juucy Code of Conduct for Recruiters
At juucy, we believe in transparent, respectful, and high-quality collaboration. This Code of Conduct outlines the key principles and rules that guide our work with recruiters on the platform. By following these guidelines, we ensure trust and long-term success for all parties involved: recruiters, clients, candidates — and juucy as a whole.
1. Professional Conduct & Communication
What this means in practice
- Be responsive, respectful, and professional in all communications
- Use the juucy platform as your central communication channel
What you must avoid
- Contacting juucy clients outside the platform (e.g. via LinkedIn or email)
- Sharing candidate-specific information in the Job Chat — use the Candidate Comment Section instead
2. Candidate Quality & Transparency
What this means in practice
- Only submit candidates who are prequalified and suitable for the role
- Clearly communicate job details as provided by juucy
- Represent your role accurately (e.g. “I’m partnering with [Company] via juucy”)
- Always obtain candidate consent before submission
What you must avoid
- Submitting unqualified candidates or irrelevant profiles
- Falsifying job details (e.g. claiming remote work is possible when it’s not)
- Revealing the company name to candidates too early, especially during initial outreach
3. Role Assignment & Responsibility
What this means in practice
- Work only on roles you’ve been explicitly assigned to
- Follow project-specific instructions carefully
What you must avoid
- Engaging with roles you are not assigned to, even if they appear on the platform
4. Platform Use & Confidentiality
What this means in practice
- Keep all communication, data, and activity within the juucy platform
- Treat all candidate and client information as confidential
What you must avoid
- Copying, storing, or reusing data outside of juucy’s intended use
5. Integrity & Trust
What this means in practice
- Act with honesty, transparency, and fairness in all dealings
- Report any ethical concerns or suspicious behavior to the juucy team
What you must avoid
- Manipulating processes, falsifying data, or engaging in misleading behavior
6. Candidate Experience
What this means in practice
- Ask candidates before sharing their data
- Keep candidates informed about their progress or rejection
What you must avoid
- Ghosting candidates
- Misleading candidates about the nature or conditions of the role
7. Collaboration & Feedback
What this means in practice
- Be open to feedback from juucy and clients
- Share insights to improve hiring outcomes
- Use the “Add Feedback” feature to provide context or explain challenges
What you must avoid
- Ignoring communication or feedback requests from the juucy team
8. Availability & Commitment
What this means in practice
- Only accept roles you can actively work on and deliver for
What you must avoid
- Accepting assignments you’re not available for or won’t follow through on
9. Diversity & Anti-Discrimination
What this means in practice
- Treat all candidates equally and respectfully
- Encourage diversity and promote inclusive hiring
What you must avoid
- Discriminating or making biased assumptions about candidate suitability
10. Culture of Commitment
Being assigned to a role is not just access — it’s a responsibility.
What this means in practice
- Start outreach and candidate qualification promptly
- Share regular updates via the platform
- If you cannot deliver, explain why using the “Add Feedback” feature — especially to share market insights
What you must avoid
- Remaining inactive or silent after being assigned to a project — it affects candidate flow and damages client trust
11. Invoicing Integrity
We expect full honesty and accuracy in all invoicing activity.
What this means in practice
- Invoice only for services actually delivered, visible in the payout section
- Match your invoice amount exactly with what is shown in the system or confirmed by juucy
What you must avoid
- Submitting duplicate invoices for the same placement or interview
- Rounding up amounts or adding unapproved fees
Any attempt to manipulate fees or invoices will result in immediate suspension and may lead to legal consequences.
12. Non-Solicitation of Clients' Employees
Recruiters often gain valuable insight into a client’s internal structures. To avoid conflicts of interest and maintain trust:
What this means in practice
- Focus only on external candidates, not existing or recent employees of juucy clients
- Wait at least six months after a client relationship ends before contacting their employees
What you must avoid
- Trying to place employees of Client A at Client B (even outside juucy)
- Targeting employees of active juucy clients under any circumstances
13. Accurate Representation
What this means in practice
- Present yourself clearly as a juucy Talent Partner — not as a company employee
- Example: “I’m partnering with [Company Name] via juucy to help them fill this role”
What you must avoid
- Implying or stating that you are employed by the client company
Accountability & Consequences
We trust every recruiter on juucy to act with integrity and professionalism. If the Code of Conduct is violated — through inaction, dishonesty, or unprofessional behavior — consequences may include:
- Temporary or permanent suspension
- Loss of access to new projects
- Withholding of unpaid fees
- Legal action in cases of fraud or manipulation
We reserve the right to take necessary action to protect the quality of our network, the experience of our clients, and the reputation of juucy.
Let’s build a culture of accountability, transparency, and shared success.
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