection practices must comply with applicable employment and discrimination laws. Do not require candidates to reimburse recruitment or employment costs where prohibited by law, or use the platform for unlawful fee collection, trafficking or exploitation.

3 Credits and Deduction Events

Credits are deducted only when one of the following events occurs: (a) the employer chooses to unlock a candidate profile directly; (b) the employer accepts a candidate application; or (c) the employer shares a job opportunity and the candidate confirms interest. If the candidate requests negotiation instead of confirming interest, credits are deducted when the employer subsequently accepts that negotiation through the platform. A request to negotiate alone does not trigger a deduction.

No credits are deducted merely for sharing an opportunity, while it awaits a response, when the candidate declines or does not confirm interest, or when the employer declines an application. These rules do not reverse a deduction already triggered by a separate qualifying event.

The applicable credit requirement is displayed before the employer commits to an action that can trigger a deduction. The employer authorises that deduction when initiating or accepting the relevant action. Sharing an opportunity authorises deduction if the candidate subsequently confirms interest. Credit deductions purchase platform access and connection services, not a successful interview, placement or employment outcome.

Once correctly deducted, credits are not refunded or reinstated because a candidate withdraws, stops responding, does not proceed, fails an interview, is rejected, is not hired, does not join, leaves employment, provides inaccurate information or otherwise fails to meet expectations. This applies to verified, unverified and database candidates. Credit requirements are set for access and connection rather than a placement guarantee.

Purchased credits are not refundable or transferable, subject to mandatory law. A proven erroneous, duplicate or unauthorised platform deduction will be investigated and corrected as appropriate. This correction process does not create an outcome based refund right.

Credits from a single purchase expire six months after purchase. Monthly subscription credits expire at the end of the monthly billing period for which they were issued, with no rollover or accumulation. Package prices, discounts, promotions, recurring billing and cancellation are governed by the Pricing Policy at www.stafffinder.io/pricing-policy. Current package offers are displayed at www.stafffinder.io/pricing and at checkout.

4 Candidate Data and Six Month Access

Each lawful profile unlock provides access to the candidate data available for that profile for six months from the unlock event. Staff Finder records and displays the access expiry. Expiry of unused credits does not itself shorten an existing profile access period.

At the end of that six month period, the candidate is removed from the employer panel and the employer can no longer access that candidate data through that unlock. Further access requires a new lawful unlock under the rules and credit requirement then displayed. Access may end earlier if the candidate deletes the account, exercises applicable privacy rights, or access is restricted for safety, legal compliance or an account violation.

Candidate data may be used only by authorised persons within the employer organisation for legitimate hiring purposes. It must not be sold, shared with unrelated employers or used for marketing. Employers remain responsible for lawful handling of any data already received. Access expiry does not authorise external retention or use beyond what applicable law permits.

5 Prohibition on Bypassing the Platform

Before a lawful unlock, employers must not attempt to identify, locate or contact a candidate outside Staff Finder using information discovered through Staff Finder. This includes searching a displayed real name, photo, employer history or other profile details on LinkedIn, search engines, social media, messaging services or other external channels, whether directly or through another person.

After a lawful unlock, the employer may use the contact details made available to communicate directly inside or outside the platform for legitimate hiring purposes during the six month access period. This permission does not permit scraping, copying or exporting profiles, sharing candidate data externally or bypassing a future access restriction. The prohibition on using restricted Staff Finder information to bypass an unlock continues after access expires.

Candidate data must be handled in accordance with applicable data protection law, the Privacy Policy and the Data Processing Agreement where applicable. These restrictions do not prevent communication genuinely established independently of Staff Finder without using information obtained through Staff Finder.

6 Database Protection

The Staff Finder database and the platform compilation of candidate profiles are proprietary to 360 Agency Middle East FZ LLC, subject to candidates’ rights in their personal data and uploaded content. Employers may not copy, export, screenshot, reproduce or systematically collect candidate profiles. Permitted direct contact under Section 5 does not permit copying the underlying profile or database.

7 Automated Extraction

Bots, scraping tools, scripts and other automated methods for collecting candidate data are prohibited. Employers must not bypass access controls or use another person or service to carry out prohibited extraction.

8 Violations and Account Closure

Violations may result in suspension, termination, loss of credits and legal action, to the extent permitted by law. Employers may request review of an enforcement decision or close their account by contacting admin@stafffinder.io. Closing an account ends access and does not create a refund entitlement. Subscription cancellation and billing are governed by the Pricing Policy. Personal data is handled in accordance with the Privacy Policy and the Data Processing Agreement where applicable.

9 Candidate Information and Limitation of Liability

Staff Finder is a technology platform connecting employers and candidates. It is not the employer and does not guarantee any candidate information, suitability, performance, availability, responsiveness, hiring outcome, visa eligibility, conduct or continued employment.

This applies equally to verified candidates, unverified candidates and database candidates. A verified label, assessment, rating, reference response or profile review reflects only the checks actually performed and the information available at that time. It is not a warranty that a candidate is truthful or that all statements, employment history, qualifications, certificates, identity or other details are authentic, complete or current. Verification does not constitute identity or certificate authentication unless expressly stated for a specific service.

Employers must conduct their own interviews, references and any identity, qualification, right to work, background or other checks required for the role and applicable law. Employers make their own hiring decisions and enter any employment arrangements independently.

To the fullest extent permitted by applicable law, Staff Finder and 360 Agency Middle East FZ LLC accept no liability for candidate lies, omissions, forged documents, inaccurate profile information, misconduct, nonattendance, withdrawal, performance or any hiring decision or resulting loss, including recruitment costs, wasted time, lost revenue or replacement costs. These exclusions apply regardless of profile status or whether communication takes place inside or outside the platform.

Nothing in these terms excludes or limits liability for fraud or fraudulent misrepresentation by Staff Finder, gross fault or gross negligence to the extent it cannot lawfully be excluded, death or personal injury caused by negligence, or any liability, refund right or other obligation that cannot be excluded or limited under applicable law. These terms do not remove mandatory obligations under applicable data protection law.

10 Governing Law

These terms are governed by UAE law with jurisdiction of the courts of Fujairah, subject to mandatory applicable law and any court or regulatory rights that cannot lawfully be excluded.

11 Changes to These Terms

Material changes will be notified by email at least seven days before their stated effective date and by an in platform notice for at least fourteen days following the update. Continued use after the effective date constitutes acceptance, subject to applicable law. Employers who do not accept may cancel their subscription and close their account. Renewal price changes must also follow the notice and cancellation rules in the Pricing Policy. Earlier deductions and purchases remain governed by the terms applicable when they occurred unless mandatory law requires otherwise.