Full Pro features granted at no charge per written agreement
DPA
Data Processing Agreement executed separately between parties
HIGH-RISK AI
Classification under EU AI Act Annex III, Point 2 — applies to HRGuru
2. Acceptance and Eligibility
By creating an account you accept these Terms on behalf of yourself and (for Company accounts) your organisation.
Company accounts: authorised representative must be 18+ and have authority to bind the organisation.
Candidate accounts: available to individuals 18+ years of age.
Moldova: acceptance constitutes a public offer agreement under Civil Code Article 633.
Ukraine: acceptance constitutes binding electronic agreement under Law on Electronic Commerce.
EU: these Terms constitute a legally binding contract; EU consumer rights apply to individual users.
3. AI Scoring — Your Obligations
If you use HRGuru AI scoring for candidates in the United States, European Union, or any other regulated jurisdiction, you must comply with the following:
3.1 All jurisdictions
AI scores are advisory recommendations only — never the sole basis for a hiring decision
A human reviewer must evaluate AI recommendations before any employment decision
You must not discriminate on protected grounds including race, sex, age, disability, religion, or national origin
You must provide candidates with a privacy notice and AI disclosure before collecting their data
Last updated: 2026-06-01 · Version 2.0 · For questions: privacy@hrguru.io
3.2 European Union / EEA — EU AI Act Compliance
By using HRGuru, you act as a 'deployer' of a HIGH-RISK AI system under EU AI Act Chapter 3, Section 3
Deployer obligations you assume: transparency to affected persons; fundamental rights assessment; human oversight; maintaining use logs; notifying candidates of AI use before assessment
You must not use AI scores to override a human reviewer's decision without documented justification
3.3 United States — EEOC and State Law Compliance
You are responsible for EEOC Title VII, ADA, and ADEA compliance for all US hiring decisions
You acknowledge that employers are liable for third-party AI tools that cause disparate impact
You must conduct adverse impact testing if using AI screening for US candidates at scale
3.4 New York City — Local Law 144 (AEDT)
If you use HRGuru to evaluate candidates residing in New York City, you are subject to NYC Local Law 144
You must: commission an annual independent bias audit; publish audit results on your website; notify NYC candidates of AEDT use within 10 business days
HRGuru will cooperate with your third-party bias auditor by providing aggregated, anonymised scoring data. Contact support@hrguru.io to initiate.
NYC LL 144 penalty: $500 per violation; $500-$1,500 per day for ongoing violations. Compliance is your responsibility as the employer/deployer.
4. Data Processing
HRGuru processes candidate data as your Data Processor. You are the Data Controller.
You must have valid legal basis to process each candidate's data (consent, contract, or legitimate interest as applicable).
Execute HRGuru's Data Processing Agreement (DPA) before uploading any candidate CVs.
You must respond to candidate data subject requests or instruct HRGuru to do so.
5. Plans and Pilot Access
Plan
Monthly Price
Annual Price
Key Limits
Trial
Free (14 days)
—
1 job, 50 CVs
Starter
$29
$290 (save $58)
3 jobs, 100 CVs/month, 1 user
Growth
$79
$790 (save $158)
10 jobs, 500 CVs/month, 3 users
Pro
$149
$1,490 (save $298)
Unlimited
Pilot
Free (by agreement)
—
Full Pro, pilot period only
Auto-renewal: paid subscriptions renew automatically. California subscribers: we will notify you of auto-renewal at least 3 days before each renewal date. Cancel any time in account settings.
6. Limitation of Liability
Maximum liability: fees paid in 12 months preceding the claim
No liability for: indirect loss, lost profits, hiring decisions made by you, candidate misrepresentation
No liability for AI scoring outcomes used as sole hiring criteria without human review
These limitations do not apply to: gross negligence or wilful misconduct; death or personal injury; fraud; any liability that cannot be excluded by applicable law.
US users: Nothing limits any rights you may have under applicable US federal or state consumer protection laws.
7. Governing Law
Client Location
Governing Law
Dispute Resolution
Republic of Moldova
Moldova law
Courts of Chisinau; 30-day negotiation first
European Union
Moldova law + EU mandatory provisions
EU client may sue in local courts per EU consumer law
Ukraine
Moldova law + Ukrainian Civil Code supplement
Courts of Chisinau or Ukrainian courts per client choice
United States
[State] law (Delaware default)
Binding arbitration (AAA rules) in [City]; class action waiver
Other countries
Moldova law
Courts of Chisinau
US class action waiver: Individual arbitration required for US users. Class action and jury trial waived to the extent permitted by law. California Consumers: CCPA rights cannot be waived.
8. Prohibited Uses
In addition to restrictions in Section 3, Users must not:
Use AI scores, explanations, or outputs to train, fine-tune, benchmark, or develop competing AI or automated employment decision systems, whether directly or through intermediaries;
Systematically extract, scrape, or bulk-export AI outputs, scoring results, or platform data beyond normal individual business use (including via automated scripts, bots, or API abuse);
Attempt to reverse-engineer, derive, reconstruct, or infer HRGuru’s AI prompts, scoring logic, weighting models, or training data through systematic testing, probing, or analysis of outputs;
Share, publish, or disclose AI scoring results, evaluator breakdowns, or platform analytics to HRGuru competitors or for competitive intelligence purposes;
Upload candidate CVs without valid legal basis (consent or legitimate interest); process personal data of candidates in violation of applicable data protection law;
Use the Service to discriminate unlawfully in hiring based on race, sex, age, disability, religion, national origin, or any other protected characteristic;
Resell, sublicense, white-label, or offer the Service as your own product to third parties without HRGuru’s prior written consent;
Use the Service to process personal data of individuals under 16 years of age.
9. Indemnification
Client (“Indemnifying Party”) agrees to defend, indemnify, and hold harmless HRGuru, its officers, directors, employees, and agents from and against any claims, damages, losses, costs, and expenses (including reasonable legal fees) arising from or relating to:
Client’s failure to obtain valid legal basis for processing candidate personal data, including failure to obtain required consents;
Client’s violation of applicable employment discrimination laws (including Title VII, ADA, ADEA, EU equal treatment directives) in connection with use of the Service;
Client’s use of AI scores as the sole or primary basis for employment decisions without required human review;
Client’s breach of its EU AI Act deployer obligations, NYC Local Law 144 bias audit requirements, or EEOC compliance obligations;
Client’s violation of Section 8 (Prohibited Uses) of these Terms, including any reverse engineering or competitive use of AI outputs.
10. US Aggregate Liability Floor
For US Clients, the limitation of liability in Section 6 shall be the greater of: (i) fees paid in the 12 months preceding the claim; or (ii) USD $500. The class action waiver and individual arbitration requirement are enforceable under the Federal Arbitration Act (9 U.S.C. § 1 et seq.) to the fullest extent permitted by applicable law. Nothing in this section limits any rights you may have under applicable US federal or state consumer protection laws, including California Consumer Privacy Act rights which cannot be waived.