Website Legal & Policy Package

1. Terms of Service

Hire on the Spot, Inc. | Website | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

These Terms of Service (“Terms”) govern access to and use of the Hire on the Spot, Inc. (“HOTS,” “we,” “us,” or “our”) websites, applications, job marketplace, employer tools, candidate tools, messaging, hiring-event features, and related services (collectively, the “Services”). By accessing or using the Services, you agree to these Terms and any additional terms that apply to a specific feature. The legal/privacy/security contact email is or mail to: 3640 Concord Pike #1177, Wilmington, DE 19803

1. Eligibility and Accounts

You must have legal capacity 18+in age to enter into these Terms. You are responsible for providing accurate account information, protecting your credentials, and all activity occurring through your account. You may not impersonate another person or organization, create accounts for deceptive purposes, or transfer an account without authorization.

2. Role of HOTS

HOTS provides technology intended to help candidates and employers discover and communicate about employment opportunities. Unless expressly stated in a separate written agreement, HOTS is not the employer, staffing agency, payroll provider, background-check company, immigration adviser, or agent of either party. Employers control their job requirements and hiring decisions. Candidates control the information they submit and whether to pursue an opportunity.

The name “Hire on the Spot” describes the platform's goal of helping employers and candidates move faster. HOTS does not guarantee that any user will receive an interview, same-day offer, employment, a particular wage, or any other hiring outcome.

3. Candidate Responsibilities

• Provide truthful, current information in profiles, resumes, applications, credentials, and communications.

• Do not misrepresent identity, qualifications, licenses, work history, education, work authorization, or availability.

• Use employer and platform information only for legitimate employment-related purposes.

• Exercise appropriate caution before sharing sensitive information and report suspected scams or fraudulent employers to HOTS.

4. Employer Responsibilities

Employers must comply with the Employer Terms and Job Posting Policy, accurately identify themselves, post legitimate opportunities, comply with employment and nondiscrimination laws, provide legally required compensation disclosures, and protect candidate information.

5. User Content

You retain ownership of content you submit, such as resumes, profiles, job postings, messages, logos, and other materials (“User Content”). You grant HOTS a non-exclusive, worldwide, royalty-free license to host, store, reproduce, format, display, transmit, and otherwise process User Content as reasonably necessary to provide, secure, operate, support, and improve the Services, subject to our Privacy Policy and applicable law. You represent that you have the rights necessary to submit the content.

6. Platform Rules and Enforcement

You must comply with the Acceptable Use Policy and all applicable laws. HOTS may investigate suspected violations; reject, remove, limit, or disable content; restrict features; suspend or terminate accounts; preserve information; and cooperate with lawful requests when reasonably necessary to protect users, HOTS, or the public.

7. Fees, Subscriptions, Renewals and Taxes

Some Services may require payment. Pricing, included features, billing frequency, taxes, renewal terms, and cancellation rights will be presented at purchase or in an order form. You authorize HOTS and its payment processor to charge the payment method provided for amounts due. All plans auto-renew each month.

Where an automatic-renewal or continuous-service law applies, HOTS will provide required disclosures, acknowledgments, renewal/price-change notices, and cancellation methods. California law imposes specific requirements for consumer automatic-renewal offers, including clear pre-purchase terms and, for covered annual arrangements, annual reminders.

8. Third-Party Services

The Services may link to or interoperate with third-party services, including employers' application systems, payment processors, communications providers, analytics providers, job feeds, and other integrations. Third-party services are governed by their own terms and privacy practices, and HOTS is not responsible for third-party services it does not control.

9. Intellectual Property

The Services, software, designs, trademarks, logos, databases, and other HOTS materials, excluding User Content, are owned by or licensed to HOTS and protected by applicable intellectual-property laws. No rights are granted except the limited right to use the Services under these Terms.

10. Feedback

If you voluntarily provide ideas or feedback about the Services, you grant HOTS the right to use that feedback without restriction or compensation, provided HOTS does not publicly identify you as the source without permission.

11. Copyright Complaints

HOTS will maintain a process for receiving notices of claimed copyright infringement and may remove allegedly infringing material when appropriate.

12. Disclaimers

TO THE MAXIMUM EXTENT PERMITTED BY LAW, THE SERVICES ARE PROVIDED “AS IS” AND “AS AVAILABLE.” HOTS DOES NOT WARRANT THAT JOB POSTINGS, USER IDENTITIES, CANDIDATE QUALIFICATIONS, EMPLOYER REPRESENTATIONS, COMPENSATION, INTERVIEWS, OFFERS, OR HIRING OUTCOMES ARE ACCURATE, COMPLETE, AVAILABLE, OR SUITABLE. HOTS DOES NOT MAKE EMPLOYMENT DECISIONS FOR EMPLOYERS UNLESS A PARTICULAR FEATURE EXPRESSLY STATES OTHERWISE.

13. Limitation of Liability

TO THE MAXIMUM EXTENT PERMITTED BY LAW, HOTS AND ITS AFFILIATES, OFFICERS, DIRECTORS, EMPLOYEES, AND SERVICE PROVIDERS WILL NOT BE LIABLE FOR INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL, EXEMPLARY, OR PUNITIVE DAMAGES, OR LOST PROFITS, REVENUE, DATA, GOODWILL, OR BUSINESS OPPORTUNITY ARISING FROM THE SERVICES.

Limitation of Liability Cap TO THE MAXIMUM EXTENT PERMITTED BY APPLICABLE LAW, HIRE ON THE SPOT, INC.’S TOTAL AGGREGATE LIABILITY ARISING OUT OF OR RELATING TO THE SERVICES OR THESE TERMS WILL NOT EXCEED THE GREATER OF (A) THE AMOUNTS PAID OR PAYABLE BY YOU TO HIRE ON THE SPOT DURING THE TWELVE (12) MONTHS IMMEDIATELY PRECEDING THE EVENT GIVING RISE TO THE CLAIM OR (B) $100.00.

14. Indemnification

To the extent permitted by law, business users and employers agree to defend, indemnify, and hold harmless HOTS from third-party claims arising from their job postings, hiring practices, User Content, misuse of candidate data, violation of law, or breach of these Terms or incorporated policies.

15. Termination

You may stop using the Services at any time. HOTS may suspend or terminate access for violations, fraud, security risk, nonpayment, legal requirements, or conduct that materially threatens users or the Services. Provisions that by their nature should survive termination will survive.

16. Changes

HOTS may update these Terms. Material changes will be communicated as required by law. Continued use after the effective date of updated Terms constitutes acceptance where legally permitted.

17. Governing Law and Disputes

Governing Law. These Terms and any dispute arising out of or relating to these Terms or the Services will be governed by the laws of the State of Delaware, without regard to its conflict-of-laws principles, except to the extent applicable federal law or the mandatory laws of your state of residence provide otherwise.

Informal Dispute Resolution. Before initiating arbitration, you and Hire on the Spot, Inc. agree to make a good-faith effort to resolve the dispute informally. A party seeking to initiate a dispute must provide written notice describing the nature of the dispute and the relief requested. The parties will have 30 days after receipt of the notice to attempt to resolve the matter before arbitration may be initiated.

Binding Individual Arbitration. Except for disputes that qualify for small claims court or claims for which arbitration cannot lawfully be required, any dispute, claim, or controversy arising out of or relating to these Terms, the Services, or your relationship with Hire on the Spot, Inc. will be resolved through binding arbitration on an individual basis rather than in court.

The arbitration will be administered by the American Arbitration Association (“AAA”) under the applicable AAA rules then in effect. The Federal Arbitration Act will govern the interpretation and enforcement of this arbitration provision.

Class Action Waiver. TO THE FULLEST EXTENT PERMITTED BY LAW, YOU AND HIRE ON THE SPOT, INC. AGREE THAT EACH PARTY MAY BRING CLAIMS AGAINST THE OTHER ONLY IN AN INDIVIDUAL CAPACITY AND NOT AS A PLAINTIFF OR CLASS MEMBER IN ANY PURPORTED CLASS, COLLECTIVE, CONSOLIDATED, OR REPRESENTATIVE ACTION OR PROCEEDING.

Jury Trial Waiver. To the extent a dispute proceeds in court rather than arbitration, and to the fullest extent permitted by law, you and Hire on the Spot, Inc. knowingly and voluntarily waive any right to a trial by jury.

Small Claims Court. Either party may bring an individual claim in a court of competent small claims jurisdiction if the claim qualifies and remains on an individual basis.

Court Proceedings. For disputes that are not subject to arbitration, you and Hire on the Spot, Inc. consent to the jurisdiction of the applicable state and federal courts located in Delaware, except where applicable law requires otherwise.

Non-Waivable Rights. Nothing in this section limits any rights or remedies that cannot lawfully be waived under applicable federal, state, or local law.

18. Contact

The legal/privacy/security contact email is or mail to: 3640 Concord Pike #1177, Wilmington, DE 19803

2. Employer Terms

Hire on the Spot, Inc. | Employer Customer | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

These Employer Terms supplement the Terms of Service and apply to organizations and individuals using HOTS to recruit, post jobs, search or contact candidates, participate in hiring events, purchase recruiting services, or otherwise use employer functionality. The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

1. Authority and Employer Account

You represent that you are authorized to act for the employer identified in the account. HOTS may request information reasonably necessary to verify identity, business legitimacy, domain ownership, authority, or job authenticity.

2. Lawful Recruiting and Nondiscrimination

Employers are solely responsible for complying with federal, state, and local employment laws. Employers may not discriminate unlawfully in recruiting, screening, interviewing, compensation, selection, hiring, or any other employment practice. Employers must provide reasonable accommodations where required and must not use HOTS to request prohibited pre-employment information.

3. Job Postings

All postings must comply with the Job Posting Policy. Employers are responsible for job accuracy, classification, location, pay disclosures, qualifications, licenses, working conditions, sponsorship/work-authorization statements, and any legally required notices.

4. Candidate Data

Candidate information may be used only for legitimate recruiting, hiring, workforce planning, or related purposes authorized by the candidate and permitted by law. Employers may not sell candidate data, use it for unrelated marketing, scrape or build unauthorized databases, make it publicly available, or retain it longer than reasonably necessary for the lawful recruiting purpose.

Employers are independently responsible for their own privacy notices, retention obligations, security safeguards, and legal basis for processing candidate information after receiving it from HOTS.

5. Communications

Employer messages must relate to legitimate employment opportunities or authorized recruiting activity. Employers must not send deceptive, harassing, discriminatory, or unlawful communications or use HOTS to circumvent applicable email, text, telemarketing, or privacy requirements.

6. Hiring Decisions and Screening

Employers make their own employment decisions. If an employer uses assessments, background reports, credit information, AI tools, automated decision systems, or other screening processes, the employer is responsible for determining and satisfying applicable notice, consent, validation, nondiscrimination, accommodation, audit, and adverse-action requirements.

7. AI and Automated Tools

Employers must use HOTS AI and automated features only for lawful employment purposes and in accordance with the Responsible AI Policy. HOTS does not guarantee that an employer's use of a feature satisfies every jurisdiction's employment or AI law.

8. Fees and Orders

Employer purchases may be governed by an online checkout, order form, statement of work, or separate agreement. In the event of a conflict, a signed order form or negotiated agreement controls for the specific commercial terms it addresses. Pricing is subject to change by HOTS.

9. Suspension and Removal

HOTS may reject or remove jobs and restrict employer accounts for suspected fraud, discrimination, misleading content, unlawful recruiting, user safety concerns, excessive complaints, security risks, nonpayment, or policy violations.

10. Employer Indemnity

To the extent permitted by law, Employer will defend, indemnify, and hold harmless HOTS from third-party claims arising from Employer's postings, communications, hiring decisions, employment practices, candidate-data handling, violations of law, or breach of these Employer Terms.

11. Service Levels and Support

If you need support or have concerns please contact the support email at .

3. Privacy Policy

Hire on the Spot, Inc. | Website | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

This Privacy Policy explains how Hire on the Spot, Inc. collects, uses, discloses, retains, and protects personal information when individuals use our Services or otherwise interact with us. The legal/privacy/security contact email is or mail to: 3640 Concord Pike #1177, Wilmington, DE 19803

1. Information We Collect

Information you provide

• Account and contact information, such as name, email address, telephone number, login credentials, and account preferences.

• Job-seeker profile information, such as resumes, employment history, education, skills, certifications, desired roles, availability, salary preferences, work authorization information if collected, and application materials.

• Employer and business information, such as organization name, business contact details, job postings, recruiting preferences, billing contacts, and account-user information.

• Communications and support information, including messages sent through the platform, support requests, feedback, survey responses, and reports of suspicious activity.

• Billing and transaction information. Payment-card credentials may be collected directly by a third party payment processor rather than HOTS.

• Information submitted for hiring events, interviews, scheduling, or other platform features.

Information collected automatically

• Device, browser, IP address, approximate location derived from IP, operating system, identifiers, and network information.

• Usage information such as pages viewed, searches, clicks, job interactions, referring pages, timestamps, session information, and feature usage.

• Cookie, pixel, SDK, analytics, advertising, and similar technology data as described in the Cookie Policy.

Information from other sources

We may receive information from employers, integrations, job feeds, service providers, fraud/security providers, publicly available sources, or partners where permitted by law.

2. How We Use Information

• Create and manage accounts and profiles.

• Provide job search, recruiting, matching, messaging, scheduling, hiring-event, and related functionality.

• Display candidate information to employers according to the user's settings and actions.

• Display and distribute job postings through HOTS and authorized integrations.

• Process subscriptions, orders, and billing.

• Provide support and communicate about accounts, applications, interviews, jobs, and service updates.

• Detect fraud, scams, abuse, unauthorized access, and security incidents.

• Maintain, troubleshoot, analyze, personalize, and improve the Services.

• Comply with law, enforce agreements, resolve disputes, and protect rights and safety.

• Send marketing communications where permitted and honor opt-outs.

• Operate AI or automated features as disclosed in the Responsible AI Policy, if applicable.

• Some employers may be able to search for candidates resumes depending on their package purchased.

3. How We Disclose Information

• Between candidates and employers as necessary to provide the recruiting marketplace and as directed by users.

• To service providers/processors that perform hosting, security, communications, analytics, support, payment, CRM, storage, and other services for HOTS.

• To integrations and partners when a user requests or authorizes the integration or when necessary to provide a disclosed feature.

• To professional advisers, auditors, insurers, and financing or transaction counterparties subject to appropriate protections.

• To government authorities, courts, law enforcement, or others when required or permitted by law or necessary to protect rights, safety, security, and integrity.

• In connection with a merger, acquisition, financing, reorganization, bankruptcy, or sale of assets, subject to applicable law.

• HOTS doesn’t disclose personal information to advertising/analytics partners in a way that constitutes 'sale,' 'sharing,' or targeted advertising under applicable state law.

4. Cookies and Advertising

We use cookies and similar technologies as described in our Cookie Policy. Where required, users can manage non-essential technologies through our cookie or privacy preference tools.

5. Data Retention

We retain personal information for as long as reasonably necessary for the purposes described in this Policy, including to provide accounts and Services, maintain business and transaction records, comply with law, resolve disputes, prevent fraud and abuse, enforce agreements, and protect security. Retention varies by data type and context.

Hire on the Spot, Inc. retains personal information only for as long as reasonably necessary to provide the Services, fulfill the purposes for which the information was collected, maintain appropriate business and legal records, prevent fraud and abuse, resolve disputes, enforce our agreements, and comply with applicable legal obligations.

Our general retention periods are:

Active Candidate Accounts and Profiles: Retained while the account remains active. If an account is closed or deleted, profile information and resumes will generally be deleted or de-identified within 90 days, unless a longer period is required or permitted for legal, security, fraud-prevention, dispute, or other legitimate purposes.

Inactive Candidate Accounts: Accounts with no activity for 3 years may be designated inactive and scheduled for deletion or de-identification after appropriate notice, where required.

Job Applications and Application History: Generally retained for up to 3 years following the application or last related activity, unless the user deletes the information earlier or a longer period is reasonably necessary.

Employer Accounts and Job Postings: Retained while the employer account is active and generally for up to 4 years after account closure or termination for contractual, tax, audit, fraud-prevention, dispute, and business-record purposes.

Employer-Candidate Communications: Generally retained for up to 3 years after the last interaction, subject to account deletion requests and legal or security requirements.

Customer Service and Support Records: Generally retained for up to 3 years after the support matter is closed.

Billing, Payment and Transaction Records: Generally retained for up to 7 years to satisfy applicable accounting, tax, audit, and legal requirements. HOTS does not retain full payment-card information when payment information is processed directly by our third-party payment processor.

Security, Authentication and System Logs: Generally retained for 12 to 24 months, depending on the nature of the log and security need.

Fraud, Abuse and Platform-Safety Records: Generally retained for up to 5 years, or longer when reasonably necessary to prevent repeat abuse, investigate misconduct, protect users, establish or defend legal claims, or comply with law.

Marketing Records and Consent/Opt-Out Records: Marketing information is retained while the individual remains subscribed or while there is an ongoing business relationship. Records necessary to document consent, unsubscribe requests, and marketing preferences may be retained for up to 5 years after the last interaction or opt-out.

Cookie and Analytics Data: Retained according to the applicable cookie or analytics technology and as described in our Cookie Policy. HOTS seeks to limit retention to what is reasonably necessary for the applicable analytics, security, or operational purpose.

Legal Claims, Investigations and Legal Holds: Information subject to litigation, an investigation, regulatory request, subpoena, legal hold, or other legal obligation may be retained until the matter and applicable retention requirements have been resolved.

Backups: Information deleted from active systems may remain temporarily in encrypted or otherwise protected backup systems until the applicable backup cycle expires. Information maintained in backups will not ordinarily be restored except for disaster recovery, security, or other legitimate operational purposes.

When the applicable retention period expires, HOTS will delete, de-identify, aggregate, or otherwise dispose of the information in accordance with applicable law and our information-security procedures.

In determining an appropriate retention period, HOTS considers the amount, nature, and sensitivity of the information; the purposes for which it is processed; the risk of harm from unauthorized use or disclosure; applicable contractual requirements; and legal, regulatory, tax, accounting, fraud-prevention, security, and dispute-resolution requirements.

6. Security

We use administrative, technical, and organizational safeguards designed to protect personal information. No system is completely secure, and we cannot guarantee absolute security.

7. Your Choices and Rights

Depending on where you live and subject to legal exceptions, you may have rights to access, know, correct, delete, or obtain a copy of personal information; opt out of certain sale, sharing, targeted advertising, or profiling; limit certain uses of sensitive personal information; and appeal certain privacy-request decisions. We will not unlawfully discriminate against you for exercising applicable privacy rights.

8. California Residents

California residents may have rights under the California Consumer Privacy Act, as amended. Our California Notice at Collection describes the categories of personal information we collect, purposes, sale/sharing status, and retention. Eligible residents may submit requests to know/access, correct, delete, and exercise other applicable rights.

9. Other U.S. State Privacy Rights

Residents of certain states may have additional rights. Where a state privacy law applies to HOTS and to a particular processing activity, HOTS will provide and honor the rights required by that law.

10. International Users and Employers

If HOTS intentionally offers Services in jurisdictions outside the United States, additional notices and rights may apply.

International Use of the Services

Hire on the Spot, Inc. is a United States-based company, and the Services are primarily designed for employers, candidates , and employment opportunities within the United States. HOTS does not currently specifically target, market, or offer localized versions of the Services to individuals outside the United States.

However, employers and other users located outside the United States, including organizations located in Canada, the United Kingdom, the European Economic Area (“EEA”), and other countries, may be permitted to access or use the Services where available.

If you access or use HOTS from outside the United States, you understand that your personal information may be collected, processed, transferred to, stored in, or accessed from the United States and other countries in which HOTS or its service providers operate. Privacy and data protection laws in those jurisdictions may differ from the laws of your country of residence.

HOTS will process personal information in accordance with this Privacy Policy and applicable law. Where applicable law requires additional safeguards for international transfers of personal information, HOTS will implement appropriate transfer mechanisms or contractual protections.

International Employers. Employers located outside the United States that use HOTS are responsible for complying with the employment, recruiting, privacy, data protection, artificial intelligence, equal opportunity, worker protection, job advertising, compensation disclosure, and other laws applicable to their organization, job postings, candidates, and hiring activities.

An international employer's ability to access HOTS does not mean that HOTS represents or warrants that the Services comply with every law applicable to that employer's country or jurisdiction.

International Job Postings. HOTS may permit employers located outside the United States to post employment opportunities, including opportunities located outside the United States. Employers are responsible for ensuring that their job postings and hiring practices comply with the laws applicable to the location of the position and the individuals being recruited.

HOTS reserves the right to limit, restrict, suspend, or discontinue availability of the Services in any country or jurisdiction where necessary for legal, regulatory, security, operational, or business reasons.

No Representation of Global Availability

The availability of the HOTS website or Services in a particular country does not mean that HOTS actively offers, markets, or has localized the Services for that jurisdiction. Certain features, services, job postings, payment options, or employer tools may not be available in all countries.

11. Children

The Services are not intended for children under 13. We do not knowingly collect personal information from children under 13 through a general-audience account. The website is intended for adults 18+ years of age.

12. Changes and Contact

We may update this Policy from time to time and will provide notice of material changes as required by law.

The legal/privacy/security contact email is or mail to: 3640 Concord Pike #1177, Wilmington, DE 19803

4. California Notice at Collection

Hire on the Spot, Inc. | California Website | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

This Notice at Collection applies to California consumers and is intended to provide information at or before collection of personal information. It should be linked directly at account creation, resume/profile forms, employer registration, checkout, contact forms, and other collection points as appropriate. The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

We may disclose these categories to employers/candidates as directed by the marketplace relationship and to service providers, contractors, integrations, professional advisers, transaction counterparties, and authorities as described in the Privacy Policy.

How We Disclose Personal Information

Hire on the Spot, Inc. does not sell personal information for monetary consideration. HOTS also does not share personal information for cross-context behavioral advertising as those terms are defined under the CCPA, provided that HOTS's actual advertising, analytics, cookie, pixel, and marketing practices are consistent with this statement.

HOTS may disclose personal information as reasonably necessary to operate the Services, including to employers and candidates participating in the recruiting and hiring process; service providers and contractors that support our technology, hosting, communications, payment processing, analytics, customer support, security, and other business operations; integrations selected or authorized by users; professional advisers; parties involved in a corporate transaction; and government authorities or other parties when required or permitted by law.

When a candidate applies for a position, makes a profile available to employers, communicates with an employer, participates in a hiring event, or otherwise directs HOTS to provide information to an employer, HOTS may disclose the candidate's information to that employer for recruiting and employment-related purposes.

Employers that receive candidate information through HOTS are responsible for their own use, retention, security, and processing of that information in accordance with applicable law and the HOTS Employer Terms.

For more information, see the HOTS Privacy Policy and Cookie Policy.

5. Cookie Policy

Hire on the Spot, Inc. | Website | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

This Cookie Policy explains how HOTS uses cookies and similar technologies on its websites and applications. The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

1. What Cookies Are

Cookies are small data files stored on a browser or device. Similar technologies include pixels, local storage, SDKs, tags, and scripts.

2. Categories We May Use

• Strictly necessary: authentication, account security, fraud prevention, load balancing, preferences required for requested functionality, and similar essential operations.

• Functional: remember optional settings and enhance functionality.

• Analytics/performance: understand traffic, feature use, errors, and performance.

• Advertising/targeting: measure campaigns, personalize advertising, build audiences, or track activity across services, if used.

3. Your Choices

Where required, HOTS will obtain consent before using non-essential technologies and will provide a preference center to accept, reject, or change choices. Browser controls may also allow users to delete or block cookies.

4. Do Not Track

Do Not Track and Global Privacy Control

Do Not Track Signals. Some web browsers offer a “Do Not Track” (“DNT”) setting that sends a signal indicating that a user does not want their online activity tracked. Because there is not currently a uniform industry standard for interpreting or responding to DNT signals, Hire on the Spot, Inc. does not currently respond to browser DNT signals.

Global Privacy Control. DNT is different from legally recognized opt-out preference signals, such as the Global Privacy Control (“GPC”). Where required by applicable law, HOTS will recognize and honor valid GPC or other legally recognized opt-out preference signals as a request to opt out of the sale or sharing of personal information for the browser or device sending the signal.

HOTS does not sell personal information for monetary consideration. If HOTS engages in activities that constitute a “sale” or “sharing” of personal information under applicable privacy law, HOTS will provide required privacy choices and honor applicable opt-out preference signals.

For additional information about how HOTS collects, uses, and discloses personal information and the privacy choices available to users, please review our Privacy Policy and California Notice at Collection.

5. Cookie Table

6. Acceptable Use Policy

Hire on the Spot, Inc. | Website | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

This Acceptable Use Policy applies to all users of HOTS and is incorporated into the Terms of Service. The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

You may not use HOTS to:

• Engage in fraud, deception, impersonation, identity theft, phishing, scams, trafficking, exploitation, harassment, threats, or illegal activity.

• Post fake, expired, misleading, discriminatory, unlawful, or non-existent employment opportunities.

• Require unlawful fees or purchases from candidates as a condition of being considered for employment.

• Solicit Social Security numbers, bank credentials, payment-card details, account passwords, or other sensitive data unless collection is lawful, necessary, appropriately secured, and expressly authorized by HOTS.

• Send spam, malware, malicious code, or deceptive links.

• Scrape, crawl, harvest, download, copy, index, resell, or systematically extract HOTS or user data except through expressly authorized functionality or written agreement.

• Use bots, scripts, automated agents, or AI to circumvent limits, create fake activity, mass-message users, or access the Services in an unauthorized manner.

• Probe, scan, test, reverse engineer, bypass, disable, or interfere with security or access controls without written authorization.

• Use candidate information for unrelated advertising, consumer profiling, surveillance, data brokerage, or sale.

• Discriminate unlawfully or target/exclude users based on protected characteristics in a manner prohibited by law.

• Upload content that infringes intellectual-property, privacy, publicity, confidentiality, or other rights.

• Interfere with platform availability, overload systems, manipulate metrics, or evade suspension.

HOTS may investigate and take proportionate action, including content removal, feature restrictions, account suspension/termination, evidence preservation, and referral to appropriate authorities where permitted by law.

7. Job Posting Policy

Hire on the Spot, Inc. | Website | Effective Date: August 9,2026, | Last Updated: August 9, 2026

HOTS is intended for genuine employment opportunities. Employers must ensure every posting is accurate, current, lawful, and connected to an actual hiring need or legitimate candidate pipeline. The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

Required

• Accurate employer identity and job title.

• Clear description of material duties and qualifications.

• Accurate location and remote/hybrid/in person status.

• Accurate employment type and schedule where material.

• Compensation/pay range and other disclosures where required by applicable law.

• Any material license, certification, travel, physical, work-authorization, or sponsorship requirements stated accurately and lawfully.

• An application or contact process that does not expose candidates to fraud or unnecessary sensitive-data collection.

Prohibited

• Jobs that do not exist, bait-and-switch postings, misleading compensation, fake urgency, or deceptive employer identity.

• Unlawfully discriminatory preferences, exclusions, language, targeting, or requirements.

• Illegal work, trafficking, sexual services, pyramid schemes, deceptive business opportunities, or roles primarily requiring candidates to recruit others into a scheme.

• Opportunities requiring unlawful application, training, equipment, placement, or access fees.

• Requests for sensitive financial or identity information at an inappropriate stage of recruiting.

• Posting confidential personal information without authorization.

• Duplicate or keyword-stuffed postings intended to manipulate search.

• Jobs designed mainly to collect resumes, leads, marketing contacts, or personal data rather than fill a legitimate role.

Pay Transparency

Employers are responsible for including salary or wage information and other disclosures whenever required by the law applicable to the job, employer, or applicant. HOTS may require compensation fields more broadly as a platform rule.

Equal Employment Opportunity

Employers may not use HOTS to make unlawful hiring decisions based on protected characteristics. Employment tests, selection criteria, and screening processes must comply with applicable nondiscrimination and accommodation requirements.

Moderation

HOTS may reject, edit for formatting, request substantiation, pause, or remove a posting and may restrict an employer account when necessary to enforce this Policy or protect users.

8. Accessibility Statement

Hire on the Spot, Inc. | Website | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

Hire on the Spot, Inc. is committed to providing a digital experience that is usable by people with disabilities and to improving accessibility as our platform develops. The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

Our Approach

• Consider accessibility in design, development, content, forms, authentication, job search, applications, messaging, and support.

• Use semantic structure, keyboard access, meaningful labels, text alternatives, sufficient contrast, focus visibility, and accessible error handling where feasible.

• Test key user journeys with automated and manual accessibility methods.

• Address reported barriers and prioritize issues that prevent access to core job-seeking and recruiting functions.

Need Assistance?

If you experience difficulty accessing HOTS or need information in an alternative format, contact us. Please describe the page or feature, the barrier encountered, and your preferred contact method. We will make reasonable efforts to provide access or an alternative method. The legal/privacy/security/Accessibility contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

Third-Party Content

Some third-party content, employer systems, integrations, or external links may not be controlled by HOTS. We encourage partners to provide accessible experiences and welcome reports of barriers involving integrated user journeys.

9. Responsible AI & Automated Employment Technology Policy

Hire on the Spot, Inc. | Website | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

This Policy describes principles for HOTS features that use artificial intelligence, machine learning, statistical models, algorithms, or generative AI (“AI Features”). The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

1. Purpose

AI Features may be used to assist with job recommendations, candidate discovery, matching, search, drafting, summarization, fraud prevention, support, or other functions. HOTS seeks to use such technology in a manner that supports human decision-making, privacy, security, transparency, and nondiscrimination.

2. Employment Decisions

Unless expressly disclosed for a particular feature, HOTS does not make final hiring decisions for employers. Employers remain responsible for evaluating candidates and complying with employment, discrimination, disability/accommodation, privacy, and AI laws.

3. Protected Characteristics and Fairness

HOTS will not intentionally design AI Features to make unlawful employment recommendations based on protected characteristics. We may evaluate features for material performance disparities and other risks where appropriate to the feature and law.

4. Automated Employment Decision Tools

Certain jurisdictions regulate automated tools used in employment. For example, New York City restricts use of covered automated employment decision tools unless specified bias-audit, public-disclosure, and notice requirements are satisfied. HOTS and employers must determine whether a particular feature and use case is covered before use.

California's privacy regulations effective in 2026 also address certain automated decisionmaking technology, risk assessments, and cybersecurity audits for covered businesses and processing activities.

Hire on the Spot, Inc. (“HOTS”) is committed to the responsible, transparent, and lawful use of artificial intelligence, machine learning, algorithms, matching technologies, and other automated technologies used in connection with the HOTS platform.

HOTS may use technology to assist with functions such as job recommendations, candidate matching, search results, resume or job-description assistance, platform support, fraud prevention, and other features designed to improve the recruiting and job-search experience.

HOTS does not use artificial intelligence to make final employment or hiring decisions on behalf of employers. HOTS technology may assist employers and job seekers by identifying potentially relevant opportunities or candidates, but employers remain responsible for evaluating candidates and making interview, selection, hiring, compensation, and other employment decisions.

HOTS does not intend for its AI or automated technologies to replace human judgment in employment decisions or to automatically disqualify an individual from employment without appropriate human involvement.

Human Oversight. Employers are responsible for independently reviewing candidates and determining whether an individual satisfies the requirements of a position. Recommendations, matches, rankings, summaries, or other technology-assisted outputs provided by HOTS should be treated as informational tools and not as guarantees regarding a candidate's qualifications, suitability, eligibility, or likelihood of employment.

Nondiscrimination. HOTS does not intentionally design or use AI Features for the purpose of unlawfully discriminating against individuals based on race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable law. Employers using HOTS remain independently responsible for complying with applicable equal employment opportunity, nondiscrimination, disability, accommodation, and hiring laws.

Transparency. Where required by applicable law, HOTS will provide appropriate information regarding the use of covered automated technologies and the general purpose for which those technologies are used.

Automated Employment Decision Tools. Before HOTS introduces or materially changes technology that independently or substantially assists in screening, scoring, ranking, recommending, selecting, or rejecting candidates for employment decisions, HOTS will evaluate the feature for compliance with applicable federal, state, and local requirements governing automated employment decision-making.

Such review may include requirements relating to notices, human review, alternative selection processes, accommodations, privacy rights, impact assessments, bias audits, nondiscrimination testing, data protection, and other safeguards where required by applicable law.

No Automatic Rejection Policy. HOTS does not intend to use AI as the sole basis for automatically rejecting a candidate from an employment opportunity. Employers remain responsible for their hiring decisions and should exercise independent judgment when reviewing information or recommendations provided through HOTS.

Data Protection. Personal information used in connection with HOTS AI Features will be handled in accordance with the HOTS Privacy Policy and applicable privacy and data-protection laws. HOTS seeks to limit the personal information used by AI Features to information reasonably necessary for the intended functionality.

Third-Party AI Providers. HOTS may use third-party technology providers to support certain AI or automated features. HOTS will seek appropriate contractual, privacy, confidentiality, security, and data-use protections from material third-party providers based on the nature of the service and information processed.

Compliance With Applicable Laws. HOTS will evaluate covered AI and automated employment technologies for applicable legal requirements before deploying functionality that materially affects employment decisions. This may include requirements under laws and regulations governing automated employment decision tools, automated decision-making technologies, artificial intelligence, employment discrimination, privacy, and consumer protection.

Employer Responsibilities. Employers are responsible for determining whether their particular use of HOTS or any technology available through HOTS triggers additional obligations under the laws applicable to their organization, candidates, employees, job locations, or hiring activities. HOTS does not represent that use of the platform alone satisfies an employer's independent legal obligations.

Ongoing Review. As artificial intelligence and automated employment laws continue to develop, HOTS may review, modify, restrict, suspend, or discontinue AI Features as appropriate to address legal, privacy, security, fairness, accuracy, or user-safety considerations.

5. Generative AI

AI-generated content may be incomplete, inaccurate, biased, or unsuitable. Users should review generated job descriptions, messages, resumes, summaries, or recommendations before relying on them. Users remain responsible for content they submit or publish.

6. Data Use and Model Training

Hire on the Spot, Inc. (“HOTS”) is committed to protecting the information provided by candidates and employers when artificial intelligence and automated technologies are used through the platform.

HOTS does not use candidate resumes, job applications, private messages, employer confidential information, or other non-public user content to train or fine-tune general-purpose artificial intelligence models.

HOTS may process information through AI-powered technologies when necessary to provide a feature requested or used by a user, such as job matching, candidate matching, search, recommendations, resume assistance, job-description assistance, customer support, fraud prevention, or other platform functionality. Processing information to provide an AI-powered feature does not, by itself, authorize HOTS or its service providers to use that information to train general-purpose AI models.

Where HOTS uses a third-party AI service provider, HOTS will seek contractual and technical protections appropriate to the service and information involved, including restrictions on the provider's use of HOTS user data for its own unrelated model training or other independent purposes.

HOTS may use aggregated or de-identified information to analyze platform performance, improve features, understand recruiting and employment trends, enhance matching technology, prevent fraud, and improve the Services, provided the information is processed in accordance with applicable law and is not used to identify an individual.

HOTS may also use operational and usage information to develop and improve its Services where permitted by applicable law and consistent with the HOTS Privacy Policy.

Employer Confidential Information. Non-public employer information, including confidential recruiting strategies, candidate evaluations, internal communications, hiring plans, and proprietary business information, will not be used to train general-purpose AI models without authorization or another lawful basis.

If HOTS materially changes its practices regarding the use of personal information for AI model training or fine-tuning, HOTS will update this Policy and provide any notice, consent, choice, or other rights required by applicable law before implementing the change.

10. Security / Trust Center Page

Hire on the Spot, Inc. | Public Website | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

Security is important to Hire on the Spot because candidates and employers trust the platform with recruiting, profile, application, business, and account information. This page should describe only controls that are actually implemented and documented. The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

Security Program

HOTS maintains a risk-based security program designed to protect the confidentiality, integrity, and availability of information and systems.

Hire on the Spot, Inc. (“HOTS”) recognizes the importance of protecting the information entrusted to us by candidates, employers, and other users of our platform.

HOTS maintains administrative, technical, and organizational safeguards designed to protect the confidentiality, integrity, and availability of information and systems and to reduce the risk of unauthorized access, disclosure, alteration, loss, misuse, or destruction of information.

Our security practices are designed to evolve as the HOTS platform, technology infrastructure, business operations, and applicable legal requirements develop. Security measures are evaluated based on the nature and sensitivity of the information processed, the technology used to provide the Services, reasonably foreseeable risks, and applicable legal and contractual requirements.

HOTS limits access to personal and confidential information to authorized individuals and service providers who require access for legitimate business purposes. HOTS also expects third-party service providers that process personal information on our behalf to maintain appropriate security and confidentiality protections.

HOTS maintains processes intended to address security incidents, vulnerabilities, access management, data protection, business continuity, vendor security, and other information-security risks appropriate to the Services.

HOTS periodically reviews its security practices and may update its safeguards as the platform and threat environment evolve.

No method of electronic transmission, storage, or security protection is completely secure. Accordingly, while HOTS works to protect information, we cannot guarantee absolute security.

Compliance and Certifications

Hire on the Spot, Inc. (“HOTS”) is currently operating in the MVP/Beta stage of its platform development. As an early-stage SaaS employment platform, HOTS is continuing to develop and mature its security, privacy, risk-management, and compliance programs as the platform grows.

At this stage, HOTS does not represent that it currently holds SOC 2, ISO 27001, CSA STAR, or PCI DSS certification or attestation in its own name unless otherwise expressly stated by HOTS in writing.

HOTS intends to evaluate and pursue appropriate independent security assessments, attestations, and certifications as the platform matures and based on its technology environment, customer requirements, data-processing activities, regulatory obligations, and business growth.

SOC 2. HOTS plans to evaluate readiness for a SOC 2 examination, including the controls, policies, documentation, evidence collection, and operational practices necessary to pursue an appropriate SOC 2 attestation. The timing and scope of any future SOC 2 Type I or Type II examination will be determined as the HOTS security and compliance program matures.

ISO/IEC 27001. HOTS intends to evaluate ISO/IEC 27001 certification as part of its longer-term information-security roadmap. Any future certification would be pursued only after HOTS has established the applicable Information Security Management System (“ISMS”), controls, documentation, risk-management processes, and independent certification requirements.

CSA STAR. HOTS may evaluate participation in the Cloud Security Alliance Security, Trust, Assurance and Risk (“STAR”) program as its cloud-security program and enterprise customer requirements develop. HOTS does not currently represent that it has achieved a CSA STAR level or certification.

PCI DSS and Payment Security. HOTS intends to use reputable third-party payment-processing providers for payment-card transactions where applicable. HOTS will evaluate its responsibilities under the Payment Card Industry Data Security Standard (“PCI DSS”) based on its actual payment architecture and cardholder-data environment. Any PCI DSS compliance or certification maintained by a third-party payment processor applies to that provider and should not be interpreted as a PCI DSS certification of HOTS itself.

Security Roadmap. As HOTS progresses beyond its MVP/Beta stage, the company intends to continue strengthening its security and compliance program through appropriate policies, risk assessments, access controls, data-protection measures, vendor management, vulnerability management, incident-response planning, security testing, employee security awareness, and other safeguards appropriate to the nature and scale of the platform.

HOTS will update this Security/Trust Center as material security certifications, independent assessments, or attestations are completed. Any certification or compliance status published by HOTS will reflect the applicable scope and status at the time of publication.

Report a Security Issue

Hire on the Spot, Inc. (“HOTS”) takes the security of our platform and the information entrusted to us seriously. If you believe you have identified a potential security vulnerability, privacy issue, unauthorized access, suspicious activity, or other security concern involving the HOTS website or platform, please report it to us promptly.

Security Contact:

When submitting a security report, please provide enough information for HOTS to understand and investigate the issue, including, where applicable:

A description of the suspected vulnerability or security issue;

The affected page, URL, feature, account, or system;

The date and approximate time the issue was observed;

Steps that may help us reproduce or understand the issue;

Relevant screenshots, error messages, or other supporting information; and

Your contact information if you would like HOTS to follow up with you.

Please do not include unnecessary personal information, passwords, authentication credentials, Social Security numbers, payment-card information, or other highly sensitive information in a security report.

HOTS will review reported security concerns and take appropriate action based on the nature, severity, and potential impact of the issue. Because HOTS is currently in the MVP/Beta stage, our security processes and reporting procedures will continue to evolve as the platform develops.

Responsible Security Research

HOTS appreciates good-faith efforts to identify and responsibly report potential security vulnerabilities. However, HOTS does not currently operate a public bug bounty program or authorize unrestricted security testing of its systems.

Unless HOTS provides prior written authorization, individuals must not conduct testing that could disrupt the Services, access or modify another user's information, compromise accounts, introduce malicious software, perform denial-of-service testing, conduct social engineering or phishing, or otherwise violate applicable law or the HOTS Terms of Service.

If HOTS establishes a formal Vulnerability Disclosure Program or Bug Bounty Program in the future, HOTS will publish separate rules identifying the authorized scope, testing requirements, reporting procedures, prohibited activities, and any applicable safe-harbor or reward provisions.

Please report suspected security vulnerabilities before publicly disclosing them so HOTS has a reasonable opportunity to investigate and address the issue.

11. Data Processing Addendum (DPA) and Subprocessor Page

Hire on the Spot, Inc. | Business Customer | Effective Date: August 9, 2026, | Last Updated: August 9, 2026

This Data Processing Addendum (“DPA”) is intended to supplement an agreement between Hire on the Spot, Inc. (“HOTS”) and an employer/customer (“Customer”) where HOTS processes personal data on Customer's behalf. It should be executed or incorporated only where the parties' data roles and applicable law make it appropriate. The legal/privacy/security contact email is or mail to 3640 Concord Pike #1177, Wilmington, DE 19803

1. Definitions and Scope

“Customer Personal Data” means personal data processed by HOTS on behalf of Customer in connection with the Services. “Applicable Data Protection Law” means privacy/data-protection law applicable to that processing. Terms such as controller, business, processor, service provider, consumer, and data subject have the meanings given by applicable law.

2. Roles and Instructions

To the extent HOTS processes Customer Personal Data solely on Customer's documented instructions, Customer acts as controller/business and HOTS acts as processor/service provider, as applicable. HOTS may also act as an independent controller/business for processing it determines independently, such as account administration, security, fraud prevention, billing, legal compliance, and operation of HOTS's own marketplace, as described in the Privacy Policy.

3. Processing Instructions

HOTS will process Customer Personal Data to provide the Services, comply with the agreement and Customer's documented instructions, and as otherwise permitted or required by Applicable Data Protection Law. If HOTS believes an instruction violates applicable law, it may notify Customer and suspend the affected processing where appropriate.

4. Confidentiality and Security

HOTS will ensure personnel authorized to process Customer Personal Data are subject to appropriate confidentiality obligations and will maintain reasonable administrative, technical, and organizational safeguards appropriate to the risk.

5. Subprocessors

Customer authorizes HOTS to use subprocessors to provide the Services, subject to applicable contractual requirements. HOTS will require subprocessors that process Customer Personal Data to protect it through written obligations appropriate to the processing.

6. Data Subject / Consumer Requests

Taking into account the nature of processing, HOTS will provide reasonable assistance to Customer with legally required requests relating to Customer Personal Data where Customer cannot fulfill the request independently through the Services, subject to the agreement and applicable law.

7. Security Incidents

HOTS will notify Customer of a confirmed security incident involving Customer Personal Data without undue delay and as required by applicable law or contract, and will provide information reasonably available to support Customer's response.

8. Deletion and Return

Upon termination or expiration, HOTS will delete or return Customer Personal Data as required by the agreement and applicable law, subject to legal retention, security, backup, fraud-prevention, dispute, and other lawful exceptions.

9. Audits and Information

HOTS will make information reasonably necessary to demonstrate compliance with applicable processor/service-provider obligations available to Customer, subject to confidentiality, security, proportionality, and protection of other customers.

10. International Transfers

Hire on the Spot, Inc. (“HOTS”) is a United States-based company, and the HOTS platform is currently designed and operated primarily for the United States employment market. HOTS does not currently specifically target or market its Services to candidates outside the United States.

HOTS may, however, permit employers, business customers, service providers, or other users located outside the United States to access or use certain Services. As a result, personal information may in some circumstances be transferred to, processed in, stored in, or accessed from the United States or other countries where HOTS or its authorized service providers operate.

Where HOTS receives or processes Customer Personal Data that is subject to laws restricting international transfers of personal information, HOTS will implement an appropriate transfer mechanism when required by applicable law.

European Economic Area (“EEA”). Where required for a restricted transfer of personal data subject to the EU General Data Protection Regulation (“GDPR”), HOTS may enter into the applicable European Commission Standard Contractual Clauses (“EU SCCs”) or rely on another legally recognized transfer mechanism.

United Kingdom. Where required for a restricted transfer subject to United Kingdom data protection law, HOTS may use the applicable UK International Data Transfer Agreement (“IDTA”), the UK International Data Transfer Addendum to the EU SCCs, or another legally recognized transfer mechanism.

Switzerland. Where required for transfers of personal data subject to Swiss data protection law, HOTS may use recognized Standard Contractual Clauses with appropriate Swiss adaptations or another legally recognized transfer mechanism.

Transfer Assessments and Additional Safeguards. Where required by applicable law, HOTS and/or the applicable Customer will evaluate the circumstances of an international transfer and implement additional contractual, technical, organizational, or security safeguards reasonably necessary to protect the transferred personal information.

Subprocessors. HOTS may use authorized subprocessors located in the United States or other countries to provide portions of the Services. Where required by applicable data protection law, HOTS will require applicable subprocessors to maintain appropriate privacy, confidentiality, security, and international data-transfer protections.

Customer Responsibilities. Customers are responsible for determining whether their use of the HOTS Services involves an international transfer subject to data protection laws applicable to the Customer and for complying with their independent legal obligations. HOTS will reasonably cooperate with Customers regarding legally required transfer documentation applicable to HOTS's processing of Customer Personal Data.

Future International Expansion. HOTS is currently focused primarily on the United States market. If HOTS expands its Services to intentionally target candidates or employers in the EEA, United Kingdom, Switzerland, Canada, or other international jurisdictions, HOTS will evaluate and update its privacy, contractual, data-transfer, and regulatory compliance framework as appropriate before or in connection with such expansion.

The availability of the HOTS website or Services in a particular country does not mean that HOTS has established operations in, specifically targets, or represents that all Services have been localized for that jurisdiction.

11. California Service Provider / Contractor Terms

Where HOTS acts as a service provider or contractor under the CCPA, the parties will include restrictions required by California law on retaining, using, or disclosing personal information outside the specified business purposes and other permitted purposes.

12. Processing Details (Schedule A)

Appendix A. Current Official-Law Research Used for This Policy

• California Privacy Protection Agency — General Notices Required by the CCPA: The Notice at Collection should be provided at or before collection and includes categories, purposes, sale/share status, retention, and privacy-policy/opt-out links. https://cppa.ca.gov/pdf/general_notices.pdf

• California Privacy Protection Agency — CCPA FAQs: Describes access/know, correction, deletion, equal-treatment and other privacy rights, as well as purpose limitation and data minimization. https://cppa.ca.gov/faq

• California Privacy Protection Agency — 2026 ADMT/Risk/Cybersecurity Regulations: Final regulations effective January 1, 2026 address certain ADMT, risk assessments, and cybersecurity audits for covered businesses/processing. https://cppa.ca.gov/regulations/ccpa_updates.html

• California Privacy Protection Agency — Data Brokers / DROP: Beginning August 1, 2026, registered data brokers have DROP-related deletion processing obligations, subject to the statute and exceptions. https://cppa.ca.gov/data_brokers/index.html

• NYC Department of Consumer and Worker Protection — Local Law 144 AEDT: Covered employers/employment agencies may not use a covered AEDT without the required recent bias audit, public information, and notices. https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page

• U.S. EEOC — Prohibited Employment Policies/Practices: Federal employment discrimination rules apply to recruiting, hiring, tests, selection procedures, and accommodations. https://www.eeoc.gov/prohibited-employment-policiespractices

• U.S. Department of Justice — Web Accessibility and ADA: DOJ states that businesses open to the public must provide equal access and addresses accessibility of web-based services. https://www.ada.gov/resources/web-guidance/

• Federal Trade Commission — CAN-SPAM Guide: Commercial email is subject to sender identification, truthful subject/header information, postal-address, opt-out, and other requirements. https://www.ftc.gov/business-guidance/resources/can-spam-act-compliance-guide-business

• California Business & Professions Code §17602: California automatic-renewal/continuous-service provisions include clear disclosures and, for covered annual arrangements, annual reminders. https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=BPC&sectionNum=17602

Appendix B. Relationship to the Uploaded Hire on the Spot Security Document

The uploaded Hire on the Spot document was used as the structural starting point for security and trust topics, including information security, acceptable use, asset management, identity/access management, data protection, endpoint security, configuration/change management, business continuity/disaster recovery, incident management, logging, vulnerability management, application security, cryptography, physical/network security, AI, product security, privacy, infrastructure, and corporate security.