1. Scope and relationship with other terms
These Employer Terms apply to organisations and authorised people who use Jobara to publish vacancies, source candidates, manage applications or interviews, contact candidates, or use employer credits and promotions. “Employer” and “you” include the organisation you are authorised to represent. Jobara refers to Jobara in Syria.
These terms supplement the Terms of Service. The Privacy Policy, Cookie Policy and other policies in the legal centre apply to the activities they cover. Read any specific conditions presented for a service before using or ordering it. These documents do not remove rights or duties that applicable law does not allow the parties to exclude.
Jobara provides recruitment tools. Unless a separate written agreement states otherwise, it is not a party to your employment contracts and does not select or hire candidates for you. You remain responsible for recruitment decisions, offers, contracts, wages, benefits, working conditions, work authorisations and other employment obligations.
2. Company identity, verification and team access
Provide accurate company information and keep it up to date. You must have authority to create or manage the company profile, publish vacancies and make commitments on its behalf. Recruiters and agencies must have any licences and client authority required for their work and must not misrepresent whom they recruit for.
Jobara may request evidence of the organisation’s identity, activity or your authority, and may require verification before enabling particular features. Submit only authentic documents through the designated channels. A verification badge reflects the checks described by Jobara; it is not a guarantee of every claim, a government licence, or an endorsement of future conduct.
Use individual accounts and the available membership, role and assignment tools. Grant only the access each person needs, including separate authority for candidate information, interview feedback, publication and credit spending where supported. Do not share passwords or sign-in codes, bypass role limits or use another person’s account. Review access and remove it promptly when responsibilities change or a person leaves.
You are responsible for actions you authorise and for reasonable protection of your employer workspace, including access given to recruitment partners. Report suspected unauthorised activity promptly. Responsibility for disputed activity depends on the facts and applicable law; access to a company account does not automatically make every disputed action authorised.
3. Genuine vacancies and fair recruitment
Advertise genuine opportunities you are authorised to fill. Describe the role, employer or agency relationship, location, working model, duties, requirements and material employment conditions accurately. State pay and benefits honestly when included, including relevant currency or conditions. Do not disguise unpaid work, commission-only work, training sales or another commercial offer as a salaried vacancy.
Keep material information current and close or update adverts when the opportunity changes or is no longer available. Do not post fictitious or duplicate vacancies to harvest data, manipulate visibility, build misleading applicant numbers or evade moderation. External application links must lead to the stated recruitment process and must not conceal unrelated data collection or payment demands.
Comply with applicable employment, equality, immigration, privacy, advertising and recordkeeping requirements where you recruit and where the work is performed. Use criteria related to the job. Do not unlawfully discriminate, harass, exploit, mislead or retaliate against candidates, or promote forced labour, trafficking or unlawful child labour.
Do not charge a candidate for applying, being interviewed or securing a job through Jobara, including by passing on your Jobara advertising or sourcing costs. Do not require a deposit, a purchase or paid training as a disguised condition for considering an application. Request identity, qualification or other sensitive documents only where lawful, necessary for a genuine hiring step and explained to the candidate. Never request passwords, verification codes or control of a candidate’s personal accounts.
4. Review, publication and distribution
Submitting an advert for review does not guarantee approval or immediate publication. Jobara may request corrections, reject an advert or limit its visibility under its policies. Editing an active advert may pause it and require a new review. Keep track of its actual status and any action requested in your workspace.
Public adverts and company details may appear on Jobara, in search results and on Jobara’s official distribution channels under the content permission in the Terms of Service. Do not put confidential information, private candidate data or contact details you are not authorised to publish into public fields. External search engines and recipients may retain their own copies after an advert changes or is removed.
Publication, expiry, pause, closure and archival affect visibility and whether new applications are accepted. Archiving an advert does not itself delete its existing applications or audit history. A duplicate or renewed advert is subject to the workflow and any applicable credit requirement shown for it. A promotion does not extend the advert’s publication expiry.
5. Candidate sourcing and access to CVs
Candidate-pool access depends on current visibility, verification and permission rules. Where unlocking a CV requires a CV-view credit, the first successful unlock for your company and that CV consumes one credit; repeat access to the same unlock does not itself consume another unlock credit. An unlock does not guarantee permanent availability, transfer ownership of the data or override a later visibility or access restriction.
Access to a CV submitted with an application is authorised through that application and does not consume a candidate-pool CV-view credit. Application records and submitted materials may remain available for the existing recruitment record after withdrawal, rejection or closure, subject to account deletion, retention rules and lawful restrictions explained in the Privacy Policy. Do not treat that continued access as permission for unrelated use.
Bookmarks, candidate lists, tags and notes help organise recruiting work; saving a candidate does not create an application or consent on their behalf. Invitations are an opportunity for the candidate to choose whether to apply. Respect declines, withdrawals and requests to stop contact, and do not bypass invitation or contact limits.
6. Candidate privacy and information security
Use CVs, profile details, screening answers, contact information, messages, interview feedback and exports only for legitimate recruitment purposes for which access was provided. Limit internal sharing to people involved in that work. Do not sell or republish candidate information, harvest it in bulk, use it for unrelated marketing or lead generation, create public or cross-company blacklists, or use it for unauthorised AI training.
When you determine how candidate data is used in your recruitment process, you are responsible for the privacy duties that apply to that use. Provide the notices and obtain any permissions required by law, collect only relevant information, keep it accurate where reasonably possible, adopt appropriate security measures and retain it only as long as justified by recruitment needs and legal duties. Access through Jobara is not blanket candidate consent to every use you might make of the data.
Protect downloaded CVs, attachments, reports and other copies on your own systems. Restrict access, use secure devices and sharing methods, and ensure any agency or service provider receiving the data is authorised and bound to appropriate safeguards. Do not upload candidate material into external AI tools or other services without a lawful basis, any required permission, and suitable protections for the intended use.
Handle applicable access, correction, objection and deletion requests relating to copies you control, and cooperate with Jobara where a request spans both services. Removing access within Jobara does not retrieve copies already exported. If you discover loss, misuse or unauthorised disclosure involving Jobara candidate information, contain the incident and notify Jobara promptly through support; make any legally required notifications to affected people or authorities.
7. Applications, messages and candidate communication
Review the information actually submitted and keep application stages and messages accurate. A system label such as shortlisted, interview or closed is a workflow record, not an employment offer or proof that someone was hired. Confirm any offer and employment terms separately with the candidate through an appropriate process.
Some status changes are final or cannot be reversed in the ordinary workflow. Rejection, closure or withdrawal may stop new messages while retaining the conversation history. Read the confirmation and current state before changing an application. The platform may notify candidates of relevant activity, including CV unlocks, application views or status changes, as described in its features and Privacy Policy.
Keep communications relevant, respectful and limited to the recruitment purpose. Do not send spam, deceptive links or unsolicited unrelated offers, or continue unwanted contact through another channel to bypass a restriction. If you direct candidates to an external application or communication service, explain the destination and your handling of their information; that service has its own terms and privacy practices.
8. Screening, interviews and internal evaluations
You are responsible for screening questions, interview kits, evaluation criteria, ratings, notes and decisions entered by your team. Use job-related criteria and record observations fairly. Distinguish facts from opinion and avoid unnecessary sensitive information, discriminatory assumptions, abusive remarks or unsupported accusations.
Role limits and sealed feedback can restrict when other reviewers see an evaluation. Do not bypass those controls or coordinate feedback in a way that defeats the intended independent review. Check before submitting a scorecard: submitted evaluations and audit records may be fixed or subject to limited correction. Internal notes and evaluations are not a promise of absolute confidentiality and may be accessible to authorised people or disclosed when legally required.
Interview summaries, calculated scores and dashboard indicators organise information; they do not replace your assessment or make a hiring decision for you. Confirm interview arrangements and any external meeting details with the candidate. Arrange any recording or additional assessment only with the notices, permissions and safeguards required for that activity.
9. Employer credits and usage
Your wallet may contain separate allowances for advert submissions, candidate-pool CV unlocks and advert promotions. They are service-use credits, not ownership of candidates or a guarantee of results. Review the balance, credit type and action before confirming a spend, and give spending permissions only to authorised team members.
For advert and CV-view credits, available free credits are used before paid credits. Free allowances reset monthly under the platform’s UTC-month schedule; unused free credits are replaced by the applicable new allowance rather than accumulated. Paid credits do not expire through monthly resets or merely through the passage of time. Balances can change through valid use, grants, corrections, refunds and other justified account adjustments recorded in the ledger.
For a standard credit-funded advert, a credit is consumed when it is first submitted for review, rather than only when it becomes public. Resubmitting the same advert within its existing publication lifecycle does not automatically require another credit. Renewal or duplication may involve a new advert and credit requirement. Approval and hiring outcomes are not guaranteed by a credit spend.
If a balance or charge appears incorrect, contact support with the relevant advert, CV-access or ledger reference. Closing, pausing, withdrawing or archiving content does not by itself reverse a recorded spend. This does not prevent review of an error, an undelivered service or a remedy required by the agreed offer or law.
10. Advert promotions
Promotions use the eligible duration shown for the selected sponsorship credit or order. The advert must meet the applicable publication and eligibility conditions. A promotion period must fit within the advert’s remaining publication period; promotion does not extend that expiry. Adding an eligible promotion to an existing one extends its scheduled end rather than shortening the active period.
Promotions remain subject to moderation, advert status, eligibility and availability. Pausing for edits can interrupt display without extending the scheduled promotion end. Closing or archiving an advert ends its promotion and does not automatically restore a spent credit. Review the promotion and publication dates before taking these actions. Requests concerning lost delivery are assessed under the order and remedy provisions below.
Promotion provides the visibility treatment described for the service. It does not guarantee first position, continuous display in every search, a minimum number of views, applications, interviews or hires. Do not use bots, artificial applications or other manipulation to inflate performance.
11. Purchase availability, historical orders and refunds
At the date of this version, new package and promotion purchases through checkout are unavailable. Catalogue listings do not by themselves mean that an item can be purchased, and new manual payment requests are disabled. Existing credits can still be used where eligible, and historical orders remain available for their supported lifecycle and support processes.
If purchasing becomes available, use only the payment route presented by Jobara and review the price, currency, included credits or service, duration and any specific conditions before ordering. A receipt or order request does not necessarily mean activation: payment confirmation, order status, advert eligibility and moderation may still matter. Changes to catalogue prices do not by themselves change an existing agreed order.
Use the cancellation control where available for a pending historical order. Cancelling an order is not the same as receiving a refund for a payment already made. For an existing paid order, duplicate payment, undelivered service or another refund request, contact support with the order reference and relevant evidence, excluding passwords, sign-in codes and full payment credentials.
Requests are assessed against the agreed offer, what was delivered and applicable law. A paid promotion that cannot be activated because the advert is no longer eligible should be referred to support for resolution; it does not become active merely because payment was received. These terms impose no blanket no-refund rule or arbitrary forfeiture of mandatory rights. Account closure does not automatically settle an order, refund or disputed charge.
12. Employer content, AI assistance and statistics
You retain the rights you hold in company materials and must have permission to use submitted logos, photographs, job descriptions and third-party content. Jobara’s permission to host, format, display and distribute public content is described in the Terms of Service. Uploading candidate information or verification documents does not authorise their public promotion.
Where writing or translation assistance is available, review the output before use and correct inaccurate, discriminatory or misleading text. Do not present generated claims as verified facts. AI assistance does not relieve you of responsibility for job requirements, communications or hiring decisions, and does not authorise sending private candidate information to unrelated AI services.
Analytics and reports may be delayed, aggregated, incomplete or affected by consent choices, privacy thresholds and measurement limits. Do not treat an impression, application-start event or estimated rate as proof of an individual action or a guaranteed outcome. Do not attempt to identify people from protected aggregates or circumvent reporting restrictions.
13. Moderation, restrictions and leaving the service
Cooperate reasonably with verification requests, candidate complaints, fraud investigations and content reviews. Jobara may request corrections, restrict features, pause or remove adverts, or suspend or end access where reasonably necessary for policy breaches, unlawful conduct, security or candidate safety. Payment, verification or an unused credit balance does not exempt you from these rules.
Where reasonably possible and lawful, Jobara will explain a restriction and allow you to correct the issue or request review. Urgent risks may require immediate action. Contact support with the relevant account, advert or order reference if you believe a decision is mistaken. Do not create another account or use a colleague’s access to evade it.
Before leaving, close vacancies that are no longer being managed, address outstanding candidate communications, remove unnecessary team access and retain only records you are entitled or required to keep. A company owner must complete the required ownership transfer before deleting their personal account. Account closure and data retention follow the Terms of Service and Privacy Policy and do not erase existing payment, confidentiality, privacy or legal obligations.
14. Changes, responsibility, Syrian law and contact
The availability and liability provisions in the Terms of Service also apply here. Nothing in these Employer Terms excludes liability for fraud, wilful misconduct, gross negligence or any responsibility that cannot lawfully be excluded, or removes mandatory employment, privacy or other legal rights.
The published version and effective date identify the terms in force. Material changes will be communicated as described in the Terms of Service, and renewed acceptance may be required for affected employer features. Updates do not retrospectively remove accrued rights or rewrite an existing paid order without a lawful basis.
These terms are governed by the laws applicable in the Syrian Arab Republic, with disputes subject to the competent courts in Syria, without overriding mandatory jurisdiction rules or non-waivable rights. Contact Jobara through the website’s contact or support page for questions, complaints, review requests or disputes. Informal resolution is encouraged but is not a prerequisite to lawful remedies or urgent action.
The Arabic and English versions are intended to express the same rights and obligations. Report any discrepancy so it can be corrected. If a provision cannot be enforced, the remaining terms continue to apply to the extent permitted by law.