01
Candidate facts first
Your master profile and uploaded resume are the approved evidence AI may use. Tailoring cannot introduce unsupported skills, technologies, responsibilities, or experience.
Trust & Safety
AI should improve your application, not invent your career.
TakJob is being designed around verified candidate facts, accountable recruiter identities, transparent jobs, and visible application history.
Some trust mechanisms are planned product direction rather than completed MVP features. This page distinguishes the two.
Product principles
Trust must exist on both sides of the marketplace.
Candidates should know what was submitted. Recruiters should know who applied. Everyone should know whether a role is genuinely active.
02
Every submitted version
TakJob is designed to retain the resume version attached to each application so you can see exactly what was presented.
03
Recruiter verification
Recruiter identity and company ownership should be confirmed before a role enters the marketplace.
04
Visible job information
Job cards should include role requirements, location, and salary or budget range so candidates can decide with context.
05
Job-health signals
Role activity, recruiter confirmations, candidate follow-up, and response behaviour can support a confidence score when evidence is incomplete.
06
Purpose-limited data
Personal information is used to operate the hiring experience. TakJob's stated policy is not to sell it or use it for unrelated purposes.
Resume integrity
Recompose. Never fabricate.
The candidate's structured master profile is the boundary around every AI-assisted resume change.
Allowed
Rewrite existing bullet points, reorder evidence, and use relevant keywords already supported by the candidate's profile.
Not allowed
Add missing technologies, inflate years of experience, invent outcomes, answer screening questions, or apply outside the TakJob marketplace.
Job integrity
Confidence, not unsupported certainty.
Ghost-job detection is a future capability, not a claim TakJob can honestly make today.
A credible job-health signal should combine recruiter confirmation, role age, candidate follow-up, response patterns, and whether the position was marked filled. Where evidence is incomplete, TakJob should show a confidence or risk indicator—not label a job real or fake without proof.
MVP boundary
Sophisticated automated ghost-job detection is not required for the initial MVP. Recruiter verification and role-status follow-up come first.
Your data, rights, and account.
Read how data is handled or contact us about access, correction, or deletion.
Build trust with us
A better marketplace starts with accountable participants.
Join as a candidate or recruiter and help validate the protections that matter most.