Terms of Use

1. Agreement to these Terms

These Terms of Use ("Terms") govern access to and use of Huzzl AI, including huzzl.ai, associated subdomains, applications, candidate job agents, employer and recruiter tools, matching and screening, AI-enabled interviews, human expert interviews and related services (collectively, "Huzzl" or the "Services"). Huzzl is operated by Syncortex LLP ("Syncortex", "we", "us" or "our").

By creating an account, clicking an acceptance button, using the Services or acting for an organisation that uses the Services, you agree to these Terms and the Privacy Policy. If you do not agree, do not use the Services. These Terms constitute an electronic record and may be accepted electronically.

If you use Huzzl for an organisation, you confirm that you have authority to bind that organisation. Any signed order form, master services agreement or other written agreement with Syncortex supplements these Terms and prevails to the extent of a direct conflict for the covered paid service.

2. Who may use Huzzl

You must be at least 18 years old and legally capable of entering into a binding agreement. Employer, recruiter and interviewer accounts must be used only by authorised representatives for genuine professional purposes. We may ask for reasonable information to verify identity, organisation, authority or role.

3. Accounts and security

1. Provide accurate, current and complete registration information and keep it updated.
2. Keep credentials confidential, use reasonable security measures and do not share an individual login.
3. Notify support promptly if you suspect unauthorised access or misuse.
4. You are responsible for activity through your account to the extent caused by your acts or failure to use reasonable care.
5. Do not create false accounts, impersonate another person or misrepresent an organisation, role, qualification, job or hiring authority.

4. What Huzzl provides

Huzzl provides technology and related services to help candidates discover and apply to jobs and to help employers or recruiters discover, screen, interview and evaluate candidates. Features may include resume and job-description structuring, candidate-job matching, profile discovery, job recommendations, external job links, application support, call or video interviews, transcripts, skill scoring, expert evaluations and hiring-workflow tools.

Features may change, be tested in beta, or be unavailable for maintenance, security, legal or operational reasons. We may impose fair-use, security or technical limits and may introduce separate commercial terms for paid functionality.

5. Huzzl's role and what it does not guarantee

Huzzl is a technology-enabled recruitment platform and workflow provider. Unless a separate written agreement expressly says otherwise, Syncortex is not the employer of a candidate, does not make an employment offer, does not set employment terms, and is not a party to the employment or engagement contract between a candidate and an employer.

The term candidate agent describes software that acts only within the permissions a candidate gives through the product. It does not create a fiduciary, legal-representative, partnership or employment-agency relationship beyond the limited technical authority needed to perform an approved action.

Huzzl does not guarantee a job, interview, candidate, shortlist, offer, acceptance, joining date, performance, background, qualification, listing accuracy, response time or hiring outcome. Verification reduces risk but is not an endorsement or guarantee. Candidates and employers must perform their own appropriate checks before making commitments.

6. Candidate terms

6.1 Profile accuracy and rights

Candidates must provide information they reasonably believe is accurate and must have the right to upload resumes, work samples, photographs, certificates and other content. Do not inflate experience, claim another person's work, submit confidential employer material without authority or use undisclosed assistance to misrepresent an interview response.

6.2 Profile visibility

After the separate onboarding visibility confirmation, a candidate's full profile is visible to verified employer and recruiter accounts by default. The candidate may switch to Private mode at any time. Visibility, opt-out consequences and employer-uploaded profiles are described in the Privacy Policy. Acceptance of these Terms alone is not consent to optional model training.

6.3 Job recommendations and applications

Recommendations are suggestions based on the information available and may not reflect every eligibility requirement or preference. Review the complete original listing and verify the employer before applying. Huzzl submits an application to an external employer or portal only after you approve that specific application and the data shown for submission. Once sent, the recipient's terms and privacy practices apply and the submission may not be retractable through Huzzl.

6.4 Interviews

Before a Huzzl-enabled interview is recorded, you will receive a recording and processing notice. You must not record another participant, share interview questions, use another person to answer, use prohibited real-time assistance, interfere with the assessment or disclose confidential employer information. Reasonable accessibility or accommodation requests should be raised with the employer or Huzzl support before the interview where possible.

6.5 Candidate-employer relationship

You decide whether to apply, interview, disclose optional information, accept an offer or enter into an employment or engagement relationship. Review the employer, role, compensation, conditions, location, benefits, background checks and contract independently. Report suspected fraud, requests for one-time passwords, unusual payments or misuse of personal data.

7. Employer and recruiter terms

7.1 Authority and genuine recruitment

An employer or recruiter user must be authorised by the organisation shown on the account and may use Huzzl only for genuine, lawful recruitment or related workforce planning. Job listings and communications must accurately describe the organisation, role, material requirements, location or work arrangement, compensation information where provided, and any material condition of engagement.

7.2 Candidate uploads

Before uploading or submitting information about a candidate, you must have a lawful basis and sufficient authority from the candidate, client or other permitted source and must provide every notice or obtain every consent required by law or contract. You must be able to demonstrate that authority on request. Do not upload purchased, scraped, leaked or unlawfully obtained databases.

Candidate data uploaded for your recruitment process remains restricted to your authorised account and that workflow unless the candidate claims the profile and separately enables wider Huzzl visibility. You must promptly assist with correction, withdrawal and deletion requests and must not instruct Huzzl to conceal processing from a candidate where notice is legally required.

7.3 Permitted use of candidate data

Use candidate data only to assess and communicate about a genuine role or another purpose clearly authorised by the candidate. Do not sell, sublicense, publish, enrich an unrelated database, conduct unrelated marketing, spam, harass, discriminate, perform intrusive profiling or retain data longer than reasonably necessary. Limit access to personnel and service providers who need it and protect exports with appropriate security.

7.4 Hiring criteria and lawful decisions

Use job-related and lawful criteria. Do not ask Huzzl to rank, exclude or target candidates based on caste, religion, sex, gender, pregnancy, marital status, disability, health, age or another protected or highly private characteristic except where a specific use is lawful, necessary and appropriately disclosed, such as a candidate-requested accommodation or a legally permitted occupational requirement.

You remain responsible for the final employment decision, for reviewing the underlying evidence, for handling a candidate's correction or challenge, and for complying with employment, labour, equality, accessibility, consumer, privacy and sector-specific laws. Do not make a final adverse decision solely because of a Huzzl AI score or recommendation.

7.5 Candidate communications and safety

Do not request passwords, one-time passcodes, unnecessary government identifiers, bank credentials or undisclosed payments. Do not impose a candidate fee through Huzzl unless it is lawful, expressly permitted by Huzzl and clearly disclosed before the candidate engages. Huzzl may investigate or suspend accounts associated with misleading jobs, identity misuse, fee scams, harassment or unsafe practices.

8. Human interview experts

A human interview expert must act competently, impartially and confidentially; disclose any conflict of interest; use only job-related criteria; avoid discriminatory or demeaning questions; protect candidate and employer information; and return or delete materials as instructed. An expert must not reuse recordings, transcripts, questions, resumes or work samples for another purpose or make an unauthorised recording. A separate expert agreement may impose additional confidentiality, intellectual-property and quality requirements.

9. AI-assisted features

AI features may structure data, infer skills or relevant experience, compare criteria, generate questions, transcribe answers, produce scores and recommend shortlisting or rejection. Outputs can contain errors or reflect limitations in source data, question design or models. They do not constitute legal, employment, psychological, medical or professional advice and do not establish that a person is suitable or unsuitable for employment.

Huzzl does not make a solely automated final employment decision under these Terms. Employers and authorised reviewers must apply meaningful human judgment. Users should report material inaccuracies. Huzzl may correct, withdraw or label an output and may suspend a model or feature where reliability, fairness, security or law requires.

10. External jobs and third-party services

Huzzl may display a summary of or link to a job published by an employer, recruiter or external portal. The source or employer owns its content and may change or remove it. Huzzl is not responsible for an external site's operation, terms, privacy, accessibility, malware, listing accuracy or conduct. Use external sites at your own risk and review their terms before providing information.

Where Huzzl redirects you or sends an approved application, we do not guarantee delivery, receipt or a response. You authorise only the application and data presented at that time. Huzzl does not have general authority to accept an employment term, representation or third-party legal agreement on your behalf.

11. User content and licences

You retain ownership of content you lawfully provide, subject to rights held by another person. You grant Syncortex a worldwide, non-exclusive, royalty-free licence for the period reasonably necessary to host, copy, format, analyse, transmit, display and otherwise process that content solely to provide, secure and improve the Services as permitted by these Terms, the Privacy Policy and your settings or consents.

This licence does not transfer ownership of a resume, job description or work sample to Syncortex. Wider Huzzl model training requires the separate consent described in the Privacy Policy. If you give product feedback without confidential information, you permit us to use it without restriction or compensation, but we will not identify you publicly without permission.

12. Acceptable use

You must not use Huzzl to:

1. Upload or share information that belongs to another person when you lack authority.
2. Publish a false job, false credential, impersonation, deceptive communication or materially misleading information.
3. Infringe privacy, confidentiality, copyright, trademark or other rights.
4. Harass, threaten, exploit, discriminate against or unlawfully profile a person.
5. Upload obscene, sexually explicit, child-harmful, hateful, defamatory or otherwise unlawful content.
6. Introduce malware, probe security, bypass access controls, interfere with operation or attempt unauthorised access.
7. Scrape, crawl, bulk-download, export, resell or build a competing or unrelated database except through an expressly authorised interface or written agreement.
8. Reverse engineer models or software except to the limited extent a non-waivable law permits.
9. Send spam, conduct unrelated marketing or contact candidates outside the permitted recruitment purpose.
10. Evade limits, create multiple deceptive accounts, manipulate rankings or submit an application without candidate approval.
11. Use AI outputs as the sole basis for a final adverse employment decision or for a prohibited high-impact purpose.
12. Violate applicable law, a binding order or these Terms.

13. Privacy and confidential information

The Privacy Policy forms part of these Terms. Each user must handle personal data and confidential information only for the permitted purpose, apply reasonable security, restrict access and notify Huzzl promptly of suspected loss, misuse or unauthorised disclosure. Employer customers may be required to sign a data-processing addendum or confidentiality terms.

Do not use Huzzl to upload trade secrets, source code, customer data or confidential material from a current or former employer unless disclosure is authorised and necessary. Huzzl may restrict access or delete material that creates an unreasonable privacy, security or legal risk.

14. Intellectual property

The Services, software, interface, workflows, branding, Huzzl-created content, models, prompts, taxonomies, scoring methods and documentation are owned by Syncortex or its licensors and are protected by applicable intellectual-property laws. Subject to these Terms, Syncortex grants you a limited, revocable, non-exclusive, non-transferable right to use the Services for their intended purpose during your authorised access.

Except for that limited right, no licence is granted. Do not copy, modify, distribute, sell, lease, sublicense, remove notices from or create derivative works of Huzzl technology or content without written permission, except where a non-waivable law expressly allows it.

15. Service communications and electronic actions

You agree that account notices, application confirmations, interview notices, policy updates and other communications may be provided electronically to your registered contact details or through the Services. Keep those details current. An approval or instruction submitted through your authenticated account may be treated as your electronic instruction, subject to fraud and error review.

16. Fees and separate commercial terms

Some Services may be free, trial, beta or paid. Fees, taxes, usage limits, invoicing, refunds, service levels and commercial commitments for an employer are governed by the applicable order form or written agreement. If no written commercial term applies, any price and payment rule shown at the point of purchase applies. Candidate access is not guaranteed to remain free unless Huzzl expressly states otherwise for a specific feature or period.

17. Moderation, suspension and investigation

We may investigate suspected misuse and may remove or disable access to content, restrict an action, pause a workflow, suspend or terminate an account, preserve evidence or notify an affected person or authority where reasonably necessary to enforce these Terms, protect users, comply with law, respond to a valid complaint or address security or service integrity.

Where appropriate, we will consider context and provide notice or an opportunity to respond. Immediate action may be taken for fraud, identity misuse, unsafe conduct, unlawful content, data scraping, security threats, repeated violations or a valid legal direction. We may retain affected content and records for the period required for investigation or by law.

18. Termination and account closure

You may stop using Huzzl and request account closure at any time. We may terminate or suspend access for breach, risk, non-payment under a commercial agreement, prolonged inactivity, discontinuation of a service or legal requirement. Provisions that by nature should survive - including ownership, confidentiality, permitted retention, disclaimers, liability, indemnity and dispute terms - continue after termination.

19. Disclaimers

To the maximum extent permitted by law, the Services are provided on an "as available" basis. Huzzl does not warrant uninterrupted or error-free operation; perfect accuracy of profiles, listings, transcripts, scores or AI outputs; any particular candidate or job outcome; or the conduct, solvency, identity or legal compliance of another user or third party.

Nothing in these Terms excludes a warranty, remedy or statutory right that cannot lawfully be excluded. If you rely on information to make an employment, financial, relocation, immigration, health, safety or other material decision, carry out your own verification and obtain appropriate professional advice.

20. Limitation of liability

To the maximum extent permitted by law, neither Syncortex nor its affiliates, personnel or licensors will be liable for indirect, incidental, special, exemplary, punitive or consequential loss, or for loss of opportunity, profit, revenue, goodwill or data, arising from the Services, even if the possibility was known. This exclusion does not apply where such liability cannot lawfully be excluded.

Subject to the preceding sentence and mandatory law, Syncortex's total aggregate liability arising from the Services will not exceed the greater of: (a) the fees paid or payable by the claimant to Syncortex for the affected Service during the 12 months before the event giving rise to the claim; or (b) INR 10,000. A signed commercial agreement may state a different cap for the covered employer service.

The limitations do not apply to Syncortex's fraud or wilful misconduct, or to another liability that applicable law does not permit us to limit. Indian counsel should confirm the final exclusions and cap against the launch business model and insurance coverage.

21. Indemnity

To the extent permitted by law, an employer, recruiter or other business user will defend, indemnify and hold harmless Syncortex and its personnel from third-party claims, losses and reasonable costs arising from that user's unlawful or unauthorised candidate upload, job listing, hiring criterion, communication, data use, employment decision or material breach of these Terms. An individual user has the same obligation only for claims caused by the user's fraud, wilful misconduct, infringement, unlawful content or material unauthorised use.

Syncortex will give reasonable notice of a covered claim and allow the indemnifying party to control the defence, subject to Syncortex's right to participate and to withhold consent from a settlement that admits fault or imposes obligations on Syncortex.

22. Force majeure

A party is not responsible for delay or failure caused by events beyond its reasonable control, including natural disaster, epidemic, war, civil disorder, labour disruption, internet or utility failure, cloud or telecommunications outage, cyberattack despite reasonable safeguards, government action or change in law. This does not excuse payment already due or obligations that could reasonably have been protected through required security or continuity measures.

23. Governing law and disputes

These Terms are governed by the laws of India. Before starting formal proceedings, a party should send a written dispute notice and allow 30 days for good-faith resolution, unless urgent interim relief or a statutory deadline requires faster action.

Subject to non-waivable consumer, privacy, regulatory and statutory remedies, a dispute arising from these Terms will be referred to a sole arbitrator mutually appointed under the Arbitration and Conciliation Act, 1996. The seat and venue of arbitration will be Bengaluru, Karnataka, the language will be English, and the award will be reasoned and binding. Courts at Bengaluru will have jurisdiction for interim relief, enforcement and matters not lawfully subject to arbitration.

Nothing in this clause prevents a person from approaching a consumer commission, the Data Protection Board of India, a Grievance Appellate Committee, another regulator or a court where applicable law provides a non-waivable right to do so.

24. Changes to the Terms

We may update these Terms for changes in law, security, features or business operations. We will publish the updated version and provide a prominent or direct notice of a material change. If a change requires fresh consent, it will apply only after that consent. Continued use after the stated effective date constitutes acceptance only to the extent permitted by law.

25. General terms

If a provision is unenforceable, it will be limited or removed to the minimum extent necessary and the remaining provisions continue. A failure to enforce a provision is not a waiver. You may not assign these Terms without our written consent; Syncortex may assign them in connection with a merger, reorganisation, sale of business or transfer of the Services, subject to applicable notice and privacy obligations. These Terms, the Privacy Policy and any applicable written commercial agreement are the entire agreement for their subject matter.

26. Contact and Grievance Officer