Employer & Job Posting Rules

Genuine opportunities

Post only currently available paid roles you are authorized to recruit for. Identify the hiring organization or disclose an agency role and any lawful confidentiality restriction. Accurately describe duties, location, remote-work eligibility, schedule, employment/contractor status and qualifications. Close filled jobs. No candidate fees, check-cashing, money-transfer, reshipping or misleading business-opportunity schemes. Verify any required professional or recruitment-agency licenses.

Compensation and application information

Every listing must include a good-faith minimum and maximum base pay in USD, pay period, benefits and other compensation, and an application deadline or accurate ongoing-applications statement. Identify permitted remote locations and explain location-based pay differences. State explicitly when no additional compensation or benefits are provided. Do not hide pay behind a link or post implausible ranges.

Assess requirements for the work location, remote locations and recruiting jurisdiction. California rules can cover jobs that may be performed there remotely; Colorado requires specified compensation, benefits and application information. These examples are not an exhaustive survey. Minimum wage, overtime, commissions, employee notices, recordkeeping and classification remain your responsibility. This launch supports positive hourly/annual base pay; commission-only and unpaid listings are not supported.

Fair hiring and accommodation

Use lawful, job-related criteria. No discrimination or discriminatory client preferences based on race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, legally protected age, disability, genetic information or another protected status. No retaliation for asserting rights. These rules cover advertisements, invitations and decisions.

Include an accommodation contact or instructions in the description. Do not request medical or genetic information through the portal. Candidates may redact age, birth date, photographs, graduation dates and education-attendance dates from resumes without penalty. Do not request salary history here. Verify work authorization at the legally appropriate stage without unlawful citizenship or national-origin discrimination.

Applicant information and external tools

Use data only for genuine recruitment and the requested relationship. No scraping, resale, unrelated disclosure or marketing-list enrichment. Provide your own applicant privacy notice, control staff access, secure downloads and comply with retention/deletion duties. Report suspected unauthorized access.

WorkAtlas provides no credit/criminal reports, biometric analysis or background-check service. Registration and applying do not authorize background checks. External checks require separate compliance with the FCRA and relevant local rules, including applicable standalone notice, authorization and adverse-action procedures.

The portal does not automatically rank or reject applicants. Separate AI employment tools require their own legal assessment, notices, audits and consent where required; these terms are not authorization for their use.

Review and records

Listings and edits enter moderation. Reaffirm these rules for every submission. We may request clarification, reject content or suspend access. Request human review in Help. Keep your own required recruitment records; portal deletion or listing expiration does not satisfy an employer’s independent recordkeeping duties.