1. Agreement and authority
These Employer Terms apply when a company, hiring manager, recruiter, staffing agency, or other business user creates or uses an employer account, posts a job, searches Passports, contacts a candidate, or purchases an employer plan. They supplement the Aircraft-Jobs Terms of Service and Privacy Policy. If these Employer Terms conflict with the general Terms regarding employer use, these Employer Terms control.
The person accepting these Employer Terms represents that they have authority to act for and bind the employer identified in the account. Account information must be accurate and kept current.
2. Aircraft-Jobs is a technology platform
Aircraft-Jobs provides hiring technology and is not the employer, staffing agency, recruiter, labor contractor, background-screening company, consumer reporting agency, or joint employer. The employer is solely responsible for its listings, recruiting, screening, interviews, offers, hiring decisions, onboarding, compensation, benefits, classification, supervision, workplace safety, and employment relationship. Aircraft-Jobs operates independently from Elite Aviation Staffing.
3. Employer classification and staffing agencies
Employers must accurately identify their business type. Staffing, recruiting, placement, contract-labor, and similar agencies must identify themselves as such and may not register as a direct employer to obtain different pricing, access, or limits. Aircraft-Jobs may request reasonable verification and may assign the correct account type, plan, pricing, access limits, or restrictions.
Staffing-agency access may carry separate pricing, candidate-view limits, contact limits, or pay-per-use charges. No account receives unlimited résumé or Passport access unless Aircraft-Jobs expressly agrees in writing.
4. Job-listing standards
Each job listing must:
- represent a genuine, current hiring opportunity;
- accurately describe the employer or clearly disclose when the employer name is intentionally hidden through an approved Platform feature;
- accurately state the role, location, work arrangement, compensation information, shift, travel, qualifications, license requirements, and other material terms entered by the employer;
- distinguish required qualifications from preferred qualifications; and
- comply with applicable employment, wage, advertising, accessibility, equal-opportunity, and anti-discrimination laws.
Employers may not post deceptive, fraudulent, expired, discriminatory, commission-only without disclosure, fee-charging, résumé-collection-only, unlawful, or non-existent opportunities. Aircraft-Jobs may reject, edit, pause, label, or remove listings that violate these requirements or create a safety or trust risk.
5. Candidate information: permitted use
An employer may access and use candidate information only for a legitimate, job-related hiring opportunity and only within the employer’s authorized plan and access limits. Access must be limited internally to personnel and professional advisers with a genuine need for the hiring process.
Candidate information should remain within Aircraft-Jobs whenever practical. An employer may move or retain it outside the Platform only when reasonably necessary for a genuine hiring process, after hiring, with the candidate’s consent, or when required by law. Any external copy remains subject to these Employer Terms and applicable privacy and security duties.
6. Prohibited candidate-data practices
An employer may not:
- scrape, harvest, crawl, export, copy, photograph, or bulk-download candidate information;
- sell, resell, license, publish, distribute, trade, or provide candidate information to a data broker or unauthorized third party;
- build or enrich an unrelated résumé bank, marketing list, contact list, artificial-intelligence training set, or external candidate database;
- contact candidates for unrelated sales, marketing, insurance, financial products, multi-level marketing, or non-hiring solicitations;
- use candidate information for stalking, harassment, discrimination, identity theft, competitive intelligence, or any unlawful purpose;
- share login credentials or allow unauthorized users or companies to use the account; or
- bypass view, download, contact, subscription, or security limits.
7. Security, retention, and deletion
Employers must use reasonable administrative, technical, and physical safeguards appropriate to the candidate information they access. Employers must promptly notify Aircraft-Jobs at dprince@aircraft-jobs.com if candidate information obtained through the Platform is accessed, disclosed, lost, or used without authorization.
Candidate information must be deleted or securely disposed of when the genuine hiring purpose ends and any applicable legal-retention period expires. Employers must reasonably cooperate with verified correction or deletion requests communicated by Aircraft-Jobs, except where retention is legally required.
8. Screening and employment-law compliance
Employers must evaluate candidates using lawful, job-related criteria and provide reasonable accommodations where required. Employers are solely responsible for compliance with applicable equal-employment-opportunity, anti-discrimination, disability, immigration, wage-and-hour, pay-transparency, ban-the-box, employment-record, and privacy laws.
Aircraft-Jobs does not provide consumer reports or conduct employment background checks. If an employer obtains a consumer report or background check from another source, the employer is solely responsible for all required standalone disclosures, written authorization, permissible-purpose requirements, pre-adverse-action and adverse-action notices, copies of reports and rights summaries, dispute procedures, and other obligations under the Fair Credit Reporting Act and applicable state law.
9. Automated tools and match scores
Match scores, extracted skills, experience levels, screening questions, and recommendations are decision-support tools and may be incomplete or inaccurate. Employers must independently review candidate information, verify material qualifications, consider reasonable corrections or context, and make their own lawful hiring decisions. Employers may not treat a score as a guarantee or use automated output as the sole basis for an unlawful or discriminatory decision.
10. Candidate communications and conduct
Employers must communicate professionally, honestly, and only regarding legitimate opportunities. Employers may not request payment from candidates for access to a job, misuse interview or offer tools, send deceptive offers, request unnecessary sensitive information, or move communications off-platform to evade safety, billing, or usage controls. Employers must update hiring statuses reasonably and avoid knowingly misleading candidates about their status.
11. Plans, usage tracking, and payment
Employer plans may include limits on jobs, Passport views, candidate contacts, invitations, searches, downloads, or other activity. Aircraft-Jobs may record usage events to enforce plan limits, calculate charges, prevent abuse, and provide account analytics. Attempts to avoid accurate measurement or payment are a material violation.
Pricing, renewal frequency, included usage, overage charges, and cancellation terms will be disclosed at checkout or in a written order. Unless required by law or expressly stated otherwise, paid fees are non-refundable. Founding-employer pricing applies only to employers expressly awarded the offer and remains conditioned on account eligibility, timely payment, and good standing. It may not be transferred or shared without written approval.
12. Monitoring and enforcement
Aircraft-Jobs may monitor account activity and investigate suspected misuse, including unusual view volume, scraping, credential sharing, false classification, deceptive postings, or unauthorized data exports. Aircraft-Jobs may require verification; remove or pause content; correct account classification; restrict features; preserve evidence; assess valid charges; or suspend or terminate an account. Serious misuse may be reported to affected candidates, service providers, law enforcement, regulators, or other appropriate parties as permitted by law.
13. Employer responsibility and indemnification
The employer is responsible for its authorized users, listings, communications, candidate-data handling, screening, hiring, and employment practices. To the extent permitted by law, the employer will defend, indemnify, and hold harmless Aircraft-Jobs and its owners, officers, employees, contractors, and service providers from third-party claims, damages, losses, penalties, and reasonable costs arising from the employer’s content, hiring or employment practices, misuse or breach of candidate information, violation of these Employer Terms or law, or infringement of another person’s rights.
14. Disclaimers and limitation of liability
The disclaimers and limitations in the Terms of Service apply to employer use. Aircraft-Jobs does not guarantee candidate identity, credentials, availability, interest, performance, retention, communications, applications, interviews, offers, hires, or results. Employers must conduct appropriate independent review and verification.
15. Governing law and changes
These Employer Terms are governed by Arkansas law and the dispute provisions in the Terms of Service. Aircraft-Jobs may update these Employer Terms. Material changes will be posted with a revised effective date and may require renewed acceptance before continued employer access or payment.
16. Contact
Employer-account or legal questions may be sent to dprince@aircraft-jobs.com.