Version published on 30/09/2023

This document constitutes the Terms of Service (hereinafter ToS) of the www.jobtechnetwork.com and elite.jobtechnetwork.com sites, and more generally of the Service provided by JobTech Network srl (hereinafter "JobTech").

These ToS formalize the establishment of a contractual relationship between JobTech and you as a user, whether you are a natural or legal person.

These ToS may be modified at any time. Please consult them regularly.

BY COMPLETING THE REGISTRATION PROCESS AND CLICKING ON "ACCEPT", YOU DECLARE THAT:

- YOU HAVE READ, UNDERSTOOD AND AGREE TO BE BOUND BY THESE TERMS AND CONDITIONS OF USE;
- IF YOU ARE A CANDIDATE, YOU MUST BE AT LEAST 16 YEARS OLD TO REGISTER INTO JOBTECH;
- YOU HAVE THE RIGHT TO REGISTER PERSONALLY OR ON BEHALF OF THE COMPANY INDICATED IN YOUR REGISTRATION.YOU AND/OR THE COMPANY MENTIONED AT THE TIME OF YOUR REGISTRATION ARE THEREFORE BOUND BY THESE GENERAL TERMS AND CONDITIONS OF USE.

IF YOU DO NOT AGREE TO BE BOUND BY THESE TERMS AND CONDITIONS, YOU WILL NOT BE ABLE TO ACCESS THE SERVICE.

1 DEFINITIONS

"Applicant" means any natural or legal person who applies to register on the Websites to find new job opportunities.
"Compensation" means the gross annual compensation received by the Candidate under the Contract. This includes (i) the fixed portion, (ii) the entire variable portion of remuneration known on the day the Contract is agreed (considering the maximum obtainable).
"Contract" means any agreement under which the Candidate performs work for the benefit of the Recruiter in exchange for payment of compensation.
"Contractor" refers to any person using the Service on behalf of a Recruiter. This includes (but is not limited to) RPOs, consultants, vicarious companies, or any type of external subcontractor, whether or not based on the Recruiter's website.
"Interview Proposal" means any message sent by a Recruiter to a Candidate indicating interest in his/her Profile and willingness to be contacted.
"Profile" means all the content (information and any files including photos, curriculum vitae, etc.) published by a Candidate or Recruiter to present themselves and interact on the Websites.
"Recruiter" means any natural or legal person who requires registration on the Websites to be put in contact with Candidates.
"Service" means the Service offered by JobTech to connect Candidates and Recruiters through the platform managed directly on the Websites.
"Service Fee" refers to the remuneration received by JobTech in the event of the conclusion of a Contract.
"Cash Bonus" refers to the remuneration received by Candidate in the event of the conclusion of a Contract.
"JobTech” refers to the company JobTech Network srl, whose legal notices are summarized in chapter 7.5 of the ToS, as well as here.
"User(s)" refers to the Recruiter and the Candidate together or individually.
"Websites" means the JobTech Websites, www.jobtechnetwork.com and elite.jobtechnetwork.com, through which Users may exchange information for the purpose of concluding a Contract.
"Basic Platform" means the www.jobtechnetwork.com website and all Services connected to it.
"Elite Platform" means the elite.jobtechnetwork.com website and all Services linked to it.

2 KEY POINTS

2.1 JobTech's mission

JobTech offers a Service that connects Candidates and Recruiters via the freely accessible Websites.

A Recruiter and a Candidate may create employment contracts.

2.2 Rates applied by JobTech

While access to the Websites is free for all users, Recruiters must pay a Fee to use the Service. The different rates and offers are grouped here, for the Basic Platform, and here for the Elite Platform.

2.3 Bonus reserved for Candidates hired through the Elite Platform

JobTech will pay to the Candidate a Bonus at the end of the Guaranteed period offered by JobTech to the Recruiters IF AND ONLY IF THE CANDIDATE ENTERED INTO A CONTRACT WITH THE RECRUITER USING THE ELITE PLATFORM AND ALL THE CONDITIONS TO HAVE THE RECRUITER TO PAY THE SERVICE FEE ARE MET.

Nothing is due to the Candidate if any of the following conditions are met:

i. the Candidate entered into a Contract with the Recruiter using the Basic Platform;
ii. if the condition “Candidate already known to the Recruiter”, as described in chapter 6.8, is invoked
iii. if the Recruiter invokes the “JobTech Guarantee”, as described in chapter 6.9, is invoked
iv. if the condition of “Early departure of the Candidate”, as described in chapter 2.3, is invoked.

The amount of Bonus is detailed here: elite.jobtechnetwork.com/candidate-bonus.

2.4 Guarantee in case of early departure of the Candidate hired through the Elite Platform

In the event that the Candidate leaves the Recruiter's staff, whether or not due to the end of the probationary period, JobTech allows the Recruiter to benefit from a guarantee, IF AND ONLY IF THE CANDIDATE HAS BEEN HIRED VIA THE ELITE PLATFORM. NOTHING IS DUE IF THE CANDIDATE HAS BEEN HIRED VIA THE BASIC PLATFORM.

JobTech grants the Recruiter a credit limited to the Service Fee charged for the recruitment of the Candidate who has left the Recruiter's staff.

The main conditions for granting credit (all conditions are detailed in chapter 6.9 of these Terms) include:

- The Candidate must have been hired through the Elite Platform;
- the Candidate must have left the Recruiter's staff within three (3) months of joining the Recruiter's staff;
- the credit is valid for a maximum of twelve (12) months from the date of departure of the Candidate from the Recruiter's staff;
- The credit invoice must be issued during the warranty period of twelve (12) months and the assumption paid outright.

Please note that the credit is "portable", i.e. it applies regardless of the number of Candidates hired in the position left by the initial Candidate (all conditions are detailed in chapter 6.9 of these ToC).

Finally, the Recruiter should be aware that no guarantee is given in the absence of a Candidate still contractually bound to the Recruiter (due to illness, maternity/paternity, sabbatical or parental leave, etc.).

2.5 Duty of loyalty in providing information

Any user, Recruiter or Candidate, using the Elite Platform is required to provide information to JobTech, which must be informed as soon as a contract is concluded.

This duty continues for a period of twelve (12) months following the last exchanges between the Candidate and the Recruiter on the Elite Platform, and any contracts concluded during this period shall be transmitted to JobTech, so that Service Fees may be charged.

3 RULES FOR APPLICANTS

3.1 How the Service works

JobTech is a free Service for Candidates, which allows them to find new professional opportunities effectively and quickly.

Candidates may use the Service after registering on the Websites and after JobTech has approved their registration.

The Service allows the Candidate to receive interview proposals from Recruiters, or to contact Recruiters directly.

If the exchange between a Candidate and a Recruiter is successful, the Candidate may then sign a Contract with the Recruiter.

Only the conclusion of such a contract establishes mutual obligations between the Candidate and the Recruiter.

3.2 Registration procedure

Upon registration, the Candidate is invited to create an account and complete his/her profile by indicating his/her name, providing details on studies, professional experience, skills, and salary expectations.

In order to guarantee the reliability and functionality of the Service, the Candidate undertakes at the time of registration (i) to provide, to the best of his knowledge, only correct and up-to-date information on his situation (ii) to indicate his true identity and (iii) not to have more than one account on the Websites.

JobTech reserves the right to ask the Candidate for proof of identity. In the event that such proof is not provided, JobTech reserves the right to block and/or delete the Candidate's account.

JobTech may also call the Candidate using the phone number provided to discuss his/her profile before registration is approved.

JobTech reserves the right to accept or refuse, at its discretion, requests for registration on the Websites, in particular after having read the information provided voluntarily by the Candidate.

3.3 Contractual freedom of the Candidate

Registration on the Websites and access to the Service does not establish any obligation for the Candidate to accept an Interview Proposal or to conclude any type of Contract.

Only the conclusion of a Contract between the Candidate and the Recruiter establishes mutual obligations. The conditions of the Contract (remuneration offered, duration and type of employment) are freely specified by the Candidate and the Recruiter without the JobTech participating in this negotiation.

3.4 Transparency and duty to provide information

If an agreement is reached with a Recruiter, the Candidate accepts:

i. inform JobTech, without delay, of the date of signature of the Agreement, as well as notify JobTech of any subsequent changes (renewal, termination, new Agreement, etc.)
ii. provide the JobTech with a copy of the Contract, or confirmation of employment (letter, email, etc.) or draw up a document between the Recruiter and himself specifying the main terms of the Contract (remuneration, duration, etc.),
iii. inform JobTech without delay in the event that it ceases to be contractually bound to the Recruiter for any reason within the first 3 (three) months.

4 RECRUITER RULES

4.1 Registration process

Upon registration, the Recruiter (via the person acting on their behalf) are asked to create an account and complete their profile, including their name, company name, email address, and additional information about the company.

In order to ensure the reliability and functionality of the Service, Recruiters undertake at the time of registration (i) to indicate, to the best of their knowledge, only correct and up-to-date information about their situation (ii) their true identity and (iii) not to open more than one account on the Websites.

To facilitate registration, JobTech may offer the Recruiter the use of a third-party Service, such as LinkedIn, Google or Facebook. In such case, the Recruiter agrees that the information provided to this third-party Service is also accurate, truthful, and up to date, in order to ensure the reliability of the Service.

If the registration is made for a legal entity, the Recruiter must be authorized to do so by the legal entity. In any case, JobTech cannot be held responsible for the absence of such authority, and the acceptance of these General Conditions cannot be questioned in any way. The legal entity will then be indefinitely responsible for the actions of its agent.

After registration, JobTech may verify the Recruiter's Profile and may, if deemed necessary, request any document that allows JobTech to verify whether the information indicated in the Profile is true. If the Recruiter does not respond to such JobTech's request, this may result in rejection of registration.

JobTech reserves the right to accept or reject requests to register on the Websites at its discretion.

4.2 How the Service works

Once the registration is completed and the Profile is completed, the Recruiter may use the Service to access the Websites and review the Candidate Profiles online. They can then submit Interview Proposals to Candidates who have caught their attention or who have been automatically selected via AI.

Any Interview Proposal must be linked to (i) a job advertisement and (ii) a proposed salary. Interview Proposals are simply an invitation to meet online or in person.

The Recruiter agrees to communicate with the Candidate only via the Websites until the Candidate accepts an Interview Proposal.

If the Candidate is interested in the Interview Proposal and accepts it, the recruitment process begins, which may include one or more interviews, which may be conducted in person or online. The recruitment process will be carried out under the responsibility of the Recruiter.

From the moment of acceptance, Candidates and Recruiters have the possibility to use other modes of communication, of which they must keep JobTech informed.

Only the conclusion of an agreement between the Recruiter and a Candidate establishes mutual obligations.

It is reiterated that the terms of the Agreement are freely discussed between the Candidate and the Recruiter, without JobTech taking part in such negotiations.

In addition, the Recruiter undertakes to carry out all the formalities required towards the administrations and other competent authorities at the time of recruitment of the Candidate.

In particular, the Recruiter must verify the nationality of the Candidate and, if necessary, make sure before recruitment that the Candidate holds a valid work permit.

In addition, the Recruiter undertakes (i) to refrain from disclosing to third parties or publicizing the names and identities of Candidates whose profiles have been disclosed during the recruitment process and (ii) to take the necessary physical, technical, and administrative measures to protect the content received via the Websites from loss, misuse, unauthorized access, disclosure, alteration or destruction.

5 OBLIGATIONS TO INFORM THE RECRUITER

By entering into an Employment Agreement, the Recruiter agrees to:

i. inform JobTech, immediately and without delay, of the date of signature of the Contract, as well as notify JobTech of any subsequent changes (renewal, termination, new Contract, etc.)
ii. provide JobTech with a copy of the contract or proof of employment (letter, email) or issue a confirmation between the Candidate and the company detailing the most important conditions of the contract concluded (remuneration/fees, duration, etc.)
iii. inform JobTech without delay if they cease to be contractually bound to the Candidate within 3 (three) months from the beginning of the Contract, for any reason.

6 SERVICE COSTS

By accepting these ToS, the Recruiter agrees to pay a Service Fee when a Contract is concluded with a Candidate.

JobTech reserves the right to change Fees and billing methods at any time after these ToS are updated and after duly notified Recruiters by email.

In addition, in addition to the Service, a Recruiter may benefit from additional Services, which may be free or paid.

These may include, in particular, JobTech's assistance in facilitating searches, Interview Services, and more generally, additional Services that may facilitate the search and selection of Candidates.

6.1 General case

The Service Fee is payable in full by the Recruiter in the following cases:

i. If they enter into a Contract with a Candidate through the use of the Service, whether or not there is a trial period.
ii. If they enter into a new Agreement with the same Candidate within twelve (12) months of the end of the initial Agreement. The amount of the Service Compensation will then be calculated on the basis of this new Contract, the terms of which may be different from the initial Contract (new remuneration, different assignments, etc.).
iii. If you conclude a Contract, within a period of twelve (12) months following the end of your use of the Service (in particular in the event of non-use of the Websites or cancellation of your account), with a Candidate found through this Service.
In this case the Service Fee will be due regardless of the terms of the Agreement and regardless of whether an Interview Proposal or a Contract may have been submitted and rejected.
iv. If they present a Candidate, identified through the use of the Service, to another person/company, whether affiliated or not with their company, and a Contract is concluded between this third party and the Candidate. The Service Fee is then payable on the basis of the Contract concluded between the Candidate and said person/company.

This commitment will apply during the use of the Service, as well as for a period of twelve (12) months thereafter.

In case of violation of these provisions, the Recruiter will pay JobTech a lump sum of fifty thousand euros (€ 50,000) excluding taxes as a penalty, notwithstanding any other action that Jobtech may take against the Recruiter, and any damages and other indemnities due in accordance with the ToS.

6.2 Recruiter's Use of a Service Provider

In the particular case of a Recruiter using a Service provider to use the Service, you agree that the Service provider may use the Service only for the needs of the Recruiter for whom it is acting and subject to approval by JobTech.

In such case, the Recruiter will be responsible for the actions of the supplier.

All providers will be systematically required to sign a confidentiality agreement ("NDA") prior to any access to the Websites. This NDA is prepared by JobTech and constitutes an agreement between the supplier and JobTech.

It is strictly forbidden for a provider to use the Service for the purposes of another person/company, whether affiliated or not with its company, or transmit to another person/company, affiliated or not with its company, any of the following confidential information (without the list being exhaustive)

- any information relating to Candidates, natural or legal persons, seeking new professional opportunities, obtained through the Websites and/or the Service;
- any Candidate Profile and/or CV obtained through the Websites and/or the Service;
- any information relating to a Candidate obtained during an exchange with the Candidate through the Websites.

In case of violation of these provisions, the Recruiter shall pay JobTech a lump sum of fifty thousand euros (€ 50,000) excluding tax as a penalty, notwithstanding any other action that JobTech may take against the Recruiter, and any damages and other compensation due in accordance with the ToS.

6.3 Cost of Service Fee for the Elite Platform

The cost of the Service Fee is detailed here: elite.jobtechnetwork.com/plans.

In the event of a change in rates, JobTech will inform Recruiters directly on the Websites or by sending an informative email to each of them.

6.4 Invoicing and payment of the Service Fee

The resulting invoices will be sent by e-mail and/or electronic invoicing to the address provided by the Recruiter at the time of registration.

The Service Fee is invoiced once the Contract with the Candidate is concluded. The corresponding invoice is payable definitively by the date on which the Candidate commences the Contract.

6.5 Late payment

In case of non-payment within thirty (30) days, the amounts due will be charged automatically and without prior request interest at a rate of 5% above the base interest rate respectively applicable.

6.6 Disagreement

Any disagreement of the Recruiter regarding the billing of the Service Consideration must be expressed by reasoned letter and sent by registered letter with acknowledgment of receipt or by cerified email within ten (10) days from the date of issue of the invoice. In the absence of such a letter, the Recruiter will be deemed to have accepted the invoice.

6.7 Reserved conditions of the Employment Contract

The Recruiter will inform JobTech of the recruitment of a Candidate or of the stipulation of a collaboration contract within fourteen (14) days of the earlier of the following two dates:

- Date of signature of the contract
- Date on which the Candidate is hired by the company

Otherwise, JobTech will invoice the Recruiter for costs of up to twenty thousand euros (€20,000) where this amount will be due immediately from the day the Candidate joins the company.

In such case, JobTech has the right to block or delete the Recruiter's account.

6.8 Candidate already known to the Recruiter

If a Recruiter can demonstrate that he or she has initiated a recruitment process with a Candidate within three (3) months prior to the date on which he or she became aware of the relevant Candidate Profile on the Websites, the Recruiter will be exempt from paying the Service Fee.

This derogation shall be subject to compliance with the following three conditions:

- the Recruiter has contacted (or has been contacted by) the Candidate within three (3) months prior to becoming aware of the relevant Candidate Profile on the Websites;
- the Candidate has responded positively to the contact (or the Recruiter has responded positively to the Candidate's contact);

iii. a discussion was still ongoing between the Candidate and the Recruiter at the time the Recruiter became aware of the relevant Candidate Profile on the Websites.

If any of these three conditions are not met or have not occurred within three (3) months prior to the date on which the Recruiter became aware of the relevant Candidate's profile on the Websites, the Service Fee will be payable in accordance with these ToS.

The Recruiter agrees that in all other cases where a Candidate is hired via the Elite Platform, the Service Fee will be due.

6.9 JobTech Guarantees

If the Candidate leaves the Recruiter's workforce, whether or not following the end of a probationary period, the Recruiter must contact JobTech as soon as possible to inform the Recruiter.

In such a situation, the Recruiter may benefit from a guarantee, subject to the following conditions:

- must provide JobTech with a document certifying the Candidate's departure from its workforce (e.g. letter of resignation, unemployment certificate);
- all sums owed by the Recruiter have been paid in accordance with these ToS;
- the Candidate has not entered into a new Contract of any kind with the Recruiter, with any of its subsidiaries or with any other company of the group to which it belongs;
- the cause of termination is based solely on the qualifications, qualities or conduct of the Candidate;
- that the departure of the Candidate is not the result of a dismissal for economic reasons, a contractual termination or any termination justified by a new direction in the Recruiter's internal strategy justifying new requirements for the position in question.

If these conditions are met, JobTech grants the Recruiter credit against the Service Fee due upon subsequent employment. It is specified that:

- the Candidate must have left the Recruiter's staff within three (3) months of joining the Recruiter's staff;
- the amount of credit is limited to the total amount of the Service Fee charged for initial recruitment;
- the credit is valid for a maximum of twelve (12) months from the date the Candidate leaves the Recruiter's staff. Accordingly, if no new employment occurs during the twelve (12) month warranty period, the credit lapses and no refund is provided for the Recruiter;
- the assumption for which the credit is granted must be invoiced definitively, any other form of payment does not give entitlement to the credit;
- The invoice for which credit is granted must be issued within the warranty period of twelve (12) months.

Finally, it should be noted that the credit is "portable", i.e. it applies regardless of the number of Candidates hired in the position left by the initial Candidate.

In order for credit portability to be granted to the Recruiter:

- the replaced Candidate (whether the initial Candidate or a subsequent Candidate) must have left the Recruiter's workforce within the first three (3) months of joining the workforce;
- as credit is limited to a maximum of twelve (12) months from the last day worked by the original Candidate, the new Candidate must have joined the Recruiter's workforce, or must have been invoiced to the Recruiter, prior to the expiration of this twelve-month period.

No guarantee of any kind (nor any suspension of billing or discount) can be given in the absence of a Candidate still contractually linked to the Recruiter (due to illness, maternity/paternity, sabbatical or parental period, etc.).).

Finally, no guarantee is provided for hires made with the Basic Platform.

7 GENERAL PROVISIONS

7.1 Content posted by Users

Users of the Websites are prohibited from posting content that does not comply with applicable legal regulations, in particular (but not limited to) the following:

- all content that could be unlawful, humiliating, violent, threatening, defamatory, abusive, offensive, obscene, that violates applicable moral principles, libelous, hateful, racist, xenophobic, anti-Semitic, sexist, harassing, discriminatory or that violates privacy, human dignity, respect for personal data or the confidentiality or secrecy of another person's correspondence or that encourages illegal activities;
- any content that infringes another person's intellectual property rights;
- all inaccurate or false content, in particular in relation to the identity of Users and their academic and professional qualifications.

If JobTech is informed or considers that a User of the Websites or content violates applicable law or these General Conditions, JobTech reserves the right to delete all or part of the profile in question or the content in question and/or block or delete the User's account and/or remove the disputed content without prior notice.

Users are encouraged to send messages to JobTech if they believe that an Interview Proposal, profile, message or other content visible on the Websites is illegal or violates these ToS by sending a message to the following address: info@jobtechnetwork.com.

7.2 Use of the Websites

Users are required to use the Websites without damaging them and without overriding the features offered. In particular, it is agreed to:

- not to violate the requirements, procedures, guidelines or regulations of the third-party Services used by the Websites;
- not to copy, disseminate or share any part of the Websites by any means;
- not to download, publish, transfer or disseminate media containing viruses or other computer code, files or programs designed to interrupt, impede or limit the proper functioning of software, materials or other devices in connection with telecommunications; not to cause any impairment in the operation of the Websites or its servers;
- not override your rights, for example by attempting to use tools to which you do not have access or by deleting, adding or modifying content on the Websites;
- not to imitate or copy the identity of a Candidate, company or other person associated with JobTech;
- not to sell or transfer its users to third parties;
- not to disclose your password to third parties;
- do not use practices that may appearto be spam or would not be correct, such as promoting a website using false links or promoting your website or company by posting advertisements on your profile.

7.3 User blocking – resolution

 

7.3.1 JobTech Rights

JobTech reserves the right to suspend or cancel access to the account or Service until full payment of the amounts due in the event of non-payment by the company of any of the invoices issued by JobTech.

JobTech reserves the right, in the event of a breach by a User of any of its obligations mentioned in these ToS, to suspend or cancel his account and the possibility of using the Service at any time automatically and without legal clarification, after a request has been sent to the User by e-mail or mail, which has not been answered within eight (8) calendar days of receipt.

7.3.2 Users' rights

If Users no longer wish to use the Websites and the Service, they may request the deletion of their account at any time.

7.3.3 Legal consequences of termination

Termination entails the immediate deletion of all content submitted by a User to JobTech, provided that JobTech does not yet need the content for the performance of the contract without this forming the basis for a complaint by the User.

Notwithstanding such termination, the provisions of these ToS shall continue to apply for the period prior to termination.

7.4 JobTech Duties

 

7.4.1 Accuracy of the information provided by Users

Although JobTech carefully reviews the content posted by Users and reserves the right to verify, modify, suspend or delete without notice the accounts associated with a profile containing inaccurate information, JobTech does not guarantee the accuracy of such content and information.

In particular, JobTech does not guarantee in any way to carry out a control over the experience declared by the applicant or the information and content provided. Even if Users use the assessments made available by the Websites, JobTech does not guarantee the accuracy of such content and information.

JobTech cannot be held responsible on the basis of information and content that may prove to be false or illegal.

It is therefore solely the responsibility of the Recruiters to carry out an audit or make every reasonable effort to verify the qualities, experiences, and references of the Candidates.

7.4.2 Use of third-party Services

The Websites allow the publication and display of content from third-party Services. JobTech assumes no responsibility for such content towards Users or third parties.

7.4.3 No guarantee from JobTech

JobTech is not responsible for entering into agreements between Candidates and Recruiters.

Any exchange and any commitment to conclude an agreement that may be signed between a Recruiter and a Candidate is the sole responsibility of these parties and excludes the liability of JobTech.

In general, JobTech cannot be held liable for direct or indirect damages resulting from communications, interactions, relationships, agreements or disputes between the Candidate and the Recruiter. In particular, JobTech cannot be held liable if the Recruiter and the Candidate fail to fulfil the agreement, inadequately fulfil it or terminate it, regardless of whether or not JobTech receives what is agreed under the Agreement.

In cases where the agreement concluded between the Candidate and the Recruiter is a Service or Subcontracting Contract or an agreement intended to regulate the performance of an assignment against payment of remuneration, which is not an employment contract, the Candidate is solely responsible for any damage that may cause to the company in the context of the performance of his or her assignment. If necessary, the Recruiter may ask the Candidate to conclude a Contract with a solvent insurance company in order to cover all damages that it may cause in the course of carrying out its activities.

7.4.4 Service availability

JobTech reserves the right, for any reason, in particular taking into account technical, IT and/or telematic and/or maintenance difficulties and/or limitations and cases of force majeure, at any time and, if necessary, without notice, to interrupt access to the Websites, to terminate or modify the functionality of use of the Websites where it is not possible to hold JobTech responsible for the consequences of such interruptions or modifications.

In general, JobTech reserves the right to make changes of any kind to the content of the Websites.

7.4.5 Force majeure

JobTech shall be released from any liability if the non-performance of any or all of its obligations as specified in these ToS results from a case of force majeure.

Force majeure means an unpredictable and/or irresistible event beyond the influence of JobTech (such as, for example, the bankruptcy of the hosting operator, a strike, a closure, an official order, a health crisis).

If the provision of the Service under the ToS or JobTech's obligations is prevented, limited or interrupted due to force majeure, JobTech is released from fulfilling the corresponding contractual obligations.

7.5 Legal Notice

JobTech is the owner and operator of the Websites accessible at www.jobtechnetwork.com andelite.jobtechnetwork.com/ addresses, and of the recruitment Service provided by JobTech on its Websites.

JobTech is a company incorporated and registered in Italy under the number xxxxxx, whose registered office is in Via Leon Battista Alberti 5. 20149 Milan (Mi), Italy.

The Websites are hosted by Namecheap, xxxxxxxx. The Namecheap servers used by JobTech are in the European Union.

7.6 Intellectual property

The trademark of the company JobTech, all other trademarks, in image format or not, illustrations, images, texts, comments and logos on the Websites, regardless of whether they are registered or not, the general structure of the Websites and the texts of the software, still images or moving images, know-how, drawings, illustrations, databases and all other elements of the Websites are and remain exclusively the property of JobTech.

The same applies to all copyrights, designs, models, and patents owned by JobTech. Any total or partial duplication, modification, removal or use for any reason and on any medium is prohibited without the prior express consent of JobTech.

7.7 Hyperlinks

Hyperlinks to other websites or Services of third-party providers may be available on the Websites. JobTech has no control over these websites or their content. The publication of links to other similar websites does not in any way mean that JobTech endorses such sites, or the content, products or Services offered by them.

7.8 Personal data

By registering, you consent to the storage, processing, and use of the collected data by JobTech. User information is intended for use by JobTech.

This data is intended exclusively for the management of user registration and business relations between the User and JobTech. None of this information is ever shared with third parties. Your personal data is processed in accordance with the privacy policy at www.jobtechnetwork.com/privacy-policy.

7.9 References

Unless otherwise agreed, JobTech may indicate the name of a Recruiter registered on the Websites as a reference in a document, whether in electronic or another format.

7.10 Subcontractors

JobTech reserves the right to freely subcontract all or part of the Services for which it is responsible under these ToS.

7.11 Transfer

The User expressly refrains from assigning, whether for consideration or free of charge, all or part of the rights and obligations deriving from these ToS.

7.12 Various

The ToS can be changed by JobTech at any time. Users will therefore be invited to periodically check the ToS.

If important or essential changes are made to the ToS, the Websites will be updated with ToS on the Websites. If you are registered on the Websites, we will also notify you of the changes by email. Any changes to the ToS are effective with respect to new Users of the Websites immediately, and thirty (30) days after the publication of the new ToS for existing Users. If you reject the new ToS after being informed of the change, you must cease using the Websites. Otherwise, your continued use of the Websites will be deemed consent to such changes.

These ToS replace previous versions of JobTech ToS.

If individual provisions of the contract or these terms and conditions are ineffective or the contract has gaps, the effectiveness of the remaining provisions will not be affected.

The fact that JobTech does not refer, at a given time, to one of the clauses of these ToS and/or that the User does not fulfil one of its obligations under these ToS cannot be interpreted as a waiver by JobTech of the right to refer to any of these contractual clauses or obligations.

As a result, other rules may not take precedence over these ToS, unless JobTech has expressly agreed to this in writing. Any decision to the contrary made by a User is therefore not enforceable against JobTech without express consent, regardless of when JobTech became aware of it.

7.13 Applicable law and jurisdiction

These ToS are subject to Italian law. All disputes about its existence, validity, interpretation, or resolution are subject to the exclusive jurisdiction of the Court in the jurisdiction of the registered office of JobTech Network srl.