Terms of Service

Overview

These Terms of Service ("Terms") govern access to and use of Promptly Employed, a digital employment platform operated by Promptly Fixed Digital Solutions Ltd, a company registered in Trinidad and Tobago ("Promptly Employed", "we", "us" or "our").

These Terms apply to everyone who uses Promptly Employed, whether or not they hold an account. By accessing or using the platform — including browsing the site or viewing a job listing — and by creating an account, posting a vacancy, submitting an application or purchasing a service, you agree to these Terms and our Privacy Policy.

If you use Promptly Employed on behalf of an organisation, you agree to these Terms on that organisation's behalf and confirm that you have the authority to do so.

If you do not agree to these Terms, you must not use the platform.

1. About Promptly Employed

Promptly Employed is a digital platform that enables employers to publish employment opportunities and job seekers to discover and apply for those opportunities.

The platform may also use automated systems, including artificial intelligence, to assist with functions such as:

• analysing applications against criteria contained in a job listing;
• generating application summaries;
• generating role-fit scores or rankings;
• helping employers organise and review applications;
• providing job seekers with information about how their submitted application compared with the requirements stated in a job listing; and
• supporting recruitment workflow and application-status management.

AI assists the screening. People make the decisions.

Promptly Employed does not make hiring decisions on behalf of employers.

We are not the employer of any job seeker using the platform and are not a party to any employment contract, consultancy arrangement or other engagement resulting from use of the platform.

Unless expressly agreed otherwise in writing, we do not act as an employer's recruitment representative and do not have authority to make offers of employment on an employer's behalf.

Any employment or engagement is solely between the employer and the job seeker.

2. Eligibility and accounts

2.1 Job seekers

You must be at least 16 years old to create a job-seeker account or use Promptly Employed to seek employment.

If additional age restrictions apply to a particular type of work, the employer is responsible for ensuring compliance with those requirements.

2.2 Employers

An employer account may only be created or used by a person authorised to act on behalf of the relevant organisation.

By creating or using an employer account, you represent that you have that authority.

2.3 Account information

You must:

• provide accurate and current information;
• keep your account information reasonably up to date;
• protect your login credentials;
• not allow an unauthorised person to use your account; and
• notify us promptly if you believe your account has been compromised.

You are responsible for activity carried out through your account unless the activity resulted from circumstances for which you are not legally responsible.

We may require verification of an individual or organisation before allowing access to some platform features.

3. Employer job listings

For every job listing submitted to Promptly Employed, the employer represents and warrants that:

• the vacancy is genuine and currently available, or is reasonably expected to become available;
• the employer is authorised to advertise and recruit for the vacancy;
• the listing is accurate and not deliberately misleading;
• the role and recruitment process comply with applicable employment and discrimination laws;
• any qualifications, experience, licences, certifications or other requirements stated in the listing are genuinely relevant to the role;
• the listing does not unlawfully discriminate against applicants;
• the employer will not require a job seeker to make any payment to apply, interview for, secure or commence the role, except where expressly permitted by applicable law;
• the listing is not being used primarily to advertise another product or service;
• the listing is not being used to gather personal information for unrelated purposes; and
• the employer holds lawfully, and is entitled to submit, any candidate information it uploads in connection with the vacancy; and
• the employer will conduct its recruitment activities lawfully and in good faith.

We may review, reject, suspend, edit or remove a listing where we reasonably believe that it:

• breaches these Terms;
• may be fraudulent or misleading;
• may expose users or Promptly Employed to harm;
• may violate applicable law;
• appears not to represent a genuine vacancy; or
• otherwise presents a material risk to the platform or its users.

Removal or rejection of a listing does not imply that we have verified other listings on the platform.

4. Employer responsibility for hiring

Employers remain solely responsible for their recruitment and employment decisions. This includes responsibility for:

• establishing appropriate job requirements;
• reviewing applications;
• deciding which applicants to contact;
• conducting interviews and other assessments;
• verifying qualifications, references, licences, identity, right to work and other information where appropriate;
• conducting any lawful background or pre-employment checks;
• deciding whether to offer employment;
• determining employment terms; and
• complying with all applicable employment laws.

Employers must not rely solely on an automated score, ranking, summary or recommendation generated through Promptly Employed when making an employment decision.

Automated outputs are intended to assist human review and may contain errors, omissions or incorrect interpretations.

5. Applications and applicant information

Applications are made through the platform and are made available to the employer responsible for the vacancy.

An employer may only access applicant information relating to vacancies for which it is authorised to recruit.

Employers must treat applicant information as confidential.

An employer may use applicant information only for legitimate recruitment purposes. Where an employer wishes to retain an applicant's information for consideration for future opportunities, it must do so lawfully and make that retention clear to the applicant.

Where an employer downloads, exports or otherwise stores applicant information outside Promptly Employed, the employer becomes responsible for its continued use, storage, security and deletion.

Employers must not:

• sell applicant information;
• disclose applicant information to an unrelated third party without appropriate authority or consent;
• add applicants to marketing or promotional mailing lists without appropriate consent;
• use applicant information for unrelated advertising, profiling or commercial purposes;
• scrape or systematically extract applicant information; or
• use applicant information to impersonate, harass or unlawfully discriminate against an applicant.

Employers acknowledge that an application may contain information the applicant considers confidential, including information not disclosed to the applicant's current employer.

5.1 Résumés submitted by an employer

Where the platform allows it, an employer may submit a candidate's résumé or other application information for one of its vacancies, including for a candidate who has not applied through Promptly Employed themselves.

For every such submission, the employer represents and warrants that:

• it holds the candidate's information lawfully;
• it is entitled to submit that information to Promptly Employed for the purpose of the relevant vacancy;
• it is entitled to have the candidate contacted about that submission; and
• the submission does not breach any obligation the employer owes to the candidate or to any other person, including any client, agency agreement or confidentiality obligation.

The employer acknowledges that, in order for the application to be analysed and tracked through the employer's recruitment stages, Promptly Employed will create an account for the candidate and will notify the candidate by email that their information has been submitted for a vacancy, that an account exists in their name, and how to sign in.

Employers must not submit candidate information for any purpose other than a genuine vacancy for which they are recruiting.

A candidate may ask us to close an account created in these circumstances, and we may do so. Where an account is closed, the employer remains responsible for its own copy of that candidate's information.

Further information about how we handle information submitted in this way is contained in our Privacy Policy.

6. Job seekers

Job seekers must ensure that information submitted through Promptly Employed:

• relates to them;
• is accurate to the best of their knowledge;
• is not deliberately misleading;
• does not impersonate another person; and
• does not infringe another person's rights.

Submitting false information may result in suspension or termination of an account.

Promptly Employed does not guarantee:

• that an employer will review an application;
• that an applicant will be shortlisted or interviewed;
• that an employer will respond within a particular period;
• that a vacancy will remain available;
• that an applicant will receive an offer of employment; or
• any particular employment outcome.

Job seekers are not charged by Promptly Employed to browse or apply for vacancies unless we clearly introduce a separate optional paid service in the future.

A job listing that improperly requires payment by a job seeker should be reported to us.

7. Application status

Employers may use Promptly Employed to manage candidates through recruitment stages. Statuses displayed through the platform may include stages such as:

• application received;
• application reviewed;
• shortlisted;
• first interview;
• second interview;
• hired;
• unsuccessful;
• closed; or
• other recruitment stages made available through the platform.

Application statuses are based on actions taken or information provided by employers.

Promptly Employed does not guarantee that an employer will update a candidate's status immediately or accurately.

Where we become aware of an apparent system error affecting a status, we may correct it.

8. Automated and AI-assisted processing

Promptly Employed uses automated systems, including artificial intelligence services, to provide certain platform functions.

8.1 Employer application analysis

Once an application has been submitted, Promptly Employed may analyse information contained in the application against the employer's job description and stated criteria.

The platform may then provide the employer with features such as:

• an application summary;
• a role-fit score;
• an explanation of the score;
• identification of apparent matches or gaps; and
• a ranked or organised view of applicants.

These outputs are decision-support tools only.

They are based substantially on information supplied by the employer and applicant and may be affected by incomplete, inaccurate, ambiguous or poorly drafted information.

8.2 Information provided to applicants

After an application has been submitted, Promptly Employed may provide the applicant with information generated by automated analysis of their own application, which may include:

• a role-fit score indicating how their application compared with the criteria stated in the job listing;
• a short explanation of that result, including apparent matches or gaps; and
• status information as the application progresses.

This information relates to the automated analysis only. It is not a decision by the employer, does not indicate whether the applicant will be shortlisted or interviewed, and does not constitute career, professional or employment advice.

Automated outputs may be inaccurate or incomplete, and may be affected by the quality and detail of the information supplied by the applicant and the employer.

8.3 No automated hiring decisions

Promptly Employed's automated systems do not independently hire, reject or make an offer to a candidate.

Employers retain responsibility for recruitment decisions.

Employers agree to exercise their own judgment and appropriately review candidate information rather than treating an automated output as conclusive.

8.4 Limitations of automated systems

Automated systems, including artificial intelligence, can produce inaccurate, incomplete or unexpected results.

We therefore do not warrant that any automated score, ranking, summary, analysis or recommendation:

• is error-free;
• identifies the best candidate;
• accurately predicts job performance;
• establishes whether a candidate is qualified;
• reflects all information relevant to a hiring decision; or
• is suitable as the sole basis for an employment decision.

Further information about how personal information is processed, including our use of service providers, is contained in our Privacy Policy.

9. Candidate confidentiality

Promptly Employed does not operate a publicly searchable database of job-seeker résumés.

A job seeker's application information is made available to the employer associated with the vacancy to which the job seeker applies, together with authorised service providers where necessary to operate the platform.

We do not sell job-seeker personal information or sell access to a database of job seekers.

Additional information about disclosure, processing, retention and service providers is contained in our Privacy Policy.

10. Withdrawing applications and deleting information

A job seeker may use available account features to:

• withdraw an application;
• update or remove certain account information;
• delete an uploaded résumé or cover letter; or
• close an account.

Where a job seeker withdraws an application or closes their account, the application, the résumé and any automated analysis associated with it are removed from the employer's view within Promptly Employed. The employer will no longer be able to open, review or download that application through the platform.

Employers acknowledge that this may occur at any time and without notice, and that Promptly Employed is not obliged to retain or restore an application that a job seeker has withdrawn or that belonged to an account the job seeker has closed.

Withdrawing or deleting information from Promptly Employed does not delete copies that were lawfully downloaded or independently retained by an employer before the withdrawal or deletion.

Once information has been downloaded by an employer, Promptly Employed may not be technically able to retrieve or delete that employer's copy.

Employers remain responsible for information retained by them.

Further information about retention and privacy requests is available in our Privacy Policy.

11. Fees, free listings, promotions and payment

11.1 Job seekers

Unless expressly stated otherwise, job seekers may create an account, browse vacancies and submit applications without paying Promptly Employed.

11.2 Employer fees

Employers may be charged for job listings or other employer services.

Applicable prices, listing periods, taxes where applicable, and payment terms will be displayed on the platform, invoice, quotation, order confirmation or other applicable purchasing page before the employer commits to the purchase.

Unless otherwise stated, fees are payable in advance.

11.3 Free listings and promotional credits

We may offer free job listings, promotional credits, trial periods, discounted pricing, launch pricing, founding-employer benefits or other promotional arrangements.

Promotions may be subject to eligibility requirements, usage limits, expiry dates and other conditions communicated with the relevant offer.

Promotional benefits:

• have no cash value;
• may not be resold or transferred unless we expressly permit it;
• may be limited to a particular employer account or period; and
• may expire in accordance with the relevant offer.

Unless we expressly agree otherwise, receiving free or discounted listings does not entitle an employer to the same pricing or benefits indefinitely.

Where we offer launch pricing held for a stated period, that pricing applies to purchases made by the employer during that period. We may change our standard prices at any time; published price changes do not affect a purchase already made.

11.4 Listing period and application allowance

Unless another period is shown at the time of purchase, a paid job listing remains active for the period stated on the relevant order or on the platform, and includes analysis of up to the number of applications stated for that listing (the "application allowance").

A listing closes when it reaches its application allowance or its end date, whichever occurs first, and is then unpublished automatically.

Expiry or closure of a listing does not guarantee that the vacancy was filled.

11.5 Extensions and add-ons

Employers may purchase add-ons that increase a listing's application allowance, extend its period, or both. Add-ons may be purchased while a listing is active, or within 7 days after it closes. After that period, a new listing is required.

Additional days are added to the listing's then-current end date, not to the date of purchase.

There is no maximum overall listing period, provided the employer continues to purchase extensions.

Where automated reminders are sent as a listing approaches its allowance or end date, those reminders are a convenience only. Employers remain responsible for monitoring their listings, and we are not liable for a listing closing because a reminder was not sent, not received or not acted upon.

11.6 Promoted and featured placements

Employers may purchase featured placement on the platform, promotion of a listing on third-party social media platforms, or packages combining the two.

Where a promotional package refers to an estimated number of people reached, that figure is an estimate based on typical past performance and is not a guarantee. Actual reach depends on the role, the audience, and the pricing, policies and delivery decisions of the third-party platform at the time, none of which are within our control.

Third-party platforms may reject, restrict or remove promotional content under their own policies, including policies applying to employment advertising. Where that occurs and the promotion cannot be delivered, we will provide a refund, credit or replacement service for the undelivered portion.

Featured placement affects where a listing appears on Promptly Employed. It does not guarantee any number of views, applications or hires.

11.7 Listing credits

Employers may purchase listing credits in advance, individually or as part of a bundle or subscription plan. One credit publishes one job listing on the terms applying to a standard listing at the time it is published.

Credits are recorded against the employer's account, are not transferable to another account, and have no cash value. Credits do not expire; we will give at least 90 days' notice before introducing any expiry, and any such change will apply only to credits purchased after that notice.

Where a subscription plan provides a monthly allocation of credits, unused credits remain on the employer's balance.

11.8 Subscription plans

Subscription plans renew monthly until cancelled. Fees are payable in advance for each monthly period.

An employer may cancel at any time. Cancellation takes effect at the end of the current paid month, and no further fees are charged after that. Fees already paid for the current month are not refunded.

Credits already on the employer's balance when a subscription is cancelled remain available for use, and any listing already published remains live for its full period.

We may change subscription pricing on 30 days' notice. A price change takes effect at the employer's next renewal after the notice period, and the employer may cancel before then.

11.9 Account users

Each employer account includes a number of user logins at no charge, as stated on the platform. Additional user logins may be purchased.

A user login is for one named individual. Logins must not be shared, and an employer is responsible for activity carried out under any login on its account.

An employer may remove a user and assign that user's place to another individual at no additional charge. Purchased user places are recorded against the account, are not transferable to another account, and have no cash value.

11.10 Launch pricing

Where we offer launch pricing for a stated period, an employer who creates an account within that period pays launch pricing for the items covered by the offer for 12 months from the date the account is created, after which our standard pricing applies.

Launch pricing applies to purchases made by that employer during the 12-month period. It does not apply to items not covered by the offer, and it is not transferable to another account.

11.11 Payment methods

Available payment methods will be stated on the platform, invoice or payment instructions.

Where payment is made by bank transfer:

• the employer must use the required payment reference;
• publication may be delayed until cleared funds are confirmed; and
• bank or intermediary charges deducted from the payment remain the responsibility of the payer.

11.12 Refunds

Unless different terms are clearly stated for a particular purchase:

• an employer may request cancellation of a paid listing before publication for a full refund;
• a listing withdrawn within 24 hours after publication may be eligible for a full refund;
• no refund is ordinarily available after the first 24 hours of publication; and
• no refund is due where a listing is removed because the employer materially breached these Terms.

Nothing in this section limits any refund or remedy that must be provided under applicable law.

Where Promptly Employed is unable to provide a paid service because of circumstances for which we are responsible, we may provide an appropriate refund, credit, replacement service or other remedy.

12. Prohibited conduct

You must not use Promptly Employed to:

• publish fraudulent, deceptive or non-existent vacancies;
• impersonate another individual or organisation;
• collect information for an undisclosed or unlawful purpose;
• charge job seekers unlawful recruitment fees;
• unlawfully discriminate against applicants;
• harass, threaten or exploit another user;
• send spam or unsolicited commercial communications;
• scrape, crawl, harvest, bulk-download or systematically extract platform data;
• republish applicant information;
• republish platform content in a manner that infringes our rights or another person's rights;
• upload malicious code or attempt to interfere with platform security;
• gain unauthorised access to an account, database, server or system;
• reverse engineer or attempt to extract proprietary software except where applicable law expressly permits it;
• manipulate platform functionality or automated assessments dishonestly;
• use automated tools to create excessive platform requests or otherwise disrupt the service;
• circumvent payment or account restrictions;
• facilitate fraud or unlawful activity; or
• use the platform for any purpose prohibited by applicable law.

13. Intellectual property

Promptly Employed and its associated software, branding, interface, graphics, platform architecture, designs, databases, original content and other proprietary materials are owned by or licensed to Promptly Fixed Digital Solutions Ltd and are protected by applicable intellectual-property laws.

Except as expressly permitted, these Terms do not grant users ownership of or a licence to copy, distribute, reproduce, modify or commercially exploit our platform or proprietary materials.

User content

You retain ownership of content that you lawfully own and submit to Promptly Employed.

By submitting content, you grant us a non-exclusive, worldwide, royalty-free licence to host, store, reproduce, process, transmit and display that content to the extent reasonably necessary to:

• provide the platform;
• provide requested features;
• process applications;
• display job listings;
• operate automated analysis;
• maintain and secure the service; and
• comply with applicable law.

This licence ends when the relevant content is deleted from our systems, except where retention is required or permitted by law, necessary for security or dispute-resolution purposes, or forms part of a backup awaiting routine deletion.

You must have the necessary rights to content you submit.

14. Third-party services and technology providers

Promptly Employed relies on third-party technology and service providers to operate the platform. These may include providers of:

• cloud hosting and infrastructure;
• software development and deployment infrastructure;
• artificial intelligence processing;
• email delivery;
• banking or payment services;
• security;
• database storage;
• monitoring; and
• other technical services reasonably necessary to operate Promptly Employed.

Our current technology infrastructure includes Odoo.sh for platform hosting and GitHub in connection with software development, version control and deployment.

Promptly Employed uses Anthropic as its primary provider of artificial-intelligence processing, and OpenAI as a secondary provider used where the primary service is unavailable. Either provider may process information submitted for AI-assisted analysis, depending on service availability at the time.

Third-party providers operate their own systems and may experience interruptions, outages, errors, security incidents or other events outside our reasonable control.

To the fullest extent permitted by law, Promptly Employed is not responsible for loss arising solely from the independent acts, omissions, outages or failures of a third-party provider where those circumstances were outside our reasonable control.

Nothing in this section limits responsibility that cannot lawfully be excluded.

Our Privacy Policy contains further information regarding the processing of personal information by relevant service providers.

15. Platform availability and changes

Promptly Employed is provided on an "as available" basis.

We aim to provide a reliable service but do not guarantee that the platform will always be available, uninterrupted, secure or error-free.

We may carry out maintenance, fix defects, modify platform functionality, add or remove features, introduce new services, update automated systems, or temporarily suspend access where reasonably necessary.

Where practical, we will seek to minimise material disruption.

We are not responsible for interruptions caused by circumstances outside our reasonable control.

16. Suspension and termination

You may close your account at any time using available account functionality or by contacting us.

We may restrict, suspend or terminate an account where we reasonably believe that:

• these Terms have been materially breached;
• the account is being used unlawfully;
• the account creates a security risk;
• fraudulent activity may be occurring;
• another user may be at risk;
• payment properly due remains unpaid;
• continued access may expose us or another person to legal liability; or
• suspension is otherwise reasonably necessary to protect the platform.

Where appropriate, we may give a user an opportunity to correct a breach before termination.

Serious, fraudulent, unlawful or security-related conduct may result in immediate suspension or termination.

Termination does not affect rights and obligations accrued before termination.

Sections concerning applicant information, intellectual property, payments, liability, indemnity, governing law and any other provisions which by their nature are intended to continue will survive termination.

17. Disclaimers

Promptly Employed provides technology intended to facilitate interactions between employers and job seekers.

We do not independently verify every statement, qualification, vacancy, employer, applicant or piece of information submitted through the platform.

Except where applicable law requires otherwise, we do not warrant or guarantee:

• the identity, legitimacy or conduct of every employer or job seeker;
• the accuracy, completeness or truthfulness of every résumé, application or job listing;
• that a vacancy will remain available;
• that an employer will review or respond to every application;
• that an applicant will be interviewed, shortlisted or employed;
• that an applicant will accept or remain in employment;
• an applicant's qualifications, experience, references or suitability;
• an employer's financial condition or ability to employ a candidate;
• the accuracy of a background, reference or employment check performed by another party;
• that the platform will operate continuously or without errors;
• that third-party systems or services will always remain available;
• that information transmitted electronically will never be lost, delayed, corrupted or intercepted;
• that an automated analysis, score, ranking, summary or recommendation will be accurate or complete; or
• that use of Promptly Employed will produce any particular employment or recruitment outcome.

AI-generated information

Artificial-intelligence outputs may contain mistakes, omissions, unexpected interpretations or inaccurate conclusions.

AI-generated scores, rankings, summaries, comparisons, matching information, explanations and other automated outputs are provided as decision-support information only.

They do not constitute professional recruitment advice, an employment recommendation or a decision by Promptly Employed.

Employers remain responsible for reviewing applications and exercising their own judgment.

User-provided information

Promptly Employed is not responsible for inaccuracies, omissions, misrepresentations or unlawful content supplied by employers, job seekers or other users.

Users remain responsible for information they provide through the platform.

Information downloaded by employers

Once an employer downloads, exports, records or independently stores applicant information outside Promptly Employed, that employer is responsible for its handling of that information.

Promptly Employed cannot control, recall or delete copies independently retained by an employer.

Users should exercise appropriate judgment and conduct appropriate checks before entering into any employment or professional relationship.

18. Limitation of liability

Nothing in these Terms excludes or limits liability where such liability cannot lawfully be excluded or limited.

Subject to that limitation and to the fullest extent permitted by applicable law, Promptly Fixed Digital Solutions Ltd, together with its directors, officers, employees, contractors and agents, will not be liable for loss, damage, cost or claim arising from or relating to:

• an employer's decision to hire, reject, interview, shortlist or otherwise deal with an applicant;
• an applicant's decision to accept, reject, commence, continue or leave employment;
• an employment relationship or the failure of an employment relationship to arise;
• the conduct of an employer, applicant or other user;
• inaccurate, incomplete, misleading or fraudulent information supplied by a user;
• an employer's use or misuse of information after downloading or independently retaining it;
• reliance on an automated score, ranking, summary, analysis or other AI-generated output;
• errors or omissions in an automated output;
• a user's failure to independently review information generated by the platform;
• the unavailability, interruption or failure of a third-party service or infrastructure provider where the event was outside our reasonable control;
• temporary interruption, maintenance or modification of the platform;
• unauthorised account access resulting from a user's failure to safeguard their credentials;
• circumstances outside our reasonable control;
• loss of employment opportunity;
• loss of recruitment opportunity;
• loss of profits, revenue, anticipated savings, business opportunity or goodwill;
• loss resulting from interruption of business; or
• indirect, incidental, special, exemplary or consequential loss.

Data and security incidents

We use reasonable administrative, technical and organisational measures designed to protect personal information and the security of the platform.

No online service, electronic transmission method or storage system can guarantee complete security.

To the fullest extent permitted by applicable law, Promptly Employed will not be responsible for loss caused by a cyberattack, unauthorised third-party access, infrastructure failure, malicious activity or security incident that occurs despite our use of reasonable safeguards and is outside our reasonable control.

This does not exclude responsibility arising from our own conduct where applicable law does not permit that responsibility to be excluded.

Liability cap

Where Promptly Employed is found liable and that liability may lawfully be limited, our total aggregate liability arising from or relating to the platform, these Terms or any paid service will not exceed the greater of:

• the total fees actually paid by the claimant to Promptly Employed during the twelve months immediately preceding the event giving rise to the claim; or
• any minimum amount of liability that applicable law does not permit us to exclude or reduce.

Where the claimant has paid no fees to Promptly Employed, liability will be limited to the maximum extent permitted by applicable law.

Nothing in these Terms limits any statutory right or remedy that applicable law does not permit us to exclude.

19. Employer indemnity

To the fullest extent permitted by applicable law, an employer agrees to indemnify and hold harmless Promptly Fixed Digital Solutions Ltd and its directors, officers, employees, contractors and agents from reasonable third-party claims, liabilities, damages, losses and costs arising directly from:

• a fraudulent, unlawful, discriminatory or misleading job listing submitted by that employer;
• the employer's recruitment or employment practices;
• an employment decision made by the employer;
• the employer's unlawful collection, use, retention or disclosure of applicant information;
• candidate information submitted by the employer that it was not entitled to submit, or the contacting of a candidate about such a submission;
• information downloaded or independently retained by the employer;
• a claim by an applicant arising from the employer's actions or omissions;
• infringement of intellectual-property or other third-party rights by content supplied by the employer;
• the employer's violation of applicable employment, discrimination, privacy or other law;
• the employer's misuse of Promptly Employed;
• the employer's material breach of these Terms; or
• the employer's reliance solely on automated information contrary to these Terms.

An employer is not required to indemnify Promptly Employed to the extent that a loss resulted from Promptly Employed's own unlawful conduct or from another liability that applicable law does not permit us to exclude or transfer.

20. Privacy

Our collection and processing of personal information is governed by our Privacy Policy.

Users should review the Privacy Policy before submitting personal information.

By using Promptly Employed, you acknowledge that personal information may be processed using service providers necessary to operate the platform, subject to the safeguards and disclosures described in the Privacy Policy.

Employers that download, store or independently process applicant information are responsible for complying with applicable privacy and data-protection requirements in relation to their own processing.

21. Communications

We may send service-related communications including:

• account-verification messages;
• security alerts;
• application confirmations;
• application-status notifications;
• employer recruitment notifications;
• payment or billing notices;
• important platform announcements; and
• changes to these Terms or our Privacy Policy.

Service communications may be necessary to operate your account and are separate from optional marketing communications.

Marketing communications will be handled in accordance with applicable law and our Privacy Policy.

22. Changes to these Terms

We may update these Terms from time to time.

Where a change is material, we will provide reasonable notice, which may include email or a notice displayed through the platform.

Unless a different period is required by law, we will aim to notify registered users at least 14 days before a material change takes effect, except where an earlier change is reasonably necessary for legal or regulatory reasons, security, fraud prevention, urgent technical requirements, or protection of users.

The current version and effective date will be displayed on the platform.

Continued use of Promptly Employed after revised Terms take effect constitutes acceptance of the revised Terms, to the extent permitted by law.

23. General

Entire agreement

These Terms, together with the Privacy Policy and any additional terms expressly applicable to a purchased service or promotion, form the agreement between you and Promptly Employed regarding use of the platform.

Severability

If any provision is found to be invalid or unenforceable, the remaining provisions will continue in effect.

No waiver

Failure to enforce a provision immediately does not waive our right to enforce it later.

Assignment

You may not transfer your rights or obligations under these Terms without our written consent.

We may transfer our rights and obligations in connection with a merger, restructuring, sale of business or similar transaction, subject to applicable law.

No partnership or agency

Use of Promptly Employed does not create a partnership, joint venture, employment relationship or agency relationship between Promptly Employed and a user.

Headings

Section headings are for convenience only and do not affect interpretation.

24. Governing law and jurisdiction

These Terms are governed by the laws of the Republic of Trinidad and Tobago.

Subject to any rights that cannot lawfully be excluded, the courts of Trinidad and Tobago will have exclusive jurisdiction over disputes arising from or relating to these Terms or use of Promptly Employed.

25. Contact us

Questions, complaints or notices relating to these Terms may be sent to:

Promptly Fixed Digital Solutions Ltd
Trinidad and Tobago

Email: support@promptlyemployed.com
Platform: Promptly Employed