FindoHR Acceptable Use Policy

Acceptable Use Policy (AUP)

This Acceptable Use Policy sets out the standards of conduct for our Services. "Service" means the FindoHR candidate status verification and pre-joining lifecycle platform provided via our web-based portal and/or APIs. This AUP may change as FindoHR grows and evolves, so please check back regularly for updates.

1. The "Do's" (User Responsibilities)

To maintain the integrity of the FindoHR recruitment network, you must:

• (a) Adhere to Terms: Comply with all portions of the Terms of Service and this Acceptable Use Policy.
• (b) Legal Compliance: Comply with all applicable laws, including the DPDP Act 2023, intellectual property laws, and privacy regulations.
• (c) Access Security: Use commercially reasonable efforts to prevent unauthorized access to the Services and keep all security codes and login credentials strictly confidential.
• (d) Incident Reporting: Promptly notify us at support@findohr.com if you suspect any unauthorized activity, security breach, or loss of account credentials.
• (e) Third-Party Terms: Comply with the terms of any third-party applications or platforms (such as LinkedIn or ATS systems) used in connection with our Services.
• (f) Verified Use Only: Acknowledge that your account must be manually verified by the FindoHR team before you can access the platform's core search and update features.
• (g) Mandatory Status Updates: Ensure that every time a candidate's profile is accessed or added using their Aadhaar number, a mandatory status update (e.g., Applied, Interviewing, Joined) is selected to maintain network accuracy.
• (h) Accuracy of Inputs: User (employer) takes sole responsibility for the accuracy of the Aadhaar numbers and status updates you enter into the system.
• (i) Cooperation with Audits: User (Employer) agrees to cooperate with FindoHR's periodic verification checks, which may include confirming if candidates have joined or left your organization to ensure the database remains current.

2. The "Do Not's" (Prohibited Conduct)

To protect candidates and other employers, you shall not:

• (a) Circumvent Visibility Restrictions: Attempt to bypass the "Current Employer Blind Spot" or use "unfair means" (such as colluding with other companies) to track an individual who has already joined your organization.
• (b) Unauthorized Transfer: Copy, rent, sell, lease, or transfer rights to the Service to any third party.
• (c) Infringe Privacy: Upload or "send" information that identifies a person without having first obtained that person's legally valid and continuing consent.
• (d) Compromise Integrity: Attempt to gain unauthorized access to the FindoHR Service, disrupt its performance, or send/store malicious code (viruses, worms, or Trojan horses).
• (e) Competitive Reverse-Engineering: Access the Service to build a competitive product, copy its features, or create derivative works based on the platform.
• (f) Brand Misuse: Delete, alter, or fail to reproduce the FindoHR or Hidden Leaf Technologies name and copyright notices appearing on the Service.
• (g) Harmful Content: Upload material that is harassing, libelous, invasive of privacy, abusive, threatening, or otherwise obscene.
• (h) System Overload: Take any action that imposes an unreasonable or disproportionately large load on our servers or network infrastructure.
• (i) Unauthorized Post-Hiring Surveillance: You shall not use the platform to search for or monitor any candidate after they have joined your organization.
• (j) Proxy Monitoring: You are strictly prohibited from using a different company's account or a "friend's" account to circumvent the "Blind Spot" and view updates for your current employees.
• (k) Fabricated Notes: You shall not provide false, libelous, or unverified qualitative notes or "flags" (e.g., Danger) about a candidate.
• (l) Misuse of Colleague Access: You shall not add unauthorized individuals to your company ID or share access with anyone outside of your immediate verified recruitment team.

3. Enforcement and Termination

Without affecting any other legal remedies, Hidden Leaf Technologies may permanently or temporarily terminate or suspend your account without notice or liability if we determine, in our sole discretion, that you have violated this Acceptable Use Policy.

Content Moderation: Hidden Leaf Technologies reserves the right to review, edit, or reject any qualitative text notes or "flags" provided by you before they are made visible to other users. The approval of a note by our team does not relieve you of liability for the accuracy or lawfulness of that content.