Employer
Policy

This policy applies to all Employer accounts on Tipzi, including access to the employee directory, employment verification tools, and any premium talent search features. It sits alongside our Terms of Service and Acceptable Use Policy.

Directory and search data may only be used to evaluate genuine hiring or engagement opportunities. You may not scrape, export in bulk, resell, or share Employee contact details or profile data with third parties outside your organisation.

You may not use the directory to harass, spam, or solicit Employees for purposes unrelated to legitimate employment or contracting opportunities.

Tipzi verifies that reviews are tied to real accounts and, where possible, a related transaction. Tipzi does not verify a candidate's identity, criminal record, immigration status, or right to work in any jurisdiction.

A "Verified" badge on a profile reflects Stripe identity and payment verification only — see our Trust, Safety & Verification Policy for full detail.

As an Employer, you are solely responsible for conducting your own right-to-work checks, background checks, and any other legal or regulatory compliance steps required before engaging, hiring, or contracting with any individual you find through Tipzi.

Tipzi is a reputation and payments platform, not an employment agency, background-check provider, or right-to-work verification service.

When an Employee requests confirmation of a period of employment, you confirm or reject that request in good faith, based on your organisation's actual records. False confirmations may result in account suspension.

Your response may be publicly displayed on the Employee's profile as a "Verified" job history entry.

Any personal data you access through the directory or search tools must be handled in line with applicable data protection law, including the UK GDPR. You may not retain candidate data longer than necessary for a genuine hiring process, or use it for any purpose other than that process.

In addition to the general prohibitions in our Acceptable Use Policy, Employers must not post fraudulent job listings, misrepresent company identity, discriminate against candidates on the basis of a protected characteristic, or request payment from candidates as a condition of engagement.

We may update this policy from time to time. We will post the revised version on this page with an updated "Last updated" date.