Signet Terms of Service

Effective: October 17, 2026
Operator: T18R, Inc., a Delaware corporation ("Company"), doing business as "Signet"
Address: c/o Corporation Service Company, 251 Little Falls Drive, Wilmington, DE 19808, USA
Contact: jazz@hiresignet.com

Language. The English and Korean versions of these Terms have equal effect. If they conflict, the Korean version controls for Chapter 2 (Candidates), the candidate-related provisions of Chapter 1, and all provisions on personal data processing and consent for every member. The English version controls for Chapter 3 (Clients), Chapter 4 (Recruiters), and the client- and recruiter-related provisions of Chapter 1. The Japanese and Traditional Chinese versions are reference translations only and have no legal effect.

Chapter 1. General

Section 1. Purpose and Parties

These Terms govern the use of Signet (the website hiresignet.com and related services, the "Service") operated by the Company.
On the Service, Candidates find hiring opportunities, record their own work, prepare applications, and run hiring processes with Clients and Recruiters.
The Company reads Candidate material itself and gives feedback. With the Candidate's consent, the Company also introduces Candidates to Clients through the network the Company has built. The Company additionally provides platform functions such as order listing, matching, consent management, payment collection, and settlement.
Fee-charging employment placement in the Republic of Korea is performed by 주식회사 탤런트버스 (Talentverse), in its own name and under its own registration. That work is carried out by counselors Talentverse engages or employs, under Talentverse's direction and responsibility, and Talentverse contracts with and invoices the Client directly. The Company and Talentverse are separate legal entities. The Company does not place under Talentverse's registration, and does not itself perform fee-charging employment placement in the Republic of Korea. Placement by any other search firm is performed by that firm in its own name and on its own responsibility.
What the Company does is operate the platform, review candidate materials and give feedback, and make introductions a Candidate has consented to. The Company takes no money from a Candidate for any of it. Before an engagement begins, the Company states which entity handles which part and who invoices.
Members review these Terms and expressly accept them before signing up. Chapter 2, 3, or 4 also applies, depending on the member's role.
A separate agreement prevails over these Terms only between its parties and within its agreed scope. A Candidate's consent to share personal data, and rights granted by mandatory law, cannot be replaced or reduced by an agreement with a Client or Recruiter.

Section 2. Definitions

"Candidate" means an individual who joins the Service to find hiring opportunities or receive hiring proposals.
"Client" means a legal entity that joins the Service to post hiring orders, and its authorized staff.
"Recruiter" means a search firm, a lawfully registered sole proprietor, or their staff, who join the Service to find Candidates and submit them to Orders.
"Order" means a hiring engagement a Client posts on the Service.
"Submission" means the act, by the Company or a Recruiter, of recommending a Candidate to a specific Order with the Candidate's consent.
"Placement" means that a submitted Candidate has entered into an employment or engagement agreement with the Order's Client and has started work.
"Placement Fee" means the amount a Client pays for a Placement. It is the placement fee of the business that performed the placement for that engagement. Where the Company collects on another party's behalf, the invoice states the actual creditor and the Company's collection authority. The Company is not automatically the creditor of every Placement Fee.
"Platform Fee" means the consideration a Recruiter pays the Company for the Service, deducted at settlement of the Placement Fee.
"Guarantee Period" means the period after a Placement during which the Placement Fee is conditioned on the Candidate remaining employed. Its length is set per Order.
"Protection Period" means the period during which a Placement Fee is owed if the Client hires a submitted Candidate through any channel. Its scope and length are set per Order.
"Mock Application" means the function through which a Candidate picks one position, submits a resume, and a reviewer at the Company reads it and gives feedback through a report and a conversation. A Mock Application is not an actual application.
"Career Log" means the weekly record a Candidate keeps of their own work, and the function that holds it.
"Credits" means the Mock Application allowances the Company grants Candidates free of charge. Credits are not cash and cannot be bought or sold.
"Mutual Endorsement" means the function through which a Candidate writes about the strengths of someone they have worked with or know well, and that person can write back about the Candidate, and the text written through it.
"Work Email" means an email address on a Client's or search firm's own domain, not a free email service.

Section 3. Accounts

Accounts are created with a mobile phone number. The Company verifies ownership with a code sent by text message. No password is created.
A login remains valid for 90 days after the last verification. Members can sign out at any time from the account screen.
One number, one role. A number registered as a Candidate cannot also hold a Client or Recruiter account, and vice versa. The Company's systems enforce this directly.
If a Candidate profile has no activity (no submissions, consents, Career Log, Mock Applications, Mutual Endorsements, survey, wins, order interests, career history, LinkedIn, or resume), the member may switch the role directly. If there is activity, the member writes to jazz@hiresignet.com. The Company verifies identity and then changes the role or opens a separate account. The Company does not mix material left as a Candidate with material left as a Client or Recruiter.
To change or recover a phone number, the member contacts the Company. The Company changes the number after verifying identity.
Persons under 15 may not sign up. Where a minor's legal act requires the consent of a legal representative, that consent must be obtained.
Members can delete their account from the account screen. Deleted information is destroyed under the Privacy Policy, except where law requires retention.
Accounts and verification codes may not be transferred. Members tell the Company immediately if a number is lost or misuse is suspected. A member is responsible to the extent of their own fault. A member is not automatically responsible for everything done through the account.
Work Email verification for Clients and Recruiters confirms only access to that domain. It does not establish that the Company has verified authority to contract or qualification to conduct employment placement.

Section 4. What the Company Does Itself, and Operators

Within what a Candidate requests or consents to, the Company reads the Candidate's resume, career history, and Mock Application material itself and gives feedback.
The Company may introduce Candidates to Clients through the network it has built. Each such introduction also requires the Candidate's consent for that engagement. Before consent, a Client cannot identify the Candidate. The procedure is in Chapter 2, Section 6, paragraph 6.
Operator accounts designated by the Company may view Candidate, Recruiter, and Client screens to run the Service. Operators handle Candidate information only within the scope of the Candidate's consent.
Clients and Recruiters never see a Candidate's Career Log. Where needed, the Company's coaching staff may review it. Operators also do not view Recruiters' candidate lists, per Chapter 4, Section 5.
The Company does not divert a Client's confidential hiring information or a Recruiter's candidate list to Talentverse's direct headhunting or to any other sales activity.

Section 5. Changes to the Service and to these Terms

The Company may change the Service or suspend parts of it. Changes adverse to members and any discontinuation are announced in advance with their impact and timing. Where security or legal reasons prevent prior notice, notice follows promptly after the action.
The Company may amend these Terms. Amended Terms are posted in the Service at least 7 days before they take effect. Amendments that are adverse or material are posted at least 30 days before and are also sent individually to the affected member's registered email or phone. Where law requires a longer period or separate consent, that requirement prevails.
Silence alone is not acceptance. Material changes to a member's rights or obligations, and matters for which law requires consent, require the member's express acceptance.
Amendments are not applied retroactively to the existing rights of members who have not accepted them, or to agreements already concluded. A member may end their use by deleting the account.

Section 6. Prohibited Conduct and Sanctions

Members must not:
1. sign up with false information or put false statements in orders, submissions, profiles, Mock Application material, or Mutual Endorsements;
2. use or transfer Candidate information without the Candidate's consent;
3. deal directly with a counterparty met through the Service, outside the Service, to avoid agreed fees;
4. perform placement work under another person's name or registration, or lend their own registration to others;
5. send unwanted repeated contact or spam, collect data by automated means, or resell data;
6. discriminate on the basis of nationality, gender, age, disability, or any other ground prohibited by law;
7. interfere with the Service's security or bypass access restrictions;
8. otherwise violate applicable law or these Terms.
Depending on the conduct and its impact, the Company may request correction, remove content, issue a warning, restrict features, revoke approval, or suspend or terminate the account. The Company may claim damages it suffers.
Before a sanction, the Company informs the member of the reason and gives an opportunity to remedy. In urgent cases such as a data leak or fraud, the Company takes the minimum necessary action first and states the reason without delay.
Members may appeal to jazz@hiresignet.com. A person at the Company reviews the material and communicates the outcome.
The Company does not forfeit settlement amounts already fixed merely because it has restricted a member's use. Disputed and undisputed amounts are handled separately.

Section 7. Content and Intellectual Property

Members own the posts, Career Log entries, profiles, and Mock Application material they put on the Service.
Members grant the Company permission only to the extent needed to provide the service the member requested and to carry out publication or transmission the member authorized. This permission is non-exclusive.
These Terms alone do not give the Company permission to publish a member's records or resume as advertising or as a success story, or to train general-purpose artificial intelligence models on them. Such use requires the member's separate consent or another lawful basis.
When a member deletes their account or ends their use, the Company stops using the material, except as needed for retention required by law, for a pending dispute, or for ordinary backup deletion cycles.
The Service's screens, copy, logos, software, and editorial content created by the Company belong to the Company or the relevant rights holder. Members may not reproduce or sell them beyond normal use of the Service.
The Company may remove content that violates law or these Terms.

Section 8. Liability

Each party compensates, under applicable law, loss it causes the other through its breach of these Terms or its fault.
The Company does not guarantee any Placement. This does not shift onto other members the Company's own responsibility for the platform, the content, the feedback, and the privacy work it performs.
The Company does not warrant the truth of information Clients and Recruiters enter into the Service. Members must verify counterparties themselves. Where the Company has itself verified and labelled a statement, the Company is responsible within the scope of that label.
The Company is not a party to any employment or placement agreement between a Client and a Candidate, a Recruiter and a Candidate, or a Client and a Recruiter. The Company is also not a party to a direct headhunting agreement concluded by Talentverse.
The Company is not released from liability for its own intentional misconduct or gross negligence, for breach of data-protection duties, or for any liability that law does not permit to be limited.
A cap on liability or an exclusion of special damages between the Company and a Client or Recruiter requires clear mutual agreement in a separate contract. No liability cap applies to Candidates.
The Company is not liable for events caused by force majeure, network failure, or failure of third-party services, to the extent it is not at fault.

Section 9. Governing Law, Disputes, and Language

Agreements between the Company and a member are governed by the laws of the State of Delaware, USA. The mandatory consumer protection and personal data protection laws of the member's country of residence prevail over this Section.
Candidates are not required to arbitrate or to waive class actions. A Candidate may bring proceedings in the courts of their country of residence, and a Candidate residing in the Republic of Korea may bring proceedings in Korean courts.
Disputes between the Company and a Client or Recruiter are first discussed in good faith. If that does not resolve them, they are resolved in a court of competent jurisdiction. Arbitration applies only where the scope, rules, language, seat, and costs are agreed separately in writing.
The Company and a Client or Recruiter may agree to a different governing law and forum for a specific Order or in a separate agreement. That agreement then prevails. Talentverse's direct headhunting agreements are governed by the law and forum stated in those agreements.
The English and Korean versions have equal effect. If they conflict, the Korean version controls for Chapter 2, the candidate-related provisions of Chapter 1, and all provisions on personal data processing and consent for every member. The English version controls for Chapters 3 and 4 and the client- and recruiter-related provisions of Chapter 1. The Japanese and Traditional Chinese versions are reference translations only and have no legal effect.

Section 10. Notices

The Company notifies members through in-Service notices, the registered email, or text message.
Members notify the Company at jazz@hiresignet.com. Legal notices are sent to the address in Section 11.

Section 11. Business Information

Platform operator: T18R, Inc. · c/o Corporation Service Company, 251 Little Falls Drive, Wilmington, DE 19808, USA · jazz@hiresignet.com

Direct headhunting: 주식회사 탤런트버스 (Talentverse) · Representative: 김학태 · 서울특별시 강남구 테헤란로 33길 18, 한국철강빌딩 6층 · Business registration 118-86-02526 · Paid employment placement registration 제2022-3220250-14-5-00021 · 010-7749-4936 / 010-8850-8218 · knock@talentverse.co.kr

Talentverse's registration covers Talentverse's own employment placement business. It does not substitute for the registration or licence of any other entity or individual. Placement work by other search firms on the platform follows those firms' own agreements.

Chapter 2. Candidate Terms

This Chapter applies to Candidates. If the versions conflict, the Korean version controls.

Section 1. Free of Charge

Candidates use the Service free of charge. Sign-up, viewing and reading job listings and their explanations, the Career Log, Mock Applications and feedback, receiving position suggestions, career consultations, actual applications, and hiring connections are all free.
Neither the Company, nor Talentverse, nor any Recruiter or search firm participating in the Service asks for or takes money from Candidates under any name, including placement fees, consultation fees, training fees, deposits, and success fees. There is no paid-consulting exception.
Fee disputes involving Clients or Recruiters are not passed on to Candidates. A Candidate asked to pay may report it to the Company.

A Candidate's information goes to an engagement's Client and the responsible business only when the Candidate consents to that engagement. Before consent, neither the Client nor the Recruiter can identify the Candidate. The same applies where the Company introduces the Candidate itself.
Consent is obtained on the in-Service consent screen. The screen shows the recipients (the actual names of the Client and the responsible search firm or Recruiter), purpose, items, retention period, the right to refuse, and cross-border transfer details. The text of the consent screen is authoritative. See the separate document "Candidate Consent to Third-Party Provision and Cross-Border Transfer."
If a change of contact person changes the recipient, the Company repeats the necessary process. Recipients or items the Candidate has not reviewed are not added afterward.
A Candidate may withdraw consent at any time. On withdrawal, any ongoing Submission ends, and the Client and Recruiter destroy the Candidate's information under Chapter 3, Section 6. Information already transferred is handled under the consent given at that time and under applicable law. Records that law requires to be retained may be held separately, restricted to that purpose.

The Company collects a mobile phone number at sign-up and verifies the Candidate with a code sent by text message.
The Company also collects the Candidate's name, year of birth, and current job title at sign-up. All three are required. A Candidate can change them at any time from the account screen after signing up.
The Company uses the year of birth to read years of experience and to handle procedures with age requirements. The Company does not screen Candidates out on the basis of age, and Clients and Recruiters may not discriminate on the basis of age.
A Candidate may register an email address. To submit a Mock Application, the registered email must be verified.
Candidates keep their information accurate and update it when it changes.
How these items are used and how long they are kept is stated in the Privacy Policy.

Section 4. Profile

The Company reads the LinkedIn URL and resume a Candidate provides and organizes the career history, using an artificial intelligence model. Candidates may correct the result, and the Company uses only what the Candidate has confirmed.
Where the Company enriches a Candidate's information from an external data provider, the source is shown on the profile.
Candidates can obtain a record of who viewed their profile and when, as described in section 8 of the Privacy Policy.

Section 5. Career Log

The weekly Career Log a Candidate keeps belongs to the Candidate. One entry covers one week, and a week begins on Monday, Korea time. Writing again in the same week overwrites that week's entry.
The Career Log is not shown to Clients or Recruiters. Where needed, the Company's coaching staff may review it. The Company's access controls keep anyone else from reading it.
The Company processes the Career Log only as needed to store it, show it back to the Candidate, and provide coaching. If a Candidate asks the Company to turn Career Log entries into resume or interview material, or to summarize them, the processing involved in that request is described on the relevant screen and in the Privacy Policy.
Consenting to apply to an Order does not send the Career Log along with it. Only entries or excerpts the Candidate selects and exports are transferred, within the scope of that consent.
Candidates must not enter other people's personal information, trade secrets, or customer or company material they have no authority to disclose. Candidates may remove real names and identifiers and write about their own contribution.
The Company reviews the Career Log only where coaching requires it or where law requires it. Where law requires access, the Company records the fact and the reason and tells the Candidate unless law forbids it.
The "wins" feature described in Chapter 2, Section 4 of the v1.0 Terms is a different feature from the Career Log. Material kept in wins is handled under the Privacy Policy.

Section 6. Mock Applications and Feedback

A Mock Application lets a Candidate see how their experience reads for a chosen position and improve their application material. The Candidate submits a resume file and, optionally, a short note.
A Mock Application by itself does not submit an application to a Client. Mock Application material and its results are not transferred to any Client or Recruiter without the Candidate's consent.
Mock Applications are read and written by a reviewer at the Company, as a person. If the Company later also uses automated analysis, it says so on the relevant screen beforehand. Where a service states that a specific expert reviews the material personally, that expert does perform the review.
Feedback is an opinion based on the material submitted and the hiring requirements at that time. It does not guarantee an offer, an interview, or a compensation increase, and it does not replace the Client's official evaluation. Candidates may check the facts and correct their own material.
To submit a Mock Application, a Candidate must have completed phone verification and email verification and must hold at least one Credit.
If the Company wishes to recommend a Candidate to a Client on the basis of Mock Application material, it follows this order.
1. The Company summarizes for the Candidate what it would send to the Client.
2. The Candidate consents or declines. Declining carries no disadvantage for any other use of the Service.
3. Only after the Candidate consents does the Company send the material, and the time of sending is recorded.
4. To change what is sent, the Company shows the Candidate the new version and obtains consent again.
A Mock Application against a job listing the Company itself collected and published is for practice only and is not passed to a Client as a recommendation. Positions that can lead to a recommendation are marked as such in the Service.
If the Company needs to send material to an external expert for review, it discloses the recipient and the items and obtains separate consent.
To use Mock Application material for an actual application, the Candidate goes through the process in Section 10 again.

Section 7. Credits

The Company grants Credits free of charge. A Candidate receives 3 Credits each month, counted by Korea time. Unused Credits carry over, and a Candidate may hold at most 15 Credits at one time. A Candidate already holding 15 receives only what fits up to 15 in that month's grant.
If a Candidate has not used the Service for a while, the Credits for the intervening months are granted together at the next use, within the cap in paragraph 1.
Credits are used for Mock Applications. Submitting one Mock Application uses 1 Credit.
If a Candidate cancels a Mock Application before review begins, or the Company cannot carry out the review and closes the case, 1 Credit is returned. If the Candidate already holds 15 Credits at that moment, the cap prevents the return. The Company states this on screen.
Credits are not cash. They cannot be bought, converted to cash, withdrawn, or transferred. The Company does not sell Credits and does not collect national ID numbers or bank account details in order to grant them.
Credits do not expire. The Company does not remove Credits merely because time has passed.
Credits obtained improperly are reclaimed. Credits are lost when an account is deleted.
The Company may change or end the Credits program. A change adverse to Candidates is announced 30 days in advance under Chapter 1, Section 5, and that notice states what happens to Credits already accrued.

Section 8. Mutual Endorsements

Through Mutual Endorsements, a Candidate may write about the strengths of someone they have worked with or know well, and that person may write back about the Candidate. If the Candidate writes first for someone who has not joined, the Company creates an invite link and the Candidate passes it on personally. The Company does not contact that person separately. The endorsement is connected to a person only when the person who opens the link comes in as a Candidate and accepts it as being about them.
An endorsement contains a name for the other person (before they accept it; a nickname is fine), how the two know each other, the company and years they worked together, and strengths. Endorsements contain strengths only. There is no field for weaknesses or scores.
Only the Candidate who wrote an endorsement, the Candidate it is about, and the Company's operators read an accepted endorsement. Before it is accepted, only the writer reads it, and the Company only stores it to pass it on. However, if that person asks to see or delete the endorsement, or it is reported as breaching this Section, the Company checks it to the extent needed to handle that. Clients and Recruiters cannot see endorsements, and the Company does not give the text or the writer's name to any Client. The Company uses an endorsement only to describe, in its own words, the strengths it has read when it recommends that Candidate to a Client. That recommendation also requires the Candidate's consent for the engagement under Section 2.
An endorsement is not a reference check. Clients cannot ask for endorsements. The Company does not use endorsements in place of the reference checks in Section 10, paragraph 4.
A Candidate who writes an endorsement must:
1. write only strengths they experienced themselves and believe to be true, without exaggerating or inventing anything;
2. not include anyone's contact details or identification numbers such as resident registration numbers, or sensitive information such as health;
3. not include trade secrets of a current or former employer or client, or material they have no right to disclose;
4. not write about someone they know does not want to be written about.
A Candidate who posts an endorsement permits the Company to use it within the scope of paragraph 3. The rights in the text stay with the Candidate who wrote it.
The writer may delete their endorsement at any time, and may edit an endorsement once it has reached the other person. The Candidate an endorsement is about may remove it directly in the Service or ask for its deletion at jazz@hiresignet.com, and the Company deletes it without delay on request. A removed endorsement is deleted, and endorsements from its writer are no longer delivered to that Candidate. If either person deletes their account, the endorsement is deleted too.
An endorsement sent by invite link is deleted if the person it was sent to does not accept it within 30 days of writing.
Mutual Endorsements carry no reward. The Company gives no money, Credits, or other benefit for writing or receiving an endorsement. An endorsement does not guarantee hiring.
The Company may delete an endorsement that breaches this Section or Chapter 1, Section 6, or ask the writer to correct it.

Section 9. Job Listing Explanations and Content

The Company explains the role, responsibilities, and requirements in plain language using the original job listing, and describes the business using public material or material the Client provides. It may do so in text, images, or video.
The Company checks the original material and its sources, distinguishes facts from estimates and opinions, and states the reference date and scope of figures. Unverified numbers such as Korean team size are not presented as confirmed. Content that is sponsored or advertised, or in which the Company has an interest, is labelled as such.
A listing explanation is neither an employment contract nor a hiring commitment. Actual duties, compensation, and working conditions must be confirmed against the Client's current terms and the final employment agreement. Where the Company finds a material discrepancy or error, it checks and then corrects, labels, or removes the content.
Showing a third party's company name, logo, or career example does not mean there is a client relationship, partnership, endorsement, or hiring outcome between that company and Signet. Where such a relationship exists, it is disclosed.

Section 10. Position Suggestions and Actual Applications

Candidates may choose to receive position suggestions matched to their interests, experience, and timing. Opting in does not disclose a profile to Clients and is not consent to an actual application.
An actual application starts only when the Candidate consents on that engagement's consent screen. The Company shows the recipients, purpose, items, retention period, and cross-border transfer details under Section 2.
Candidates may stop an application in progress at any time.
The Company does not contact a Candidate's current employer, run reference checks, or recommend a Candidate to another position without the Candidate's request. Reference checks proceed only after the target, purpose, and scope are explained and separate consent is obtained.
Clients decide whether to hire, and Candidates decide whether to join. Fees payable by Clients or Recruiters must not restrict a Candidate's career choices.

Section 11. Direct Contact

If a Candidate and a Client or Recruiter choose to proceed outside the Service, what follows is outside these Terms and the Company's protection.
A Candidate who is contacted about an engagement they did not consent to may report it to the Company. The Company sanctions the Client or Recruiter under Chapter 1, Section 6.

Section 12. Deletion

Candidates may delete their account at any time. Deletion is treated as withdrawal of consent for all ongoing Submissions.
The Company destroys information under the Privacy Policy. Before deletion, the Company tells Candidates how to download records they want to keep, such as Career Log entries and Mock Application reports. Deleting the account also deletes the Mutual Endorsements the Candidate wrote and received.

Chapter 3. Client Terms

This Chapter applies to Clients. If the versions conflict, the English version controls.

Section 1. Eligibility and Authority

Client accounts are verified with a Work Email. The email domain determines affiliation. Client accounts cannot be created with free email addresses.
The first member on a domain becomes the owner; later members become hiring managers. The owner manages hiring managers and sets each Order's visibility and fee terms.
A Client member warrants that they have authority to accept these Terms on behalf of the Client. Where the person managing the account differs from the person who signs contracts, the Client tells the Company who holds that authority.
The Client promptly withdraws access from staff who have left.
The Company may hold or refuse an application from a false Client, a listing impersonating another company, or an applicant who does not provide the required verification material. Verification by the Company does not warrant the Client's solvency or every statement in its listings.

Section 2. Which Entity You Contract With

Before use begins, the Client confirms which service it is contracting for and with whom.

Service	Work performed	Contracting and invoicing entity
Platform	Order listing, content editing, matching, process management	T18R, Inc.
Direct headhunting	Role definition, candidate search and recommendation, interview coordination, and other agreed work	주식회사 탤런트버스 (Talentverse)
Placement by a participating search firm	Search and recommendation for engagements that firm has accepted	The search firm named in the Order

Where the Company collects on another party's behalf, the Order and the invoice state the actual creditor, the Company's collection authority, the payment account, and the effect of payment.
A consultation request alone creates no exclusive mandate, no paid order, and no obligation to pay a fee.

Section 3. Orders

Clients state accurately in each Order the actual employer, the role, responsibilities, qualifications, work location, employment type, compensation range, Placement Fee terms, Guarantee Period, and other information needed to assess the Order. Agency, dispatch, and contracted-work hiring is labelled so the real employment relationship is clear.
Every Order must show a compensation range. Where the law of the work location requires pay disclosure, meeting that requirement is the Client's responsibility.
Clients may open an Order to all approved Recruiters or only to designated Recruiters or search firms. Orders are not automatically shown to every Recruiter, and no particular number of Candidates is recommended. Exclusivity, candidate counts, and response deadlines become obligations only if separately agreed.
Clients may close or pause an Order at any time. Obligations toward Candidates already submitted remain. Clients update a listing immediately when it closes or its terms change.
False vacancies, unlawful roles, discriminatory conditions, listings that ask job seekers for money, and sales or training recruitment disguised as hiring are prohibited.

Section 4. Client-Supplied Content

Clients must hold the rights to the job descriptions, photographs, trademarks, and interview material they give the Company. The Company edits, translates, and produces text or video from that material only for the purposes and channels the Client approved.
Edits that change compensation, duties, or application requirements, and disclosure of a Client's non-public information, require the Client's prior confirmation.
A Candidate's case study, photograph, or interview is not used without that Candidate's separate permission.

Section 5. 72-Hour Response

Clients respond to each Submission within 72 hours. A response is one of: proceed to interview, hold, or decline.
Late responses lower the Order's visibility. Repeated lateness allows the Company to pause the Order.

Section 6. Use and Destruction of Candidate Information

Clients use Candidate information only within the hiring purpose and the items the Candidate consented to, and allow access only to staff who need it for that work. Storing, copying, redistributing, or using it for any other purpose is prohibited.
Without a separate basis, Clients do not pass Candidate information to affiliates, outside agencies, or other engagements, and do not add it permanently to a talent pool. Clients may not request a Candidate's Career Log.
Clients do not contact a Candidate outside the scope of the Candidate's consent. Reference checks and contact with a current employer happen only after prior explanation and the Candidate's separate consent.
When a Client marks a Submission as declined, access to that Candidate's details in the Service ends immediately. The Client promptly deletes any downloaded files, transcribed notes, and forwarded copies. The Company asks the Client to confirm deletion on the decline screen.
For a Placement, the Client may access the Candidate's information until 90 days after the start date, then handles it as in paragraph 4. Material that law requires to be retained, or that is needed for a specific dispute, may be held separately under a stated basis and period and is not used for hiring.
A Client that learns of a Submission made without the Candidate's consent stops its review and tells the Company.

Section 7. Placement Fee

Platform consideration and placement fees are kept separate. The Company does not double-charge a fee the Client has not agreed to.
The amount or rate of the Placement Fee, the compensation it is calculated on, taxes and currency, the payment timing, the Guarantee Period, and the handling if the Candidate leaves within the Guarantee Period (replacement search or refund percentage) are set per Order. These Terms contain no figures. Placement fees in the Republic of Korea follow the statutory requirements and caps applicable to that work.
Guarantee or refund terms that were not agreed are not created and applied afterward.
Clients report a Placement within 7 days of learning of it. If an unreported Placement is discovered, the late-report surcharge set in the Order is added to the Placement Fee.
Late payments accrue interest at the rate set in the Order. Interest and additional costs are agreed in advance and applied only as far as law permits.
A Client that disputes an invoice may state the grounds and scope and ask for a review. Undisputed amounts are paid as agreed, and the parties examine the evidence for disputed amounts.
Clients do not pass fees or refunds on to Candidates.

Section 8. Protection Period

If a Client hires a Candidate submitted to an Order, through any channel, within the Protection Period, that Order's Placement Fee is owed. This applies even if the Order has been closed.
The companies and roles covered, the length and start date, and the exceptions are set in the Order. If nothing is set, the period is 12 months from the submission date. Coverage is not unilaterally extended to every affiliate and every role.
Paragraph 1 does not apply if the Client proves it was already in a hiring process with that Candidate before the submission. Proof consists of contact or interview records within the 12 months before the submission date and is provided within 5 business days of the submission.
The Protection Period is a condition for setting fees between the Client and a business. It does not mean ownership of a Candidate and does not restrict a Candidate's applications or moves.

Section 9. Duplicate Submissions

Where the same Candidate is submitted to the same Order through more than one route, priority is decided by the Submission that carried the Candidate's prior consent and actually delivered material fitted to that Order. Registering a name first, or uploading without consent, gives no priority.
Where those conditions are equal, the Submission with the earlier timestamp recorded in the Service prevails.
A person at the Company reviews the existing process status, the consents, the valid submission times, and the material the parties provide, and communicates the outcome and how to appeal. Fee entitlement under a separate contract follows that contract and the parties' agreement and is not changed by the Company's review alone.

Section 10. Feedback

Clients record an outcome for every Submission. Feedback is visible to the Recruiter, and the Company may relay a summary to the Candidate.

Section 11. Compliance

Complying with the hiring laws of the work location (anti-discrimination, pay disclosure, hiring procedure, personal data) is the Client's responsibility.

Section 12. Confidentiality and Conflicts of Interest

Clients do not disclose outside the Service information received from Recruiters and Candidates. Recruiters and Candidates do not disclose outside the Service information about a Client learned from an Order. Information already lawfully public, information obtained independently, and disclosure required by law are excepted.
Where Talentverse and an outside search firm both work on the same engagement, the Company states in advance each party's scope of work and information and the basis for allocation and settlement.

Section 13. Termination

A Client may ask to stop new work. Consideration for work already performed, any valid Protection Period, and the handling of Candidates in progress are settled under that Order. Cancelling a mandate does not by itself make the full success fee payable.
Material breaches generally receive an opportunity to remedy. For urgent matters such as unlawful conduct or a data leak, necessary access restrictions may come first.

Chapter 4. Recruiter Terms

This Chapter applies to Recruiters. If the versions conflict, the English version controls.

Section 1. Status

Recruiters are independent contractors. No employment, agency, or partnership exists between the Company and a Recruiter. Recruiters may not speak or make commitments on behalf of the Company, Talentverse, or a Client.
The party to these Terms is the actual contracting entity, that is the search firm or the lawfully registered sole proprietor. Its staff act within the authority that entity grants them.

Section 2. Registration and Licensing

Recruiters must hold the registration or licence required by the law of each jurisdiction in which they perform placement work. For example: fee-charging job placement business registration in the Republic of Korea, a fee-charging employment placement licence in Japan, and a private employment services agency permit in Taiwan. Recruiters employed by a search firm may rely on the firm's registration together with proof of employment.
Recruiters submit proof of registration or licence at sign-up and renew it promptly when it expires or changes. The Company gives notice before expiry. Without valid proof, approval is suspended and submission features stop.
Recruiters do not perform placement work under the name or registration of the Company or of Talentverse. Placement is performed under the Recruiter's own registration and responsibility. An individual employee may not present themselves as holding the firm's registration, and no one may borrow another entity's registration to trade.
Taking part in Talentverse's direct headhunting requires a separate collaboration agreement setting out who performs the work, supervision and responsibility, fees, and the invoicing and settlement route. These Terms alone give no authority to act for Talentverse.
Complying with the fee caps, written-agreement, record-keeping, and reporting requirements of the applicable jurisdiction is the Recruiter's responsibility. The Company shows the occupational classification and compensation range on each Order to assist.

Section 3. Verification and Approval

Recruiter accounts are verified with a Work Email. Recruiter accounts cannot be created with free email addresses.
Recruiters provide a link evidencing their track record and the proof in Section 2. Once the Company approves, Orders become visible. Receipt of an inquiry alone creates no approval and no submission rights.
The Company may revoke approval for: false information, submissions without consent, circumvention, expiry of registration or licence, repeated complaints from Candidates or Clients, prolonged inactivity, or other breaches of these Terms.
Except in urgent cases, the Company gives an opportunity to remedy, and a person reviews any appeal.

Recruiters cannot submit a Candidate who has not gone through the Service's consent screen.
Recruiters explain to the Candidate the actual Client and role and their own firm and role, and confirm the Candidate's interest in that engagement and willingness to share information. The consent screen shows the Recruiter's name or the Recruiter's firm.
Each Submission states accurate and current career material, experience relevant to the requirements, and specifically why the Candidate fits the Order. The Company may return Submissions that reuse the same text across Orders. Career history, compensation, hiring status, and Candidate consent must not be fabricated.
Holding a Candidate's contact details or resume does not by itself create authority to upload them, send them to a Client, or recommend the Candidate for another role. Recruiters must have a lawful basis for the processing and keep evidence of it.
Recruiters do not contact a Candidate's current employer or run reference checks without the Candidate's prior consent. Recruiters take no money from Candidates under any name, including placement, consultation, or training fees and deposits.
The Company may limit the number of Submissions per Order. Limits are shown in the Service.

Section 5. Your Candidate List

The candidate list a Recruiter registers in the Service belongs to the Recruiter. The Company's operators do not view it.
The Company uses the list for one purpose only: telling the Recruiter when a new Order fits someone on it. The Company does not contact people on the list.
The Company does not hand a Recruiter's private candidate list to Talentverse's direct headhunting or to another Recruiter's sourcing, and does not divert it to any other use.
If a person on the list asks for their information to be deleted, the Company deletes it and informs the Recruiter.
A Candidate signing up to Signet independently, or making contact through another lawful route, is not by itself an infringement of the Recruiter's rights.

Section 6. Confidentiality

Recruiters do not disclose outside the Service a Client's name, compensation, or hiring plans learned from an Order. Recruiters tell Candidates only what is needed for the Submission.
Recruiters confirm in advance the scope and channels in which a company name, compensation, or job description may be posted externally. Even in permitted promotion, Recruiters do not present themselves as staff of a Client or of the Company.
Confidentiality continues after an account ends, until the information is lawfully public or no longer needs protection.

Section 7. Non-Circumvention

Recruiters do not hide a recommendation, contract, or start date, and do not trade under another name, in order to avoid an agreed Placement Fee or Platform Fee on an engagement run through the Service.
The clients, engagements, period, and scope protected, and the exceptions for pre-existing business relationships, are set in the Order or in the participation terms. Dealings with every company visible on the Service, and a Recruiter's pre-existing independent client business, are not blanket-prohibited.
Any restriction on recruiting a client's employees requires specific agreement on the people, the period, and the conduct covered. It does not block a Candidate's own voluntary application and does not extend automatically to every affiliate.
Where circumvention is established, the Company may claim actual loss within the agreed scope and under applicable law, and may terminate the account. Unpaid settlement amounts are not automatically forfeited.

Section 8. Conflicts of Interest

Recruiters inform the Company before submitting if they are progressing the same Candidate with the same Client through another channel, or have a special relationship with the Order's Client.
The Company likewise discloses in advance the relationships and criteria that can affect allocation and assessment, such as Talentverse and outside Recruiters working on the same engagement.

Section 9. Settlement

The Placement Fee belongs to the business that performed the placement for that engagement. Where the Company collects on another party's behalf, the collection mandate, the collection account, the effect of the Client's payment, and the settlement obligation are set out in writing.
Where the Company handles settlement, it collects the Placement Fee from the Client, deducts the Platform Fee, and pays the Recruiter. The Company provides a statement showing the amount collected, the reason for and calculation of deductions, the scheduled payment date, and the reason for any non-payment.
Payment is made after the Guarantee Period set in the Order ends. If the Candidate leaves within the Guarantee Period, payment is withheld or amounts already paid are recovered under the Order's terms. Set-off applies only where set-off is legally available and the amount is fixed or agreed by the parties. Undisputed amounts on other engagements are not withheld without reason.
A refund owed to a Client is not automatically passed on in full to the Recruiter. Any repayment obligation is calculated from the relevant contract, the reason, fault, and the fee already paid.
To receive settlement, Recruiters register settlement details (identity verification, payout account) matching the contracting entity. Taxes are the Recruiter's responsibility. The Company files tax reports required by law.
The Platform Fee rate is posted in the Service. Changes are announced 30 days in advance under Chapter 1, Section 5. Terms of engagements already accepted are not changed retroactively without the Recruiter's consent.

Section 10. Termination

Recruiters may stop accepting new engagements or ask to close the account. Submissions in progress are handed over or ended after confirming the Candidate's wishes and the scope of sharing, and settlement follows this Chapter.
An account ending does not extinguish a claim to fees that arose lawfully before it. The Company separates disputed from undisputed amounts and gives the Recruiter the fixed settlement statement.
Even where the Company revokes approval under Section 3, paragraph 3, settlement amounts already fixed are not forfeited in bulk. Settlement on engagements directly connected to the breach may be withheld until the facts are established.

Supplementary Provisions

These Terms take effect on October 17, 2026.
On September 17, 2026 the Company posts in the Service the reason for the change, the before and after content, and the effective date, and also notifies members individually at their registered email or phone. 2-1. For members who sign up on or after September 17, 2026, these Terms apply from the moment they accept them at sign-up. A new member has no agreement under v1.0, so there is nothing to wait for. These Terms are shown on the sign-up screen. 2-2. For members who signed up before September 17, 2026, these Terms apply from October 17, 2026, and v1.0 applies until then. v1.0 is available on request at jazz@hiresignet.com.
These Terms also apply to members who signed up before they took effect. Matters that require express acceptance under Chapter 1, Section 5, paragraph 3 apply to a member only after that member accepts them.
The Points program in Chapter 2, Section 5 of v1.0 ends when these Terms take effect, and the Credits program in Chapter 2, Section 7 takes its place as the Candidate's in-Service benefit. Points accrued before the effective date lapse on that date and are not converted into cash, Credits, or any other benefit.
Any part of these Terms that is less favourable to a member than v1.0 applies to that member only after that member expressly accepts it. It is not applied retroactively to agreements concluded before the effective date.
Some Service screens may not be open on the effective date. A closed screen does not remove the provisions of these Terms that concern it, and the Company announces in the Service when a screen opens.
Prior versions (v1.0, v2.0, v2.1) are available on request at jazz@hiresignet.com.
Version 2.1 tidies the provisions on Points and adds Chapter 2, Section 8 (Mutual Endorsements). For members who sign up on or after September 28, 2026, it applies from the moment they accept it at sign-up; for members who signed up before that date, it applies from the date in paragraph 1. However, if a member who signed up before that date agrees to Chapter 2, Section 8 when writing or accepting a Mutual Endorsement, that Section applies to them from that time.
Version 2.2 changes the following from version 2.1. In Chapter 2, Section 8, a Candidate may remove a received endorsement directly, and endorsements from its writer are then no longer delivered to that Candidate; before an endorsement is accepted only the writer reads it and the Company only stores it, except that it is checked to the extent needed when access or deletion is requested or a breach is reported; and the name for the other person is kept only until they accept, and a nickname is fine. In Chapter 2, Section 4, paragraph 3, the view log is obtained as described in section 8 of the Privacy Policy. The wording of Chapter 1, Section 2, paragraph 3; Chapter 1, Section 6, paragraph 1; Chapter 2, Section 1, paragraph 3; Chapter 2, Section 10, paragraph 4; Chapter 4, Section 1, paragraph 2; Chapter 4, Section 2, paragraph 3; and Chapter 4, Section 5, paragraph 3 was aligned so that the Korean and English versions say the same. For members who sign up on or after September 29, 2026, it applies from the moment they accept it at sign-up; for members who signed up before that date, it applies from the date in paragraph 1. However, if a member who signed up before that date agrees to Chapter 2, Section 8 when writing or accepting a Mutual Endorsement, that Section applies to them from that time.