Specific Terms & Conditions for Employers/Recruiters.

Job Posting Terms &Conditions:


  • It is your responsibility to ensure that you are authorized to post Jobs on your organization's behalf. Any dispute or legal claim arising out of unauthorized posting would be solely your liability and you indemnify us from any and all possible consequences of such actions.


  • If you upload your organization's logo while posting your Job or creating/updating your company profile, you are authorizing We to display it on our website along with Job post or in the list of our clients. It is your responsibility to ensure that you are duly authorized to share your organization logo with 3rd parties and allow them to use it.


  • We reserve the right to publish the Job post of Employers on its social media handles and job board partners, and in newspapers in order to increase the visibility of the Job post.


  • You must provide accurate and complete details about the organization and the Job. Any act of misinformation or hiding material information would result in your account being permanently blocked or any other suitable action as deemed fit by us.


  • You may be asked for documents in the name of your company for our first-time user authentication process. This information will only be used for authentication purposes and will not be used anywhere else in any form.


  • The minimum stipend criteria for an in-office internship with or without allowances are Rs. 2500/Month and for a work from home internship is Rs. 1000/Month. The minimum CTC criteria for a full-time job post is 3 LPA.


We do not allow:

  • Unless the Job/internship posting specifically states otherwise, offer unpaid Job/internship.


  • Any programme where Applicants are required to pay a security deposit or an entrance fee, including post-training programmes.


  • To charge Job/internship applicants money in any form (such as a test fee, a security deposit, or paperwork fees), in return for a Job/internship. This is strictly prohibited.


  • Offer modelling Job/internship from lesser-known companies.


  • Offer Network Level Marketing (NLM) Job/internship//internships, in which applicants/individuals must promote a firm through their own connections and social media profiles.


  • Offer any Job/internship where there is a possibility for an Applicant consuming alcohol or smoking or inducing others to do so, as the majority of our users are underage.


  • As the majority of our users are underage, offer any Job/internship where there is a potential of an Applicant drinking alcohol or smoking or persuading others to do so. (Is strictly not allowed).


  • Job/internship postings by persons or organizations advocating explicit religious material, a certain religious personality, or a sect, etc.


  • Post Job/internships & Internships for businesses that promote or deal in gambling, pornography and other prohibited/illegal/age-inappropriate activities.


  • Make third party Job/internship posting. An Employer can post Job/internships only for the organization that he/she directly works for. Recruiting agencies or any third-party agencies are not authorized to post Job/internships on their clients' behalf.


Employee Hiring Terms &Conditions:

  • It is your responsibility to ensure that there is no material difference between the Job/internship details that are advertised with us and the details that are communicated to Applicants later in the selection process (pre-interview, in offer letter etc.). Any ‘negative' material difference (such as offered stipend being lower than what was advertised) will result in suitable action being taken by us against you.


  • Any assignment(s) that you may give to Applicants to assess their suitability for the Job should be fair and relevant to the Job profile. Any attempt to get work done for free from Applicants disguised as assessment or to get them to download or generate downloads for your app or get likes/shares/comments etc. for your social media handles only for the purpose of getting free publicity disguised as an assignment are strictly prohibited and would invite suitable actions against you.


  • All your communications with Applicants (through our Chat or otherwise) should be professional and must not contain any obscene or offensive content.


  • Once you hire any Applicant(s) for your Job, you must provide them with an offer letter clearly detailing all the important details of the Job (such as role & responsibilities, remuneration, and payment mechanism) and complete address and contact details of your organization.


  • You must pay the promised remuneration to the selected Applicants in a timely manner as per agreed terms and conditions in the offer letter. Nonpayment of the remuneration or delayed payment of the remuneration is strictly prohibited and would invite suitable action against you.


  • You must respond within 72 working hours to any Applicant complaints regarding your Job that we may bring to your notice. Failure to do so may result in a temporary or permanent suspension of your thesociaclcomment account depending on the nature of the complaint.


  • If you come across any suspicious activity, content or behavior on the portal by an Applicant or another user, you must report it to us immediately so that necessary actions can be taken.



Applicant data usage Terms &Conditions:


  • You can use the Applicants' data that you receive for your Job solely for the purpose of hiring. Any attempt to send any other communication (promotional content for example) to the Applicants or any other usage of the data is strictly prohibited.


  • You are strictly prohibited from transferring/selling/sharing Applicants' data, for free or for a fee, to any other entity. Any such attempt would result in your account with us being permanently blocked and would be liable for legal action against you and your organization.


Employer may run these steps before hiring:


Steps to run:

  • Review the job/internship description and then compose.


  • Select appropriates Key words for posting the opening.


  • Decide on the selection stages and possible timeframe.


  • Review Portfolios & Resumes.


  • Shortlist Applications.


  • Proceed through all selection stages. Do not provide any prohibited task or test.


  • Run Background Checks.


  • Select the most suitable candidate.


  • Make an Official offer.


Creating job descriptions

Employers can post Jobs & Internships based on full job descriptions of each role. Jobs & Internships post should be clear and accurately represent the open position. They should include:


  • A short summary of the role’s purpose


  • A list of responsibilities & requirements.


Employee selection stages:

Employer can choose some standard hiring process that may be tweaked according to a role’s requirements. The standard process involves:


  • Portfolio/Resume screening.


  • Phone screening


  • Test screening.


  • Assignment.


  • Interview.


  • Offer Letter.


Employer may choose to add/remove stages depending on the role they’re hiring for. For example, they can add the following selection stages/methods:


  • Assessment centers.


  • Group interviews.


  • Competency/Knowledge or selection test (not prohibited by us).


  • Referrals Evaluation


In most companies, the stages of portfolio/resume screening and interview are compulsory.


After selection company can keep an Induction or Orientation

Induction/ Orientation is the final stage of the recruitment process. Once the successful candidate has accepted the offer of employment and a start date has been agreed the company may if thinks fit prepare a comprehensive induction program for the new interns/employee.


Feedback Mechanism.

Recruiters/ hiring managers may inform candidates they interviewed that they decided to reject them. Leaving candidates in the dark can be damaging employer brand/company. Also, we encourage our employers to send interview/internship/job feedback to candidates. They should first though check with their policies to make sure they won’t invite legal action. Being brief, respectful and keeping feedback job-related are the general gesture for writing/giving feedback emails/ratings to candidates.


Revoked offers.

In case when an offer has to be revoked, the hiring manager/Employer and human resources department of the concerned company should draft and sign an official document. This document should include a legitimate reason for revoking the offer. Legitimate reasons including all the obligation/reason specified in the offer letter provided by the company/ Employer.


  • Candidate is proved to not be legally allowed to work for our company at a specific location.


  • Candidate has falsified references or otherwise lied about a serious issue.


  • Candidate doesn’t accept the offer within the specified deadline (deadline must have been included in the offer letter).


We request to hiring manager/Employer and human resources must notify the candidate formally within 24 hours. To maintain the ethics.