Term of Service
HIRING QUICK, LLC – TERMS OF SERVICE
Effective upon publication: October 9, 2026 | Version 2026.10 | Prior policy effective date: January 4, 2025
Notice of Replacement and Effective Date
Upon publication and appropriate notice, this document replaces prior versions of Hiring Quick, LLC’s corresponding policy prospectively. It takes effect on the publication date shown above. Existing contractual rights, accrued obligations, legally required advance notices, and any consent requirements remain unaffected. Material changes requiring affirmative consent or advance notice will not apply until those requirements are satisfied. This policy does not retroactively impose new obligations or extinguish existing claims.
1. Acceptance, Eligibility and Order of Precedence
These Terms govern access to Hiring Quick websites and digital services, including job search, job posting, resume builder, and customer-care communications. Adults age 18 or older may register for consumer accounts, memberships and SMS enrollment. Business customers must have authority to act for their organizations. Signed client agreements, employment documents and applicable law control where they conflict with these general Terms. An employment relationship is governed by applicable law and the relevant employment arrangements, not solely by these Terms.
2. Services and Roles
Hiring Quick offers staffing and recruiting, job advertising and postings, job searching and candidate matching, placement and referrals, resume-building and career tools, payroll and HR administration, benefits support, and digital memberships. For certain staffing arrangements Hiring Quick may be the employer of record under separate written arrangements; for marketplace tools it may act as an intermediary. No particular hire, interview, employment offer, placement, resume performance or uninterrupted access is guaranteed.
3. Account and Content Rules
Users must provide accurate information, safeguard credentials, have authority to submit content, and avoid impersonation, fraudulent postings, unlawful discrimination, harassment, malware, scraping or interference with systems. Employers remain responsible for job descriptions, hiring decisions, pay and workplace-law compliance unless a signed agreement and law allocate a particular duty differently. Candidates remain responsible for the accuracy of applications. Users retain ownership of their content and grant Hiring Quick a limited, nonexclusive license to host, process, display and transmit it as reasonably needed to deliver requested services.
4. Customer-Care SMS Program
Program name: Hiring Quick Customer Care SMS. This program sends customer support and service-related text messages only, including replies to support inquiries, appointment coordination, account assistance and service updates. It does not send promotional offers, advertising, recruiting promotions or other marketing texts under this consent.
Enrollment is voluntary. On our contact form, the SMS consent checkbox must be visible, separate, optional and unchecked by default. Checking it constitutes an affirmative request to receive customer-care SMS at the number provided. Providing a number, submitting the form, accepting these Terms, or using services without checking the box does not independently enroll a user in SMS. Consent is not required to purchase services.
To stop receiving SMS, reply STOP at any time. To obtain help, reply HELP, call 801-407-9778, or email admin@hiringquick.com. Message frequency varies based on your inquiries and service activity. Message and data rates may apply. Carriers are not liable for delayed or undelivered messages. Delivery depends on carrier coverage, network availability and accurate phone information.
Mobile information, SMS opt-in information and SMS consent are not sold or shared with third parties or affiliates for marketing purposes. Necessary messaging providers may process data only to deliver or support customer-care messages, subject to contractual restrictions. For further details, see the Privacy Policy link below.
5. Pricing, Subscriptions and Renewals
Before a consumer purchases a paid membership or resume-builder subscription, Hiring Quick will disclose the price, billing interval, recurring nature, cancellation method, and any material offer terms, and obtain the affirmative consent required by applicable law. Authorized recurring charges continue until canceled. Changes in subscription prices will be communicated in advance as required by law and apply no earlier than the lawful effective date or renewal cycle; when legally required, renewed consent will be obtained.
Subscribers may cancel using the cancellation method presented at enrollment or another legally required accessible method. Cancellation stops future renewals when completed under the disclosed terms; access may continue through the paid period. Refunds, credits and cancellation rights are governed by the offer terms and applicable law. Hiring Quick will not charge undisclosed fees or treat mere silence as consent where affirmative consent is required. Signed business contracts control business pricing.
6. Third-Party Tools and Availability
Some services use third-party providers, including payroll, benefits, hosting, communications and payment systems. We may reasonably change features, suspend unsafe access, or maintain systems, subject to contracts and law. We do not warrant uninterrupted or error-free service. Third-party conduct does not excuse Hiring Quick from non-waivable legal obligations.
7. Intellectual Property and Suspension
Hiring Quick retains rights in its software, branding, templates and proprietary platform materials. Users may not reproduce, resell or reverse engineer protected elements except as permitted by law. We may suspend accounts for suspected fraud, security threats, serious misuse or nonpayment, with legally required notice and remedies. We will not withhold legally required payroll, employment or personal records solely because access is suspended.
8. Disclaimers and Liability Allocation
To the extent permitted by applicable law, digital tools are provided “as is” and “as available,” without implied warranties beyond those that cannot legally be disclaimed. Neither party is liable to the other for remote or unforeseeable consequential losses solely to the extent such exclusion is lawful and applicable. Nothing here excludes liability for fraud, willful misconduct, statutory privacy or wage obligations, or other liabilities that cannot lawfully be limited. Any specific monetary liability cap should be set in a separately reviewed and accepted agreement rather than assumed here.
9. Indemnification
To the extent permitted by law, business users agree to defend and indemnify Hiring Quick against third-party claims arising from their unlawful job postings, intellectual-property infringement, or intentional misuse of the platform, except to the extent caused by Hiring Quick’s own misconduct or legal breach. Consumer rights and nonwaivable protections remain unaffected.
10. Dispute Resolution and Arbitration
IMPORTANT: THIS SECTION AFFECTS YOUR RIGHT TO GO TO COURT. Except as excluded below, Hiring Quick and an adult user who affirmatively accepts these Terms agree to resolve covered disputes individually through binding arbitration administered by the American Arbitration Association (AAA) under its applicable Consumer Arbitration Rules for consumer disputes or Commercial Arbitration Rules for business disputes. The Federal Arbitration Act, 9 U.S.C. §§ 1–16, governs this arbitration agreement to the extent applicable; Utah law governs remaining contract issues, subject to mandatory law.
Before filing arbitration, the claimant must send a written dispute notice describing the claim and requested relief to admin@hiringquick.com and allow 30 days for informal resolution. Either party may bring an eligible individual claim in small claims court. Claims that cannot legally be arbitrated, including claims subject to statutory exceptions, are excluded. This general website arbitration provision does not automatically govern employment disputes; any employment arbitration must be addressed separately with legally appropriate disclosures and exclusions.
For covered disputes, the arbitrator may decide questions of interpretation and enforceability except where law requires a court determination, including enforceability of the class-action waiver. Proceedings will be individual only to the extent permitted by law; no class, collective or representative arbitration without both parties’ consent, except where such a waiver is unenforceable. AAA fees, consumer protections, hearing location and procedures follow applicable AAA rules and law. Each party retains remedies and fee-shifting rights provided by statute.
You may opt out of this arbitration agreement within 30 days of first accepting it by emailing admin@hiringquick.com with your name, account email, and a clear statement that you opt out of arbitration. Opting out does not affect access to services or the remaining Terms. If a material portion of this arbitration provision is invalid, the remaining portions survive where legally possible. Arbitration obligations otherwise survive account closure. Nothing here prevents regulatory complaints or legally protected agency participation.
11. Changes, Severability and Contact
Updated Terms supersede earlier website Terms prospectively upon lawful publication and notice. Material modifications requiring renewed assent will be presented for affirmative acceptance. Invalid provisions are severed where legally permissible without affecting the remainder. The Privacy Policy explains data practices and does not itself replace these Terms or signed service agreements.
Privacy Policy
Read our Privacy Policy
Contact
Hiring Quick, LLC | 2183 W Main Street, Suite A203, Lehi, UT 84043 | 801-407-9778 | admin@hiringquick.com