The deal, in writing.

These terms govern hirecallback.com, operated by Callback Hiring LLC, a New York limited liability company (“Callback,” “we”). By creating an account or using the platform you agree to them. They are written to be read; where they must be legal, they stay honest.

1. Accounts

You must be 18 or older, provide accurate information, and keep one account. Candidate accounts belong to the person; employer accounts act for an organization the account holder is authorized to represent. You are responsible for what happens under your login.

An organization has one owner — the person who created it, unless ownership is transferred — and any number of further seats. The owner and the admins they authorize act for the organization: what they do binds it, including posting roles, answering candidates, and buying or cancelling a plan. Seats carry only the access an admin grants them, and an admin may change or withdraw that access at any time. The owner’s seat cannot be removed or reduced by anyone else. Keeping the roster accurate — removing people who leave — is the organization’s responsibility, not ours.

We may suspend or terminate accounts that violate these terms. If we terminate an employer account for cause, its live roles come down without refund and any membership ends with the paid term; candidates with applications in flight are notified and their applications returned. Fees already due — including a placement fee on a hire already confirmed — remain due.

2. What Callback is — and is not

Callback is a platform where identity-verified candidates apply to employer-posted openings and employers screen blind. Postings are employer-provided content: employers must keep a valid payment card on file for every paid or member role, a company’s free first role needs no card and is reviewed by a person before it goes live, and we monitor activity and remove postings that violate the Posting Standards — but we do not independently verify each posting, and we do not certify that any particular opening is genuine. We are not an employer, an agent, or a decision-maker for anyone. Employers alone decide whom to interview and hire; candidates alone decide where to apply and what to accept. We are not a party to any employment relationship, we do not guarantee that any candidate will get an interview, offer, or job, and we do not guarantee any user’s suitability — identity verification confirms who a candidate is, not that either side is right for the other. Two mechanical exceptions, disclosed here and in the product. At apply time, an eligibility gate checks a candidate’s stated answers against the must-haves the employer wrote, and the candidate sees the result before applying. At window close, when a role draws more waiting applications than its pool size (25, unless a larger pool is shown on the role), the platform closes the field and delivers the ones that best match the criteria the employer set when posting, ties broken at random. Both are deterministic tests against employer-stated criteria, not an assessment by us, and displaced applications are returned with their credit.

3. Acceptable use

No fake postings or profiles; no scraping or bulk collection of other users’ data; no discriminatory postings or requirements; no asking candidates for money in any form; no interfering with the platform’s operation or security. Employers may use candidate information solely to evaluate and hire for the role applied to — never for marketing, resale, or any other purpose. That includes any reference contacts a candidate shares with you: reach them about the role you advanced that candidate for, and nothing else. Employer postings must comply with the Posting Standards and with applicable law, including the NYC Human Rights Law and New York pay-transparency requirements; employers are solely responsible for that compliance. Employers configure their own role requirements and screening criteria and are solely responsible for them and for their hiring practices. Content the platform generates or displays to help you hire — interview-kit questions, note-taking prompts, screening guidance and the like — is general information for informational purposes only, not legal, HR, or professional advice; consult your own counsel for your situation.

4. Your content

You own what you write here. You grant Callback a non-exclusive, worldwide, royalty-free license — sublicensable only to the service providers who run our infrastructure — to host, process, and display your content as the product requires: a candidate’s profile is shown (blind, then unlocked) to employers they apply to; an employer’s posting is shown to candidates. The license to a piece of content ends when you delete it or close your account, except that content already part of another user’s in-flight application or completed hiring record persists there. Feedback you send us about the product may be used without restriction.

Some of what a candidate provides is another person’s information: the name and contact details of one to three professional references. By entering them you confirm that person knows and has agreed. We use those details to confirm the facts of your work history and to detect duplicate or fraudulent accounts. We disclose them to an employer only if you switch reference sharing on and only after that employer has advanced you — never while they are still deciding — and you can switch it off at any time.

5. Application credits

Candidate applications are metered by credits. Credits are a free promotional feature: they are never sold, cannot be bought from us or anyone else, have no cash value, and are not money, property, or a stored balance — they are a limited, revocable license to apply. They are non-transferable (attempted transfers are void), refresh weekly — each week your balance is topped back up to 7 if it has fallen below, and a new account starts with 14 — may be modified or revoked (for example, on abuse), and lapse when an account closes. A credit is spent only on an answered application. An application that ends without an answer returns its credit to your balance automatically: when the employer misses the answer deadline, when stronger applications displace yours from a full shortlist, when the role fills before your application has been delivered to the employer, or when we remove the role or close it under the shortlist guarantee. Once your application has been delivered on a shortlist, the employer’s decision — including hiring someone else — is an answer, and the credit stays spent. No claim or request is needed, and a return is always a credit, never money. This paragraph is the operative statement of when credits return; anything the product or our pages say about it is a summary of this paragraph.

6. Employer fees, renewal, and refunds

Prices are stated before you pay; payments are processed by Stripe. Posting fees are fixed dollar amounts, never a percentage of salary. Roles may also carry a placement fee, due only on a confirmed hire and only on the schedule stated when you post — a fixed dollar amount that falls to $0 for fast hires, charged to the card kept on file for the role. That schedule is measured in days from the delivery of the role’s first shortlist to the accepted offer. Time between reopening a role and its next shortlist is not counted, because you cannot act in it; pausing a role does not stop the count. Membership-covered roles carry a reduced placement schedule, stated where plans are offered; which schedule applies is fixed by how the role was posted. Annual memberships renew at the price stated when you subscribed — a founding price stays locked while the membership remains active — unless cancelled: cancel any time in one click from your billing page, or by emailing us, effective at the end of the paid term, and we email a reminder before each renewal.

The shortlist guarantee. If a role’s application window closes with fewer than five candidates who meet its stated must-haves, the guarantee opens automatically — no claim or form, once per role: a re-run that closes thin again does not open a second case. (Only candidates who clear a role’s must-haves can apply, so the count is mechanical, not judged.) Your remedy, at your choice within 7 days of the case opening: re-run the role free, or — where a posting fee was paid for that role — a full refund of that posting fee. If you make no choice within 7 days, the free re-run proceeds. A role that carried no posting fee has the free re-run as its remedy. This paragraph is the operative statement of the shortlist guarantee and supersedes any summary of it elsewhere.

A fee remains due if a charge fails or is reversed — we may invoice it, and we may suspend posting while a disputed or unpaid fee is unresolved. Except as stated in the guarantee, in Section 7, or as required by law, fees are non-refundable.

7. Moderation

We may review, decline, or remove any posting or content at any time, with or without notice, and are not obligated to pre-screen anything. Our practice — which does not limit that right — is what the Posting Standards describe: removal with the standard cited and an appeal read by a person, except for suspected fraud, illegality, or candidate-safety risk, which we remove silently. A posting removed for violating these terms or the standards is not refunded. If we remove a compliant posting for our own operational reasons, we refund or credit it. Our moderation decisions, including declining to act, do not breach these terms.

8. The public employer record

Employer scorecards are computed automatically from platform records under the published methodology, are displayed to signed-in users, and cannot be edited or suppressed by anyone — including us, except to correct an error through the methodology’s dispute process. Posting a role means accepting that your record accrues.

9. Disclaimers

The platform is provided “as is” and “as available,” without warranties of any kind, express or implied, including merchantability, fitness for a particular purpose, and non-infringement. We do not warrant uninterrupted or error-free operation. User content is its author’s; under 47 U.S.C. §230 we are not the publisher of information provided by others.

10. Limits on liability

To the fullest extent the law allows, Callback is not liable for indirect, incidental, special, consequential, or punitive damages, for lost profits or opportunities, for other users’ content or conduct, or for hiring and employment outcomes. Our total liability for all claims in any 12-month period is capped at the greater of the fees you paid us in that period or $100. Some jurisdictions limit these exclusions; where they do, these apply to the fullest permitted extent.

11. Indemnity

You will defend and indemnify Callback against claims arising from your content, your breach of these terms, or your violation of law or third-party rights — including, for employers, claims arising from your postings, screening criteria, hiring practices, and pay-transparency or anti-discrimination compliance.

12. Disputes

Talk to us first: before filing any claim, email hello@hirecallback.com with a description of the dispute, and give us 60 days to resolve it — most things are fixable at this step. Either party may bring an individual claim in small-claims court. Both parties waive any right to participate in a class action or representative proceeding; claims proceed individually. These terms are governed by New York law, and any claim not in small-claims court must be brought in the state or federal courts of New York County, whose jurisdiction both parties accept.

13. Changes

If we change these terms materially, account holders get an email at least 14 days before the change takes effect, and continued use after that date is acceptance — never amendment by silence on our side. The current version always lives at this address with its date.

14. Housekeeping

If a provision is unenforceable, the rest stand, except that if the class-action waiver is held unenforceable as to a claim, that claim proceeds in court, not in any class-wide alternative process. These terms plus the policies they link are the entire agreement. Copyright complaints: hello@hirecallback.com with “DMCA” in the subject. Notices by mail go to Callback Hiring LLC, 418 Broadway, Ste N, Albany, NY 12207.