Duey Terms of Service

Welcome to Duey (“Duey,” “we,” “us,” or “our”). These Terms of Service (“Terms”) govern your access to and use of the Duey website, mobile apps, job search tools, resume editor, AI tools, messaging features, employer services, and all related offerings (collectively, the “Services”).

By accessing or using the Services, you agree to these Terms and our Privacy Policy. If you do not agree, you may not use the Services.

1. Overview of the Services

Duey is a digital employment platform that enables job seekers to discover opportunities and employers to find talent.

1.1 For Job Seekers

The Services for job seekers may include:

• Job search and browsing
• Personalized job matching and alerts
• Resume editor and AI-powered tools
• Messaging with employers
• Privacy features including protected-contact forwarding (masked email/phone)
• Company reviews, salary insights, and level/career ladder information

1.2 For Employers

The Services for employers and recruiters may include:

• Job posting and job management
• Sponsored job advertising
• Messaging with candidates
• Resume database access (subject to candidate visibility and permissions)
• Hiring tools and AI-enhanced filtering
• Partnerships for distribution and promotion of jobs

Duey is not an employer, staffing agency, recruiter, or representative of any employer, and is not a party to any employment relationship between users.

2. Eligibility

You must meet all of the following requirements to use the Services:

• Be at least 16 years old, and of legal working age in your jurisdiction for the type of work you seek.
• Be able to form a binding legal agreement.
• Use the Services only for lawful, employment-related purposes.

If you use the Services on behalf of a company or other entity, you represent and warrant that you are authorized to bind that entity to these Terms.

3. Accounts & Security

You must:

• Provide accurate account information and keep it updated.
• Maintain the confidentiality of your login credentials.
• Notify Duey immediately of any unauthorized access or suspected compromise.

Duey may require verification steps (email, phone, domain, identity) and may suspend or terminate accounts that cannot be verified or that appear to pose security risks.

4. Permitted Use

You may use the Services only for legitimate job-search, career-research, hiring, and recruitment activities and in compliance with applicable laws and these Terms.

5. Prohibited Conduct & Security

Below are enhanced protections against scraping, fraud, harmful behavior, and security risks.

5.1 Scraping, Data Mining & Automated Access

You may not:

• Scrape, crawl, harvest, copy, or extract any data from the Services.
• Use bots, crawlers, automation, scripts, or unauthorized APIs.
• Access, query, or interact with the platform in a manner intended to extract data at scale.
• Reverse-engineer or discover underlying logic of search, ranking, or matching systems.
• Circumvent IP blocks, rate limits, authentication, or security mechanisms.
• Build, train, or augment datasets, models, or systems using Duey data.

Duey may use automated systems to detect, block, throttle, or take action against scraping and unauthorized access.

5.2 Fraudulent, Deceptive, or Harmful Activity

You may not:

• Post or advertise ghost jobs, fake listings, bait-and-switch postings, multi-level marketing disguised as jobs, or “honeypot” jobs.
• Manipulate job visibility, match scores, or sponsored placement using false or misleading data.
• Misrepresent employer identity, job availability, or working conditions.
• Submit fraudulent applications, resumes, or identities.
• Use the Services to farm resumes or gather jobseeker data without genuine hiring intent.

5.3 Platform Interference & Security Violations

You may not:

• Introduce malware, malicious code, or otherwise interfere with platform functionality.
• Attempt to access data not intended for you.
• Perform security testing, probing, or vulnerability scanning without Duey’s prior written authorization.

5.4 Abuse & Harassment

You may not:

• Harass, abuse, or threaten any user.
• Send spam, bulk messages, or unsolicited promotions.
• Use messaging features in a discriminatory or abusive way.

5.5 Security Responsibilities (All Users)

To maintain the security and integrity of the Services, all users must:

• Keep account credentials confidential.
• Use strong, unique passwords and secure devices.
• Notify Duey immediately of unauthorized access or suspicious activity.
• Not share accounts or login credentials with any third party.
• Not attempt to bypass authentication, security controls, or monitoring systems.

5.6 Employer Security Obligations

Employers further agree to:

• Limit candidate data access to authorized hiring personnel only.
• Protect candidate data using reasonable administrative, technical, and physical safeguards.
• Not export, store, or transfer candidate data in insecure systems.
• Delete candidate information when no longer required or upon candidate request where applicable.
• Comply with all applicable privacy, data protection, data retention, and breach-notification laws.
• Not upload malicious files, harmful attachments, or scripts.

5.7 Duey’s Enforcement & Monitoring Rights

To maintain platform integrity, Duey may:

• Throttle, block, or suspend accounts exhibiting suspicious or abusive behavior.
• Require identity, employer, or domain verification.
• Log security-related metadata (e.g., IP, device, access patterns) to detect abuse.
• Investigate potential violations or misuse.
• Disable certain features or access to protect jobseekers, employers, and the platform.

5.8 Liability for Security Incidents

Duey is not responsible for:

• Breaches caused by user negligence, weak passwords, or shared accounts.
• Employer breaches, ATS breaches, or third-party system compromises.
• Unauthorized access resulting from insecure devices, networks, or employer systems.

Duey provides security measures on a commercially reasonable basis but does not guarantee that unauthorized access will never occur.

6. Job Seeker Terms

6.1 Job Accuracy & Verification Disclaimer

Duey does not verify the accuracy, legitimacy, or availability of any job listing. Job postings may be provided directly by employers or sourced from third-party partners. Duey does not independently confirm:

• Whether a job is actually open or active.
• Whether salary, benefits, location, or job duties are accurate.
• Whether the employer is legitimate or compliant with applicable laws.
• Whether a job has been modified, filled, or closed.
• Whether an employer responds to, receives, or reviews applications.

Job seekers acknowledge that listings may:

• Become outdated or expire without notice.
• Contain errors or omissions.
• Redirect to employer or ATS systems that may malfunction.
• Be inaccurate due to third-party feeds or employer updates.

Duey may remove or limit visibility of job listings that appear harmful, misleading, expired, fraudulent, or otherwise non-compliant, but is not obligated to monitor all postings. Use of job listings is at your own risk.

6.2 Contact Masking & Communication Relay Disclaimer

Duey may offer masked email addresses, masked phone numbers, communication relays, or in-platform messaging designed to protect jobseeker privacy. These features have important limitations.

6.2.1 No Guarantee of Delivery or Functionality

Masked communication systems may fail, delay, or malfunction due to:

• Employer email or SMS systems rejecting relay messages.
• Spam filters blocking masked addresses.
• Carrier failures, rate limits, or regional delivery issues.
• Technical errors or outages.
• Employers attempting to contact jobseekers outside of the relay.

Duey does not guarantee that:

• Messages will be delivered or received.
• Employers will respond through the masking system.
• Masked messages will remain uninterrupted or error-free.

Jobseekers are responsible for monitoring applications through multiple channels when available.

6.2.2 No Guarantee of Anonymity

While masking reduces direct exposure:

• Employers may infer identity or contact details.
• Metadata may reveal limited information.
• Required compliance or safety reviews may necessitate logging.

Masking does not guarantee complete anonymity.

6.2.3 Abuse Prevention & Logging

Duey may retain logs or metadata associated with relay communications to:

• Prevent harassment or abuse.
• Investigate fraud or harmful behavior.
• Comply with legal obligations.

Duey does not access message content except as permitted by law or required for moderation and safety purposes.

6.2.4 Prohibited Behavior

Users may not:

• Attempt to bypass masking features.
• Abuse the relay system to harass employers or jobseekers.
• Use masked contact channels for solicitation or spam.

Violations may result in suspension or termination.

6.3 Messaging & Communication

Jobseekers may use:

• In-platform messaging.
• Protected-contact features (masked email/phone), where available.

Duey may send you service and account communications by email or in-product notices. Some are essential to providing the Services; the rest you can opt out of at any time via the unsubscribe link in any email or from your settings.

Communication services are provided “as is” and may experience delays, interruptions, or failures.

6.4 Resume & Profile Content

By uploading content (such as resumes, profiles, portfolios), you grant Duey the right to:

• Store, display, and transmit your content.
• Parse and reformat resumes into structured data.
• Generate derived data (e.g., skills, summaries, inferred titles).
• Provide AI-driven insights and recommendations based on your content.

You remain responsible for ensuring all information you provide is truthful, accurate, and lawful.

7. Employer Terms

Employers, recruiters, hiring managers, and agencies (collectively, “Employers”) must comply with all applicable hiring, labor, privacy, anti-discrimination, and fair employment laws.

7.1 Job Posting Standards

Employers must:

• Post only legitimate, currently open positions.
• Accurately represent job duties, requirements, hours, location, and compensation.
• Clearly disclose when roles are commission-only, contract, 1099, unpaid, or internships.
• Remove or update postings that are filled, closed, or inaccurate.
• Follow all wage-transparency and disclosure requirements where applicable.
• Provide truthful employer identity and contact information.

Ghost jobs, expired roles, resume-farming posts, misclassified jobs, or misleading listings are strictly prohibited.

7.2 Employer Posting Rules (Quality & Compliance)

Employers may not:

• Post multi-level marketing (MLM) opportunities disguised as jobs.
• Post commission-only or contractor roles without clear upfront disclosure.
• Require candidates to pay fees or purchase products to apply.
• Imply employment where none exists (e.g., “work with us” when it is actually sales or solicitation).
• Require unpaid trial work unless legally compliant and fully disclosed.
• Post “opportunities” that are actually sales, lead-generation, or recruitment schemes.
• Post duplicate jobs or keyword-spam variations to manipulate visibility.
• Use false, misleading, or unverifiable employer information.
• Post roles whose primary purpose is data collection or resume harvesting.
• Post roles that violate employment, labor, or anti-discrimination laws.

Duey may remove postings, restrict Employer accounts, or terminate access without notice for violations.

7.3 Candidate Data Use

Employers agree to:

• Use candidate data solely for recruitment purposes.
• Not sell, rent, export, scrape, or disclose candidate information outside legitimate hiring workflows.
• Maintain reasonable security measures to protect candidate data.
• Comply with all privacy laws, including consent, retention, and deletion requirements.
• Respect jobseeker visibility settings and withdrawals of consent.

7.4 Sponsored Jobs & Paid Visibility

Employers may purchase sponsored listings or visibility enhancements. Sponsored listings:

• Do not imply endorsement by Duey.
• May appear higher in search results or receive increased distribution.
• Are subject to applicable billing, pricing, and advertising policies.

7.5 Resume Database Access Agreement

Employers accessing the resume database agree to:

• Use resumes only for legitimate hiring-related purposes.
• Not bulk-download, scrape, or create external datasets from resume data.
• Not contact candidates for non-job-related solicitations.
• Not use resume data to build competing products or train AI models.
• Not share database access credentials with third parties.
• Delete candidate information upon request or when no longer necessary.

Violations may result in immediate termination and legal action.

7.6 Communications with Candidates

Employers must:

• Communicate in a professional, lawful, and non-discriminatory manner.
• Not harass, spam, or send mass unsolicited communications.
• Not attempt to bypass Duey’s masking or privacy systems.

Duey may monitor or audit Employer use of communication features to ensure compliance.

8. AI Tools, Resume Editing & Automated Insights

Duey provides AI-powered and automated tools to assist jobseekers and employers. These features are informational only.

8.1 No Professional Advice

AI outputs do not constitute legal, hiring, financial, professional, or career advice. Users must independently evaluate all suggestions.

8.2 Accuracy Not Guaranteed

AI and automated systems may:

• Misinterpret resumes, job descriptions, or employer requirements.
• Generate incomplete, outdated, or inaccurate recommendations.
• Produce formatting errors, misclassifications, or missing information.
• Incorrectly summarize or infer skills, titles, or qualifications.

You remain solely responsible for verifying the accuracy and suitability of any AI-generated output.

8.3 Resume Parsing & Matching Disclaimer

Resume parsing, job matching, and candidate-ranking systems are automated and may:

• Misread formatting or non-standard resumes.
• Produce match scores that are not reflective of actual qualifications.
• Rank or filter candidates using algorithmic relevance signals.

A match score does not guarantee job status, employer interest, or candidate suitability.

8.4 Transparency of Automated Systems

Duey’s algorithms may:

• Prioritize or deprioritize listings based on relevance, safety, or trust indicators.
• Detect suspicious or harmful postings.
• Flag or limit visibility of listings that appear misleading, fraudulent, expired, or low quality.
• Recommend jobs or candidates using machine-learning models.

These systems generally operate without human review unless escalated.

8.5 Use of Content for AI Improvement

By using AI tools, you permit Duey to:

• Analyze your content to provide and improve the Services.
• Generate anonymized or aggregated datasets.
• Improve models, detection systems, and platform quality.

Duey does not sell user content for third-party independent use.

8.6 No Liability for AI Outputs

Duey is not responsible for:

• Inaccurate or unsuitable AI recommendations.
• Employer decisions based on AI-generated suggestions.
• Resume errors introduced by automated tools.
• Missed job opportunities resulting from algorithmic ranking.

9. Reviews, Ratings, Salary Data & Level Insights

Users may submit company reviews, salary information, level/career ladder data, interview feedback, and workplace insights (“Review Content”).

9.1 User Responsibility

Review Content must be:

• Truthful and accurate to the best of your knowledge.
• Not defamatory, harassing, abusive, or malicious.
• Not posted with retaliatory intent.
• Free of confidential, proprietary, trade secret, or internal employer information.
• Free of personal data about coworkers, managers, or individuals by name.
• Not incentivized, purchased, coerced, or manipulated.

Users may not:

• Post reviews as part of employment or severance agreements.
• Submit reviews in exchange for compensation or benefits.
• Coordinate review campaigns to influence ratings.

9.2 Salary & Level Data Disclaimers

Salary reports, level data, and compensation insights may be:

• Estimates based on user submissions.
• Aggregated across roles, locations, or time periods.
• Incomplete or outdated.

Duey does not guarantee accuracy, completeness, or correctness of salary or level data.

9.3 Moderation Rights

Duey may at any time:

• Edit, remove, redact, or reject Review Content.
• Block accounts posting harmful or misleading reviews.
• Limit review posting functionality.
• Aggregate, reformat, or summarize review information.

Duey does not guarantee publication or permanency of any review.

9.4 Employer Disputes

Employers may dispute reviews they believe are false or unlawful. However, Duey is not obligated to remove Review Content unless:

• Required by law.
• It violates these Terms.
• It contains personal data or protected information.
• It is demonstrably false, defamatory, or harmful.

Employers may not:

• Intimidate users into removing reviews.
• Offer incentives for posting reviews.
• Post misleading positive reviews about themselves.

9.5 No Endorsement

Reviews, salary data, level insights, and related content represent user opinions, not Duey’s views.

9.6 Liability Limitation

Duey is not responsible for:

• The accuracy or legitimacy of user-submitted reviews.
• Consequences of reliance on salary or level data.
• Employer or user actions in response to reviews.

10. Third-Party Services & Aggregated Job Sources

Duey may display job postings originating from external sources, including but not limited to:

• Employer ATS systems.
• Job distribution partners.
• Aggregators and job feeds.
• External job boards.
• Partnered job networks.

10.1 No Guarantee of Accuracy for External or Aggregated Jobs

For externally sourced jobs, Duey does not guarantee:

• Accuracy, completeness, or timeliness of any listing.
• That a job is still open, available, or legitimate.
• That compensation, duties, requirements, or employer information are correct.
• That employers will receive, review, or process applications submitted externally.
• That links, redirects, or employer ATS systems will function without error.

Job seekers acknowledge that externally sourced postings may contain outdated or incorrect data.

10.2 External Application Flows

Some jobs require leaving Duey to apply on an employer website or ATS. Duey is not responsible for:

• Application transmission or receipt.
• Employer processing of your application.
• Failures, downtime, or errors on external websites.
• Data handling or account requirements on third-party systems.

10.3 No Endorsement or Verification

Displaying a job does not constitute:

• Endorsement.
• Verification.
• Validation of employer claims.
• Involvement in the hiring process.

10.4 Third-Party Integrations

The Services may integrate with third-party tools for:

• Messaging and communication.
• Identity verification.
• Payment processing (for paid employer services).
• Analytics and reporting.

Duey is not responsible for third-party availability, accuracy, or data practices.

10.5 Removal of External Jobs

Duey may remove externally sourced postings at any time if:

• They appear fraudulent, harmful, misleading, expired, or inaccurate.
• They violate Duey standards or applicable laws.

10.6 Ordering, Ranking & Display Disclaimers

Job order, ranking, and display position in search results may be determined by:

• Relevance signals.
• Safety filters.
• User preferences.
• Freshness.
• Sponsored placement.

Job order does not indicate endorsement, quality, legitimacy, or employer preference.

10.7 Formatting, Normalization & De-duplication

For consistency and safety, Duey may:

• Reformat, truncate, summarize, or normalize job fields.
• Remove illegal, harmful, misleading, or irrelevant content from listings.
• De-duplicate jobs that appear multiple times across feeds or partners.
• Automatically reduce visibility for suspected expired or low-quality listings.
• Apply classification systems that may re-categorize roles or locations.

These automated processes are for usability and fraud prevention, and may alter how a listing appears compared to its original source.

11. Intellectual Property & DMCA Compliance

Duey owns all rights, title, and interest in the Services, including but not limited to:

• Platform design and layout.
• Code, algorithms, and data structures.
• Compiled job listings, review data, and aggregated salary insights.
• Branding, logos, trademarks, and trade dress.
• Platform-generated and AI-derived content (excluding original user submissions).

Users retain ownership of the content they submit but grant Duey a license to store, display, reproduce, modify, and distribute such content as necessary to operate, improve, and promote the Services.

Users may not:

• Copy, scrape, or reproduce platform content or datasets.
• Reverse-engineer or decompile any part of the Services.
• Create derivative works using Duey data or systems.
• Use Duey trademarks without written permission.
• Reproduce aggregated job or salary data.

11.1 DMCA Notice & Takedown Policy

[DMCA notice content — unchanged from your PDF — omitted here for brevity if you want, but you can copy it directly from your uploaded version.]

(You can keep the full DMCA 11.1–11.4 block from your PDF here as-is — it’s already correct.)

12. Resume Database Access (Standalone Section)

This section applies to any Employer or authorized user accessing Duey’s resume database or talent-matching tools.

12.1 Permitted Use

Access to the resume database is granted solely for legitimate recruitment and hiring activities. Employers may:

• View candidate profiles and resumes.
• Search and filter candidates for open roles.
• Contact candidates through approved Duey communication channels.

12.2 Prohibited Use

Employers may not:

• Scrape, extract, or copy resume data in bulk.
• Build external databases or derivative datasets.
• Download or screenshot resume content for unauthorized storage.
• Distribute, sell, or share resume data with third parties.
• Use resume data for marketing, solicitation, or non-recruiting purposes.
• Use resume data to train machine-learning models or AI systems.
• Allow unauthorized individuals or subcontractors to access the database.
• Circumvent access controls, rate limits, or monitoring.

12.3 Candidate Privacy & Data Handling

Employers must:

• Maintain confidentiality of candidate information.
• Implement commercially reasonable security measures.
• Delete candidate data when no longer required or when a candidate requests removal (where applicable).
• Limit access to verified hiring personnel only.
• Comply with applicable privacy and data protection laws.

12.4 Monitoring & Enforcement

Duey may monitor resume-database activity to detect suspicious behavior, scraping attempts, or misuse. Violations may result in:

• Suspension or termination of database access.
• Permanent banning of Employer accounts.
• Reporting misconduct to relevant authorities.
• Legal action where appropriate.

12.5 No Warranty on Candidate Information

Candidate profiles and resumes are user-generated. Duey does not guarantee:

• Accuracy, completeness, or current status of candidate information.
• Candidate responsiveness or suitability.
• That candidates will remain available or interested.

13. Disclaimers

The Services are provided “as is” and “as available.” To the fullest extent permitted by law, Duey does not guarantee:

• Job placement or hiring outcomes.
• Accuracy of job listings, salaries, or reviews.
• Functionality or uninterrupted availability of AI tools or communication systems.
• Employer or candidate conduct or responsiveness.

14. Limitation of Liability

To the fullest extent permitted by law:

• Duey is not liable for indirect, incidental, punitive, or consequential damages.
• Duey’s total liability arising out of or relating to the Services or these Terms is limited to the greater of:
  • USD $20, or
  • The amount you paid to Duey in the last 3 months.

If your jurisdiction does not allow certain limitations, only the legally permitted limits will apply.

15. Indemnification

You agree to indemnify, defend, and hold harmless Duey from and against any claims, damages, losses, liabilities, and expenses (including reasonable attorneys’ fees) arising out of or related to:

• Your misuse of the Services.
• Your content (resumes, reviews, job posts, messages).
• Your violation of these Terms.
• Employer discriminatory or unlawful practices (for Employer users).
• Jobseeker misrepresentation or fraud (for Jobseeker users).

16. Termination

Duey may suspend or terminate your account or access to the Services at any time, including where:

• You violate these Terms.
• You engage in fraud, scraping, or abuse.
• You pose security risks or harmful behavior.

Duey is not obligated to retain your data after termination, except as required by law or internal retention policies.

17. Arbitration Agreement

(Use the full arbitration clause we already wrote — it’s correct as-is; I’m not re-expanding here to keep this message from becoming unwieldy.)

Key elements you already have in your document:

• Binding individual arbitration administered by AAA.
• Consumer rules for jobseekers / Commercial rules for employers.
• Venue: Travis County, Texas (with virtual allowed).
• No class, collective, or representative actions.
• Fee allocation under AAA rules; fees recoverable only for frivolous claims.
• 30-day opt-out right via email.
• Severability of arbitration clause; if class waiver invalid, arbitration section void.

18. Miscellaneous

• These Terms constitute the entire agreement between you and Duey regarding the Services.
• You may not assign your rights or obligations under these Terms without Duey’s consent.
• If any provision is found invalid, the remainder of the Terms will continue in effect.
• Notices may be delivered electronically, including via email or in-product messages.

19. Changes to These Terms

Duey may update these Terms at any time. Material changes will be communicated via email, in-product notice, or other reasonable means. Your continued use of the Services after changes become effective constitutes acceptance of the updated Terms.

20. Contact

Questions about these Terms can be sent to: legal@duey.com