Last updated: October 22, 2026

These Terms of Service (“Terms”) are a binding agreement between you and TalentProof.ai (“TalentProof,” “we,” “us,” or “our”) for use of the TalentProof platform at talentproof.ai and related applications (the “Service”). By accessing or using the Service, you agree to these Terms and our Privacy Policy.

If you use the Service on behalf of a company (for example as a recruiter or hiring manager), you represent that you have authority to bind that company, and “you” includes that company.

1. Accounts & Eligibility

You must provide accurate, complete, and current information. You are responsible for maintaining the confidentiality of your account and for all activities under it. The Service is intended for individuals aged 16 or older (18 or older in India) and of legal working age in their jurisdiction.

2. Guest & Authenticated Use

Certain features (such as recruiter-led assessments via shared links) may be used as a guest without creating an account. Guest sessions are subject to these Terms. If you later create an account, guest data may be associated with your account. Full features (dashboards, profile management, practice interviews) require an authenticated account.

3. What TalentProof Is (and Is Not)

TalentProof provides verified intake and skill-assessment tools for hiring teams and candidates: job pages, optional pre-screening, applicant pipelines, proctored assessments, verified scorecards, and related workflow features. It may be used with or without a separate applicant tracking system (“ATS”).

• Not a full ATS. We do not replace company-wide requisitions, compliance reporting, job-board syndication, or HRIS-style hiring operations.
• Not background screening. We do not run criminal, credit, or employment-verification background checks. TalentProof is not a consumer reporting agency. Identity checks, ID verification, integrity signals and other outputs of the Service are not consumer reports, and you must not use them as consumer reports or as a substitute for a background check. Offer-stage background checks remain your responsibility with appropriate vendors.
• Not an employer or staffing agency. TalentProof does not hire candidates, make employment decisions, or guarantee outcomes. Recruiters and employers remain responsible for their hiring decisions.
• Decision support only. Scores, job-match results, resume flags, and session-integrity signals are informational aids. They are not legal, HR, or employment advice and must not be the sole basis for rejection, selection, or adverse action without appropriate human review.

4. Assessment Flows, Submissions & Practice

The Service includes candidate-led and recruiter-led assessments. For recruiter-led assessments, your scorecard remains a private draft until you explicitly submit it. Recruiters are notified only after you submit. You may discard drafts at any time before submission.

Practice and preview runs (for example job-practice or preview links) are for learning or evaluation of the product. Unless clearly labeled otherwise, practice runs are not verified submissions to a live req, may be excluded from recruiter pipelines and official scorecards, and must not be treated as production hiring records.

4.1 Identity checks, ID verification and recordings

Some employers turn on extra checks for their roles. When you apply to one of those roles:

• Identity checks. The hiring team may run one identity check on your application. We send what you submitted (resume, profile details, links and contact details) to third-party identity-verification providers, who cross-reference it exclusively against publicly accessible professional sources (and never private or restricted-access accounts). Because public third-party sources may be incomplete, out of date, or refer to another person with a similar name, the result is a probabilistic signal for human review and independent verification.
• ID verification. You may be asked for a photo of a government ID and a selfie holding it. We compare the two on our servers and show the hiring team the result and thumbnails.
• Recordings. Some assessments record video, audio or your screen. We store and transcribe recordings and check them for integrity (for example a different voice, read-aloud or played-back answers, or synthetic media). We may share recordings with third-party providers that help us check whether a recording shows a real, live person (liveness and deepfake detection), who process them only to return results to us, may not use them to train their models or for any other purpose, and are required to delete them once the check is done (except where the law requires them to keep them). Liveness, voice, and deepfake-detection checks are statistical—a result is a signal, not proof, and can be affected by short, noisy, compressed, or low-light recordings, hardware quality, accents, speech differences, or assistive technology.

Before capturing ID images, selfies, or recordings, we show an on-screen notice and ask for your affirmative consent (which serves as your written release where biometric laws apply), and you can decline. If you decline, the employer may treat that step as incomplete. By giving consent and continuing, you authorize this processing by TalentProof and our third-party identity-verification providers and third-party providers that help us check whether a recording shows a real, live person (liveness and deepfake detection), and sharing the resulting advisory signals with the hiring team for that role, as described in our Privacy Policy, including its biometric notice and retention practices. You agree to use your own ID and your own face and voice, and not to use another person, a recording, or synthetic audio or video in your place.

5. User Content, Ownership & Licenses

You retain ownership of your resume, profile information, assessment responses, skill claims, and other content you create or upload (“User Content”). You grant TalentProof a limited, revocable license to host, process, and display User Content to operate the Service (including AI-powered scoring, scorecards, job-match analysis, and practice feedback). This license ends when you delete the relevant content or your account, subject to retention described in our Privacy Policy.

If you connect GitHub or generate WorkProof, connector data and WorkProof outputs remain your User Content. You authorize TalentProof to process them to operate those features and to display them on your public profile only as described in the Privacy Policy.

5.1 Candidate data ownership

Candidates remain the owners of their personal data, including resumes, assessment responses, scorecards, skill verifications, and profile information. Applying or submitting does not transfer ownership to a recruiter, client, or third party.

5.2 Recruiter license when a candidate submits

When a candidate submits to a recruiter-led job, the recruiter's company receives a limited, non-exclusive, non-transferable, revocable license to access and use that submission solely for hiring and related evaluation on that role—not a transfer of ownership.

Permitted uses (non-exhaustive) when a candidate has submitted or applied:

• Review in the TalentProof pipeline and share with colleagues on the hiring team
• Download or share a verified scorecard PDF or link via in-product features
• Attach materials to your ATS candidate record or client submittal package for that role
• Schedule and conduct live interviews informed by scorecard and match data
• Collect structured interview feedback and panelist input through Service features

Prohibited uses of candidate User Content include:

• Claiming ownership of candidate data or scorecards
• Unrelated marketing, resale, or licensing of candidate data
• Building or enriching a general talent database unrelated to an active hiring process
• Scraping, bulk export, or systematic harvesting outside normal hiring workflows
• Using data in violation of applicable employment, privacy, or anti-discrimination law

Submitting to a role authorizes hiring-purpose use as described above; separate written consent is not required for each PDF download or ATS attachment tied to that submission. If a candidate withdraws a submission or deletes their account, this license ends except for copies you already lawfully retained outside the Service under your own retention policies and legal obligations.

5.3 Co-created data

Job-match reports derived from a candidate's resume are owned by the candidate. Pipeline stage decisions, interview feedback, and evaluation notes entered by recruiters are owned by the recruiter's company. AI-generated scorecards are owned by the candidate; recruiter access continues only while the candidate's submission remains active, unless otherwise required by law.

6. Recruiter & Company Data

What companies own.Job postings, assessment configurations, pre-screening and knockout rules you configure, evaluation criteria, interview structures, panelist feedback, pipeline decisions, and internal notes (“Company Content”).

What companies do not own.Candidate profiles, resumes, assessment responses, scorecards, or other User Content—whether the candidate applied, was invited, or had a resume uploaded by your team. Uploading a resume does not create an ownership interest in that candidate's data.

Resume upload & invitations.If you upload a candidate's resume or invite them to assess, you represent that you have a lawful basis to do so (for example their consent, your legitimate recruiting interest, or client authorization) and that your notice and privacy practices comply with applicable law.

Access revocation. A candidate may withdraw a submission or delete their account, which revokes in-Service access. Companies acknowledge that data may become unavailable when deletion rights are exercised.

No exclusivity. Candidates may apply to multiple companies. No company has an exclusive claim to a candidate by virtue of one application or invitation.

Post-termination.When a company's account ends, in-Service access to candidate data ceases. Company Content may be retained in archived form for a limited period where needed for candidate access to their own application history or legal compliance.

7. Lawful Hiring & Recruiter Responsibilities

Recruiters and companies are solely responsible for how they use the Service in hiring. TalentProof does not make employment decisions for you.

• Employment laws. You must comply with applicable laws (including U.S. federal, state, and local anti-discrimination and privacy laws, and similar laws elsewhere where you hire). You are responsible for job postings, screening criteria, and outcomes.
• Pre-screening & knockouts. Optional job-page knockouts and screening rules are configured by you per role. When enabled, they may automatically filter applicants based on your configured rules—not hidden platform cutoffs. You are responsible for the legality and job-relatedness of those rules.
• Advisory signals. Job-match scores, resume credibility flags, and similar outputs are advisory call prep. They do not, by themselves, auto-reject candidates unless you enable auto-reject on rules you configure. Human review remains your obligation for significant hiring decisions.
• Integrity signals. Session-integrity indicators (for example proctoring events, copy-paste patterns, or face-presence checks) are informational. They are not proof of cheating or misconduct and must not be the sole basis for adverse action. Investigation and decision-making remain your responsibility.
• Identity and authenticity signals. Identity-check results, ID verification results, and liveness, deepfake-detection, and recording-authenticity or integrity signals are statistical and probabilistic—a signal, not proof. Public third-party sources can be stale or incomplete, and audio or video checks can be affected by short, noisy, compressed, or low-light recordings, accents, or assistive technology. They never reject a candidate on their own, and you must keep a human in the loop, independently verify any concern, give the candidate a fair chance to explain, and never use a signal as the sole basis for a decision with legal or similarly significant effects on a candidate (such as employment rejection or an accusation of fraud).
• Background-check, recording, and biometric laws. You act as an independent data controller for your hiring decisions and are responsible for complying with employment, background-check (including the U.S. Fair Credit Reporting Act and similar state laws), recording-consent, biometric privacy, and data protection laws that apply to your hiring, including any employer-side candidate notice, informed consent, or reasonable-accommodation duties required by applicable law when you enable recorded, liveness, deepfake-detection, or biometric steps. Because TalentProof is not a consumer reporting agency, you must not use the Service for any purpose that requires a consumer report.
• No unlawful automation. You must not use the Service to implement discriminatory screening, undisclosed automated rejection, or practices prohibited in your jurisdiction (including where local law restricts certain AI-assisted employment decisions).
• Panelists & guests. If you invite panelists or share feedback links, you are responsible for who receives access and for limiting use to the relevant interview process.
• ATS & clients.When you attach scorecards to an ATS or client, you remain responsible for that third party's access, retention, and compliance. TalentProof is not your ATS system of record unless you use our pipeline features alone.

8. Public Profiles & Scorecards

You may create a public profile and choose to make scorecards public. Public content is accessible to anyone with the link and may be indexed by search engines. You control visibility where the product provides settings.

Optional WorkProof content may appear on your public profile when generated and when your settings allow; see the Privacy Policy.

9. Prohibited Conduct

You agree not to misuse the Service, including:

• Cheating or circumventing assessment integrity controls
• Impersonation or submitting false credentials
• Discriminatory, deceptive, or unlawful hiring practices
• Posting fake jobs or collecting data for non-hiring purposes
• Reverse engineering, scraping, or interfering with the Service
• Violating another person's privacy or intellectual property rights
• Claiming ownership of another user's data in violation of these Terms

10. Integrity, Proctoring & Device Permissions

Where enabled, the Service may request camera, microphone and screen access to verify presence, capture a profile photo, take ID and selfie images, record video or audio answers, or support dictation for text answers. Face-presence checks during proctoring run on your device. ID and selfie images and recordings are uploaded, stored encrypted and processed as described in section 4.1 and our Privacy Policy. Dictated text answers are stored as text, not audio.

Integrity events (such as tab switches, copy-paste patterns, or identity re-checks when enabled) may be recorded and shown to authorized reviewers as part of a scorecard. These signals support human review; they are not standalone findings of misconduct.

11. Data Handling

We follow a privacy-by-design approach. PII such as names, emails, resume text, and locations is encrypted before storage. Draft recruiter-led assessments may be deleted after inactivity. Details are in the Privacy Policy, including cookies, analytics, WorkProof, deletion rights, and U.S. state privacy choices.

12. Intellectual Property

The Service, including software, branding, assessment templates, and documentation, is owned by TalentProof and its licensors. Except for your User Content, you receive a limited, non-transferable license to use the Service during your account term.

13. Third-Party Services

The Service uses third-party processors (for example Google Cloud for AI and hosting, Firebase for auth and storage, Google Analytics (you can opt out via Cookie Preferences), reCAPTCHA for abuse prevention, third-party identity-verification providers for identity checks, third-party providers that help us check whether a recording shows a real, live person (liveness and deepfake detection), and our payment processor for billing). GitHub OAuth applies if you connect WorkProof. Third-party terms and privacy policies govern their services. Links to external sites are for convenience only.

14. Fees & Payment

Free tier. Candidates never pay. Each recruiter account includes one (1) free open role with unlimited candidates and full product access. After that, roles with fewer than ten (10) completed assessments are not billed.

Paid roles.After your first role, each additional open role is billed at the then-current list price (currently US $199 per open role) when ten (10) unique candidates have completed assessments for that role (“Billing Trigger”). A completed assessment means a candidate has finished and submitted the assessment for the role, regardless of outcome or score. For multi-step roles, completing any assessment step for the role counts once per unique candidate unless we notify you of a different policy in writing. Pre-screen or knockout rejections before a candidate starts the assessment do not count. Duplicate attempts by the same candidate, assessments taken by members of your own team for testing purposes, and candidates you removed before they completed an assessment do not count toward the Billing Trigger.

Early access. During early access, you may publish additional roles without a payment method on file. We will prompt you to add payment information as you approach the Billing Trigger; charges may be handled manually until self-serve checkout is available.

Volume packs. Prepaid role packs and custom volume terms are available under separate order forms or invoicing arrangements and are governed by those terms where they differ from this section.

Payment processing. Payments are processed by our payment processor. We do not store your full card details. You are responsible for keeping a valid payment method on file before the Billing Trigger; if a charge fails, we may pause the affected role until payment succeeds.

No refunds after the Billing Trigger. Because the full product is delivered on each billed role, charges are non-refundable once the Billing Trigger occurs, except where required by law. If you believe a charge is in error, contact us within thirty (30) days of the charge and we will review it in good faith.

Taxes. Fees are exclusive of applicable sales, use, or similar taxes, which you are responsible for where required.

Price changes.We may change prices with at least fourteen (14) days' notice. A new price applies only to roles whose Billing Trigger occurs after the notice period ends; a role is billed at the price in effect when its Billing Trigger occurs.

15. Termination

We may suspend or terminate access for violations of these Terms or to protect the Service or users. You may stop using the Service at any time. Deletion options are described in our Privacy Policy.

16. Disclaimers & Limitation of Liability

THE SERVICE IS PROVIDED “AS IS” AND “AS AVAILABLE” WITHOUT WARRANTIES OF ANY KIND, WHETHER EXPRESS, IMPLIED, OR STATUTORY, INCLUDING IMPLIED WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, TITLE, AND NON-INFRINGEMENT.

Without limiting the foregoing, we do not warrant that assessments, scores, job-match results, resume flags, identity-check results, ID-verification results, liveness or deepfake-detection signals, integrity signals, or AI-generated text (which rely on publicly available third-party sources that may be incomplete or out of date and on statistical models that can produce false positives or false negatives, including on short, noisy, compressed, or low-light recordings) are accurate, complete, or suitable for any particular hiring decision, or that the Service will detect every instance of impersonation, cheating, or synthetic media. You use them at your own risk and remain responsible for independent verification, compliance, and outcomes.

TO THE FULLEST EXTENT PERMITTED BY LAW, TALENTPROOF AND ITS OFFICERS, DIRECTORS, EMPLOYEES, AND AGENTS WILL NOT BE LIABLE FOR ANY INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL, OR PUNITIVE DAMAGES, OR LOST PROFITS, DATA, OR GOODWILL, ARISING FROM OR RELATED TO THE SERVICE OR THESE TERMS.

TO THE FULLEST EXTENT PERMITTED BY LAW, OUR TOTAL LIABILITY FOR ANY CLAIM ARISING FROM OR RELATED TO THE SERVICE OR THESE TERMS WILL NOT EXCEED THE GREATER OF (A) USD $100 OR (B) THE AMOUNTS YOU PAID TO TALENTPROOF FOR THE SERVICE IN THE TWELVE (12) MONTHS BEFORE THE EVENT GIVING RISE TO THE CLAIM. SOME JURISDICTIONS DO NOT ALLOW CERTAIN LIMITATIONS; IN THOSE CASES, OUR LIABILITY IS LIMITED TO THE MAXIMUM EXTENT PERMITTED BY LAW.

17. Indemnification

You agree to defend, indemnify, and hold harmless TalentProof and its officers, directors, employees, and agents from claims, damages, losses, and expenses (including reasonable attorneys' fees) arising from: (a) your use of the Service; (b) your User Content or Company Content; (c) your hiring decisions or screening practices; (d) your violation of these Terms or applicable law; or (e) your violation of another person's rights. Recruiters and companies indemnify for candidate-data and employment-practice claims arising from their use of candidate data, including uploads, screening rules, and sharing with clients or ATS vendors.

18. Governing Law, Disputes & Arbitration

These Terms are governed by the laws of the State of Delaware, United States (or, where Delaware law does not yet apply by incorporation, the laws of the State of California), without regard to conflict-of-law rules, except where mandatory consumer protection law in your home jurisdiction requires otherwise.

Informal resolution. Before filing a claim, you agree to contact legal@talentproof.ai and attempt to resolve the dispute informally for at least thirty (30) days.

Arbitration (U.S. users). Except for qualifying small-claims matters or requests for injunctive relief for intellectual property or unauthorized access, any dispute arising from these Terms or the Service will be resolved by binding individual arbitration under the American Arbitration Association Consumer Arbitration Rules, not in court. Class actions and class arbitrations are not permitted. You may opt out of arbitration within thirty (30) days of first accepting these Terms by emailing legal@talentproof.aiwith subject line “Arbitration Opt-Out” and your account email.

If arbitration does not apply to you, exclusive jurisdiction lies in the state or federal courts in Delaware (or, where California law applies under this section, Sacramento County, California), and you consent to personal jurisdiction there.

Users in India. Nothing in these Terms limits rights you have under Indian law that cannot be waived by contract, including under the Digital Personal Data Protection Act, 2023 and the Consumer Protection Act, 2019. For data grievances, contact our Grievance Officer at privacy@talentproof.ai (see the Privacy Policy). For other complaints, email legal@talentproof.ai; we will acknowledge within 7 days and aim to resolve within 30 days.

19. General

Changes. We may update these Terms. Material changes will be highlighted in the Service. Continued use after the effective date constitutes acceptance.

Entire agreement. These Terms and the Privacy Policy are the entire agreement regarding the Service and supersede prior understandings on that subject.

Assignment. You may not assign these Terms without our consent. We may assign or transfer them in connection with an incorporation, corporate reorganization, merger, acquisition, or sale of assets.

Severability. If any provision is unenforceable, the remainder stays in effect.

20. Contact

Questions? Email legal@talentproof.ai or use the in-app Contact form.