Acceptable Use Policy

Aptimal, Inc.

Last updated: 07/23/2026

1. Scope

This Acceptable Use Policy ("AUP") governs use of the Aptimal platform and is incorporated into our Terms of Service. Capitalized terms have the meanings given there.

This AUP applies to you, your authorized users, and anyone accessing the Services through your account. You are responsible for their conduct.

We may update this AUP; material changes will be notified as set out in the Terms.

2. Why This Policy Matters Here

Aptimal is used to make decisions about people's livelihoods. Misuse of a hiring tool does not just breach a contract — it can cause real harm to candidates and expose you to significant legal liability. Section 3 is the heart of this policy.

3. Prohibited Uses Relating to Hiring

You must not use the Services to:

3.1 Discriminate. Screen, rank, filter, reject, or otherwise treat candidates differently on the basis of race, color, national origin, ancestry, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, disability, genetic information, medical condition, marital or familial status, veteran or military status, citizenship status, criminal history where its use is restricted by law, or any other characteristic protected under applicable law.

3.2 Use proxies for protected characteristics. Configure job requirements, custom assessment questions, scoring thresholds, or automated filters that are designed to, or that you know will, function as a proxy for a protected characteristic — including by way of example: name-based inference, school or ZIP code proxies used for that purpose, graduation year as an age proxy, or gaps in employment history used without individualized assessment.

3.3 Solicit protected or sensitive information. Draft custom assessment questions or job application fields that request, or are designed to elicit, information about protected characteristics, health or disability status, genetic information, pregnancy or family plans, immigration status beyond lawful work authorization, salary history where prohibited, or criminal history where prohibited by "ban the box" or fair chance laws.

3.4 Reject solely by algorithm where the law requires otherwise. Use automated filtering or auto-rejection to effect an adverse decision based solely on automated processing, without meaningful human involvement, where applicable law requires human review, notice, an alternative process, or a right to contest.

3.5 Evade required notices or audits. Use the Services while failing to provide candidate notices, publish bias audit results, offer alternative selection processes, or complete impact assessments where required by law applicable to you.

3.6 Misuse background checks. Order a background check without the required standalone disclosure and written authorization; take adverse action without the required pre-adverse action notice, copy of the report, summary of rights, and reasonable waiting period; use background check information for a purpose other than the permissible purpose certified; or run checks on individuals who are not genuine applicants.

3.7 Post fake or deceptive jobs. Create job postings for roles that do not exist, that materially misrepresent the position, compensation, or employer, or that exist to harvest personal data, sell services to applicants, or build a candidate database without a genuine hiring purpose.

3.8 Harvest candidate data without a lawful basis. Upload, import, or otherwise process candidate personal data that you did not lawfully obtain or that you have no lawful basis to process, including scraped data or purchased lists used without a valid basis and required notices.

3.9 Repurpose candidate data. Use candidate data collected through the Services for purposes unrelated to the recruitment process for which it was collected — including marketing, sale, or transfer to third parties — without an appropriate lawful basis and notice.

4. Prohibited Technical Conduct

You must not:

  • reverse engineer, decompile, or attempt to discover source code, model weights, prompts, or scoring logic
  • probe, scan, or test the vulnerability of the Services, or breach or circumvent authentication, rate limits, or access controls, except under a written authorization from us
  • scrape, crawl, or systematically extract data, or use automated means to access the Services other than through documented APIs
  • introduce malware, or interfere with or disrupt the integrity or performance of the Services
  • attempt to gain access to another customer's data or account
  • use the Services to build, train, or benchmark a competing product
  • exceed usage limits, share credentials, or resell access without authorization
  • remove, obscure, or alter proprietary notices
  • impersonate any person or misrepresent your affiliation

5. Prohibited Content

You must not upload, generate, or transmit through the Services content that:

  • is unlawful, defamatory, harassing, abusive, threatening, or hateful
  • infringes intellectual property or privacy rights
  • contains malware or malicious code
  • constitutes spam or unsolicited bulk communications, including through our email features
  • is sexually explicit, or exploits or endangers minors
  • you do not have the right to submit

Email features (invitations, rejection notices, notifications) are for legitimate transactional recruitment communications only. Use of them for marketing blasts or unrelated outreach is prohibited and may violate the CAN-SPAM Act, CASL, or equivalent laws.

6. Reporting Violations

Report suspected violations, security vulnerabilities, or abuse to support@aptimal.ai. For security research, contact us before testing; we will not pursue good-faith research conducted under a written scope agreed with us in advance.

7. Enforcement

We may investigate suspected violations and may, in our discretion and with notice where practicable:

  • request that you remediate the issue
  • remove or disable specific content or features
  • suspend affected users or your account
  • terminate your subscription for material breach
  • report conduct to law enforcement or regulators where required or appropriate

Where a violation presents an immediate risk of harm to candidates, to the Services, or to third parties, we may act without prior notice.

We do not routinely monitor Customer Data. We have no obligation to review job postings, assessment questions, or filter configurations, and our failure to detect a violation is not a waiver. Compliance responsibility remains yours.

8. Contact

Aptimal Inc.
Email us: support@aptimal.ai
Registered Agent: Legalinc Corporate Services Inc.
131 Continental Dr Suite 305 Newark, DE, 19713 US