Terms of use
About these terms
These terms are an agreement between you and [Cintelis Pty Ltd] ([ABN 00 000 000 000]), which operates ProvnHR ("we", "us"). By creating an account or using ProvnHR you agree to them. Our privacy policy explains how we handle personal information.
If you use ProvnHR for an organisation, you confirm you're authorised to accept these terms for it. Employers may also sign a separate agreement covering their plan, which takes priority if it conflicts with these terms.
Your account
- You must be at least [16] years old, and give accurate information.
- One person, one account. Don't share your sign-in or let others use your account.
- Keep your password safe. Employer, agency and admin accounts must use two-step verification.
- Tell us straight away at [support@provnhr.com] if you think someone else has used your account.
If you look for work
What ProvnHR does
- We show you a fit score for each ad before you apply, and the reasons behind it.
- Employers commit to a first decision within the deadline shown on the ad (10 business days by default), and again after each stage. If an employer misses a deadline, we tell you and record it against them. Employers' on-time rates are public.
- Every rejection comes with a reason in plain language.
We can't guarantee that an employer will hire you, respond on time or keep an ad open. Employers make their own hiring decisions.
What you agree to
- Your profile and applications are truthful. That includes skills, credentials, clearances, work history and your right to work. Employers check work rights before making a job offer.
- You apply only to roles you're genuinely interested in. You can make up to [10] applications a day, and automated or bulk applying isn't allowed.
- You have the right to share any portfolio item you add, and it contains no confidential client information or classified material.
Joining the talent network is optional. Career tools may later be offered as a paid subscription on separate terms. Paying never changes your fit score, your ranking or who can see you, and employers can't tell whether you subscribe.
If you hire
Before your first ad
We verify your organisation before its first ad goes live: an ABN check, a work email at your organisation's domain, and approval by our team.
Ads
- Every ad is for a real, open role, with a pay range and structured requirements.
- Ads must not contain discriminatory wording. We flag wording that may be discriminatory, and you're responsible for your ads complying with anti-discrimination law.
- Ads expire after 30 days unless you confirm the role is still open.
- Recruitment agencies must label their ads as agency ads and describe the end client by at least industry and size band.
Decisions
- You make a decision on every application within the deadline set for the ad, and again after each stage.
- Every rejection is recorded by a named person, with at least one reason code. Candidates see those reasons; your free-text notes stay internal unless you mark them shareable.
- First-stage review is blind by default. Don't try to identify candidates before you shortlist them.
Candidate data
- Use candidates' information only to assess them for the role they applied to, or that you invited them to. For talent-network candidates, use it only within what they agreed to.
- Don't copy, export or scrape candidate data from ProvnHR, except through features we provide.
- Keep scorecards and interview notes confidential to your organisation.
Fees for employers
Fees depend on your plan: a free post, a standard post (flat fee), or a success fee charged when you hire. The success fee is a percentage of first-year base salary; for contract roles it's calculated on the agreed day rate and the initial contract term. Prices are set out in your plan or agreement, plus GST.
- Introductions. If you hire a candidate introduced to you through ProvnHR within 12 months of the introduction, the fee for your plan applies, even if the hire is completed outside ProvnHR.
- Replacement period. If a hire leaves within the replacement period (90 days unless your plan says otherwise), you receive a credit or refund as your plan sets out.
- Disputes. You can dispute a charge from your billing page. The charge is put on hold until we resolve the dispute.
AI features
ProvnHR uses AI to read résumés, draft ads, explain fit scores, suggest shortlists and check applications for signs of fraud. AI output can be wrong, so check it before relying on it.
AI never makes a final rejection. Employers remain responsible for their hiring decisions, and candidates confirm what AI reads from their résumé before it's saved. How scoring works, and what it never uses, is set out in our privacy policy.
Acceptable use
Don't:
- Scrape ProvnHR, or use bots or automated tools, except through an API we provide.
- Post fake ads or false credentials, or impersonate anyone.
- Harass, discriminate against or mislead other users.
- Upload malware, try to get around security, or test our systems without written permission.
- Use ProvnHR to break any law.
You can report an ad, employer or profile at any time.
Your content
You keep ownership of what you upload. You give us a licence to store, display and process it to run ProvnHR for you, for example to show your profile to employers you apply to. The licence ends when the content is deleted, except as needed to meet legal obligations.
ProvnHR's software, design and brand belong to us.
Suspension and closing your account
We may hide content, or suspend or close an account, if it breaks these terms or puts other users at risk. Where reasonable, we'll tell you why and give you a chance to respond.
You can close your account at any time. Employers remain responsible for fees that arise from introductions made before closing (see Fees).
Liability
Nothing in these terms excludes rights you have under the Australian Consumer Law that can't be excluded. Subject to those rights, ProvnHR is provided as it is. Our liability is limited to [resupplying the service, or the fees you paid in the previous 12 months]. We aren't liable for hiring decisions made by employers, or for the accuracy of information other users provide. [Legal review: full liability and indemnity wording]
General
- Changes: if we change these terms, we'll update the version and date above. If a change is significant, we'll tell you before it applies.
- Governing law: the laws of [State], Australia.
- Contact: [support@provnhr.com].