🤝 Remote y Jobs — Code of Conduct

1. Core principles

• Honesty. Everything you publish — a profile, a CV, a job posting, a company page, a client mandate — must be true and describe something real.
• Respect. Every interaction on the Platform is a professional interaction, whatever its outcome. Rejection, disagreement, and negotiation are normal; rudeness, pressure, and abuse are not.
• Transparency. People must always understand who is contacting them, on whose behalf, and why.
• Consent and purpose. Candidate data may be used for one purpose only: recruitment for a real, disclosed opportunity. Any other use — marketing lists, data resale, profiling unrelated to hiring — is prohibited.

2. Zero tolerance for discrimination

2.1 The Platform does not permit discrimination of any kind, at any stage — job postings, search, screening, pooling, messaging, interviewing, or selection.

2.2 It is prohibited to disadvantage, exclude, target, or harass any person on the basis of: race, colour, ethnic or national origin, citizenship or migration background, religion or belief, sex, gender identity or expression, sexual orientation, age, disability or health status, pregnancy or parental status, marital or family status, socioeconomic background, union membership, political opinion, appearance, or any other characteristic protected by applicable law.

2.3 In practice this means, among other things:

• Job postings must not state or imply a preference for or against a protected group ("young team seeks recent graduate under 30", "native speakers only" where language proficiency would suffice, gender-specific titles used restrictively).
• Genuine occupational requirements (e.g. a legally required licence, a language level actually needed for the role) are permitted, but must be stated as the requirement itself, not as a proxy for a protected characteristic.
• Filtering or excluding candidates from a talent pool because of a protected characteristic is prohibited, even when done informally.
• Questions in messages or interviews about pregnancy, family plans, religion, health, or age are off-limits unless the law of the relevant jurisdiction expressly requires them.
• Salary and conditions must not be varied on discriminatory grounds.

2.4 Users who employ automated tools (their own or third-party) to search, rank, or screen candidates found on the Platform remain fully responsible for discriminatory outcomes of those tools, and must comply with the laws that govern them (in the EU, automated recruitment tools are regulated as high-risk AI; in some US jurisdictions, such as New York City, automated hiring tools require bias audits and notices).

3. Ethical communication

3.1 Identify yourself truthfully. Use your real name and your real organisation. Agencies must present themselves as agencies and, where a client cannot yet be named, say so ("on behalf of a confidential client in [industry]") rather than posing as the employer.

3.2 Contact with purpose. Only contact a Seeker about a genuine opportunity that plausibly matches their profile, or a follow-up they have invited. Do not send untargeted mass messages, template blasts, or "keeping you on file" messages with no concrete purpose.

3.3 No pressure tactics. No artificial urgency ("offer expires tonight"), no threats of blacklisting, no exploiting a candidate's situation to push below-market conditions, no discouraging candidates from considering other offers by deception.

3.4 Close the loop. If a candidate has invested time — an application to your posting, an interview, a test task — tell them the outcome. A short, honest rejection is professional; silence is not. Sustained ghosting of applicants may be treated as a conduct violation.

3.5 Honest representations both ways. Employers and Agencies must describe roles, pay ranges, contract types, and remote/travel expectations accurately. Seekers must present their own experience, availability, and right to work accurately, and must not interview through impersonators or submit another person's work as their own.

3.6 Confidentiality. What you learn about a person or company through the Platform (salary expectations, notice periods, business plans) is to be used for the recruitment conversation at hand — not shared, published, or exploited elsewhere.

3.7 No harassment. No insults, discriminatory remarks, sexual advances, stalking behaviour, repeated unwanted contact after a clear "no", or contacting people through channels they have not offered for recruitment purposes.

4. Ethical talent pooling

Talent pools are the heart of the Platform's value to Employers and Agencies. They only work if candidates trust them. The following rules apply to building, keeping, and using pools:

4.1 Consent is the foundation. A candidate belongs in your pool only if they have made their profile visible for that purpose, applied to you, or otherwise agreed. Adding people from scraped, purchased, or leaked lists is prohibited.

4.2 Tell people where they stand. When you add a candidate to a pool for future opportunities (rather than a live role), tell them — what kind of roles, roughly what timeframe, and how to opt out.

4.3 Right to leave. A candidate who asks to be removed from your pool must be removed promptly and not re-added without fresh consent.

4.4 Keep pools real and current. A pool is not a trophy cabinet. Do not hold profiles you have no realistic intention of contacting; review pools regularly and remove stale or irrelevant entries, in line with the data retention rules in the Terms and the Privacy Policy.

4.5 No data resale or transfer. Candidate data from the Platform must never be sold, rented, exchanged, or exported to third parties. An Agency may share a candidate's profile with a specific client only for a specific mandate and only with the candidate's knowledge and consent.

4.6 One candidate, one honest submission. Agencies must not submit a candidate to a client without the candidate's consent for that submission, must not submit the same candidate through multiple channels to manufacture claims, and must not misrepresent a candidate's CV, rate, or availability to either side.

4.7 No fee-shifting to candidates. No User may charge a candidate for placement, for inclusion in a pool, for "premium consideration", or for training that is a disguised condition of being hired. (The Platform itself charges only subscriptions and never a percentage of anyone's pay — see the Terms, section 4.)

4.8 Respect exclusivity honestly. Any exclusivity between an Agency and a candidate or client must be genuinely agreed, time-limited, and never used to block a candidate from opportunities behind their back.

5. Fair job postings

• Post only positions that are real, open, and that you are authorised to fill.
• One posting per role; do not repost identical ads to flood search results.
• State clearly: contract type (employment / contract / freelance), remote arrangement and any location or timezone constraints, and — strongly encouraged, and mandatory where local pay-transparency law requires it — the pay or rate range.
• No pyramid schemes, multi-level marketing recruitment, unpaid "trial work" beyond a short, clearly-scoped assessment, or roles whose real purpose is selling something to the applicant.
• Close or mark filled postings promptly.

6. Reporting violations

6.1 Every user can report a posting, profile, message, or behaviour via the report function or [report email]. Reports are reviewed by the support team; the reporter's identity is not disclosed to the reported party unless the reporter agrees or the law requires it.

6.2 No retaliation. Taking action against someone for making a good-faith report — refusing to consider them, warning others off, negative references — is itself a serious violation.

6.3 Knowingly false or bad-faith reports are a violation.

7. Enforcement

7.1 The Platform applies a proportionate enforcement ladder. Depending on severity and history, measures include: an informal warning; a formal warning recorded on the account; removal of Content; temporary restriction of features (messaging, posting, pool access); temporary suspension; permanent termination; and, where fraud or unlawful conduct is involved, reports to competent authorities.

7.2 Discrimination, harassment, candidate-fee schemes, data scraping/resale, and fraud are serious violations and may lead to immediate suspension without a prior warning.

7.3 Except in urgent cases, affected users receive a statement of reasons and may appeal through the internal complaint procedure at [link] within 30 days. Appeals are reviewed by a person not involved in the original decision.

7.4 Enforcement decisions concern Platform access only; they are without prejudice to any legal claims candidates, companies, or the Operator may have.