Talent Network Access Policy

This policy governs the Amberrole talent network: the search over candidates who granted the Recruiter discoverability consent, plus an employer's own applicants and imports. It is part of our Terms of Service and Acceptable Use Policy, and it is read together with the Invalid Traffic Policy. Employer accounts accept it once, before their first search.

• Employer accounts. Every employer account has talent network access unless one of our administrators switches it off. You may use it only to fill roles you are recruiting for, on your own behalf or for a client.
• Our reviewers and administrators. They search the whole network to operate the service; administrators see records in clear, and each such view is logged.
• Everyone else. May use the public search and its previews (section 3), which show groups of at least five people, never a person.

Anyone can search at /find-talent without an account. The answer is how many people match and what they have in common — titles, places, experience, levels and skills. Search words match titles, skills, products and places only, never names, e-mail addresses, employers or résumés. Groups of fewer than five people are left out, and a total under five reads “fewer than 5”, so a narrow search cannot single anyone out. Searches are limited per hour, more generously for signed-in accounts.

The results are listed as groups — a job, a place, years of experience — and each opens a preview: what the person shares with at least four others the same search finds, such as their skills, the products they use, earlier job titles, industries, level, highest degree and way of working. A preview never shows a name, e-mail address, phone number, employer, school, dates, anything the person wrote, their résumé or cover letter. Each browser opens 25 previews a week and each network at most 100; opening the same person again that week is free; previews come back every Monday at midnight Pacific time. Previews open only in a browser that keeps its cookie and draws the page. Preview links last for the week they were made in. We record which previews a browser opened, as weekly codes for the browser and the network (never the cookie or the address), to keep to these limits, and delete the record after five weeks.

Opening a person's profile shows their structured profile and their résumé and cover letter as they sent them, which can include contact details. An employer account that is not unlimited may open 25 profiles a week:

• A view is used the first time a profile is opened in a week. Opening it again that week is free.
• Searching, the result list, folders, groups, audiences and your own applicants and imports never use views.
• Weeks start on Monday at 00:00 Pacific time. Unused views do not carry over.
• Accounts used from the same browser in a week share one allowance, so additional free accounts do not add views.
• E-mail addresses stay masked until you unmask a person, giving a reason; you can unmask only someone whose profile you opened that week.

Profile views are unlimited while your account's jobs are getting real applicants. Automatically, that means all of:

• a job open now received a real applicant in the last 14 days;
• at least 10 real applicants arrived in the last 28 days; and
• they arrived in at least 2 of the last four weeks.

The jobs of every active member of your organization count together. A real applicant is someone who applied through the apply form and whose application is not invalid traffic as the Invalid Traffic Policy describes. Your console shows these numbers week by week. Unlimited access ends automatically when the applicant flow stops meeting the rule, and returns when it meets it again.

• Contact a person only about a role you are filling, one to one, and stop if they ask you to.
• Keep what you see within your organization, for that purpose. Do not sell, rent, share, publish or export contact details or profiles, or add people to mailing lists or audiences outside Amberrole.
• Treat candidates fairly: the network has no filters for protected characteristics, and you must not try to infer them.
• Keep your sign-in to yourself; each person on your team uses their own account.

• Scraping, bulk downloading, scripts, browser automation or anything else that reads the network other than a person using it.
• Creating or using several accounts, or sharing accounts, to get more profile views.
• Inflating your applicant flow to reach unlimited access: fake, self-made, purchased, incentivised or automated applications, or jobs that are not real openings.
• Using the network to recruit for roles that do not exist, to collect contact details, or for any purpose other than hiring.

To meter views and keep the network fair we record:

• each profile opened (who, whom, when), each unmask with its reason, and each résumé or cover letter viewed;
• when you accepted this policy;
• a first-party browser cookie (tn_dev) that identifies a browser to the weekly allowance;
• your network and your browser's family (for example “Chrome on macOS”), kept only as codes that change every week and cannot be turned back into an address; and
• whether a browser drew the public search page (it downloads a one-character font), which raises its hourly search limit.

We do not fingerprint devices, and we use these records only for the purposes in this policy and the Invalid Traffic Policy.

Our administrators may switch an account's talent network access off, or set its profile views to always unlimited or always limited, for example while a report is reviewed or for a partnership. Every such change is logged.

Breaking this policy can lead to limited or suspended access, the loss of unlimited access, and the measures in the Acceptable Use Policy. To appeal, or to report misuse of the network, write to legal@sourcehire.app or use /report. A person in the network can stop being discoverable at any time from /apply/me.