Advertiser Acceptable Use Policy

Amberrole exists to connect candidates with hiring opportunities. The Employer Ads platform extends that mission with a transparent, EEO-safe surface for employers to reach candidates with related offers.

Three rules govern every advertiser interaction: candidates must be told an ad is an ad, candidates must always be able to decline without consequence, and ads must never affect application outcomes.

You may not target audiences based on any protected attribute, including but not limited to:

• •Race, color, ethnicity, or national origin.
• •Religion or religious practice.
• •Sex, gender identity, gender expression, or sexual orientation.
• •Age, marital status, family status, or pregnancy.
• •Disability or veteran status.
• •Genetic information.
• •Any other category protected by applicable law in the candidate's jurisdiction.

Ads may not contain or promote:

• •Misleading or false claims about employment, salary, working conditions, or product offerings.
• •Discrimination, harassment, or hate speech against any group.
• •Adult content, sexual services, or content that exploits minors.
• •Illegal goods or services, including but not limited to controlled substances, weapons restricted in the candidate's jurisdiction, or counterfeit products.
• •Multi-level marketing schemes, get-rich-quick offers, or other deceptive recruitment models.
• •Content that purports to be from Amberrole itself or any other entity you do not represent.
• •Personal data of candidates collected outside the Amberrole platform.

You may not use sponsored questions to gate, qualify, or screen applicants for a job posting. Every ad surface includes disclosure that responses do not affect hiring outcomes. You may not condition any benefit on a particular answer.

You may not use the platform to collect information that you are not legally permitted to ask in the candidate's jurisdiction (for example, certain criminal-history or salary-history questions).

Responses to your sponsored questions are made available to you in aggregate. Where a candidate has explicitly opted in to follow-up communication, you receive their contact information solely for the recruitment-related outreach described at opt-in.

You may not (a) re-sell, share, or transfer candidate data to any third party other than your normal service providers acting under a strict confidentiality obligation, (b) use the data for purposes other than the disclosed recruitment outreach, or (c) attempt to re-identify aggregate data.

You may not:

• •Inflate impressions or responses through bots, click fraud, or any other artificial means.
• •Use the platform to test, probe, or attack our systems beyond normal use.
• •Attempt to circumvent the platform's billing, freeze, or rate-limiting controls.
• •Operate multiple accounts to evade enforcement actions against any single account.

We review campaigns at publish time and on a sampled basis post-launch. Suspected violations may trigger automated holds while a human reviews. Confirmed violations may result in the affected campaign being paused or removed, your account being frozen, or your account being terminated.

Repeated or willful violations result in termination without refund of any outstanding balance.

If you believe an ad on Amberrole violates this policy, write to trust@sourcehire.app with the campaign details. We review all reports and respond within five business days.