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This section addresses your submission and use of the Careers application service. It applies to the application form, uploaded documents, interviews, assessments, recruitment communications, and related hiring administration. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with your submission and use of the Careers application service when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to present these Terms before or immediately beside the application route and keep the version that applied when a submission was made. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: do not submit an application if you do not understand or accept these Terms, and contact us before providing sensitive material. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses the identity of the recruiting organisation. It applies to Eshel Properties L.L.C. and an expressly identified affiliate, hiring manager, authorised recruiter, or service provider acting for the relevant vacancy. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with the identity of the recruiting organisation when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to use official contact details, restrict authority to authorised representatives, and investigate credible reports of impersonation or fraudulent recruitment. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: verify unusual requests through [email protected] and never send money, passwords, one-time codes, or banking credentials in response to an unverified approach. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses your legal and practical eligibility to apply. It applies to age, legal capacity, work location, work authorisation, professional licensing, driving requirements, availability, language capability, and role-specific prerequisites. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with your legal and practical eligibility to apply when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to ask only for criteria reasonably connected to the vacancy and assess lawful accommodations before treating a requirement as unavailable. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: explain any restriction accurately, request clarification, and decline to provide information that is plainly unrelated to the role. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses the accuracy of applicant information. It applies to names, contact details, dates, qualifications, employment history, performance claims, compensation information, references, work samples, and answers to screening questions. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with the accuracy of applicant information when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to allow reasonable correction of genuine mistakes, distinguish verified facts from opinions, and document material discrepancies before relying on them. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: update inaccurate information promptly and explain good-faith gaps rather than inventing or altering records. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses the categories of applicant personal information. It applies to identity and contact details, CV data, education, employment history, portfolios, public professional profiles, application answers, correspondence, interview notes, assessment results, availability, preferences, and referral source. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with the categories of applicant personal information when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to collect information proportionately, limit access by role, and avoid requesting identity documents or highly sensitive records through a general form unless necessary. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: provide only information relevant to the role and remove private information about family members, clients, or unrelated third parties from uploaded material. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses where applicant information may come from. It applies to you, a referrer, recruitment agency, professional networking service, job board, former employer, reference, credential issuer, assessment provider, and lawful public source. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with where applicant information may come from when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to record source context where practical, avoid covert collection that would be unfair, and verify consequential information before making a final decision. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: tell us if a source is mistaken, if a profile is not yours, or if a person lacked authority to disclose information. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses the purposes of recruitment processing. It applies to receiving and organising applications, matching candidates to roles, communicating, scheduling, interviewing, assessing, verifying, selecting, preparing an offer, workforce planning, process improvement, security, compliance, and legal claims. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with the purposes of recruitment processing when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to use information only for compatible and lawful purposes, separate recruitment from unrelated property marketing, and require a new justification before materially changing purpose. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: ask how a category is used, correct your preferences, object where applicable, and separately control optional marketing communications. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses the legal basis for processing applicant information. It applies to steps requested before a possible employment contract, legitimate recruitment and business interests, legal obligations, protection of rights, and consent where consent is appropriate and genuinely optional. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with the legal basis for processing applicant information when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to select the ground that fits each purpose, document balancing where required, and never treat acceptance of these Terms as blanket consent for every possible use. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: withdraw optional consent for future activity without affecting processing already lawfully completed, subject to records we must preserve. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses how long we keep applicant information. It applies to active vacancy files, candidate correspondence, selection records, interview and assessment notes, verification evidence, offer records, suppression records, security logs, backups, disputes, and legal holds. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with how long we keep applicant information when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to retain records for the vacancy and a proportionate follow-up, audit, defence, and legal period, review dormant candidate pools, minimise identity copies, and delete or anonymise information when no continuing purpose applies. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: ask about the criteria used for a particular record, request deletion where available, or decline future-opportunity retention without affecting the completed vacancy decision. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses possible consideration for later vacancies. It applies to retaining a relevant profile, role preferences, recruiter notes, and contact details so an authorised recruiter may identify a later role that reasonably matches your background. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with possible consideration for later vacancies when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to use a proportionate review period, refresh stale information, avoid indefinite speculative storage, and honour objections or withdrawals where required. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: ask not to be included, request removal from a talent pool, or submit an updated profile when your circumstances change. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses calls, email, messaging, video meetings, and scheduling. It applies to application receipts, clarification requests, interview invitations, reminders, assessment instructions, status updates, reference coordination, offer discussions, and essential process notices. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with calls, email, messaging, video meetings, and scheduling when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to contact applicants through reasonable channels, identify the sender, avoid misleading urgency, protect attachments, and keep communications professional and relevant. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: specify a preferred channel or reasonable contact window, opt out of non-essential vacancy alerts, and report suspicious or harassing contact. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses review and comparison of applications. It applies to role-related experience, demonstrated skills, qualifications, availability, work authorisation, language capability, compensation alignment, location, portfolio quality, and answers to lawful screening questions. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with review and comparison of applications when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to apply criteria consistently, train decision-makers, avoid irrelevant characteristics, preserve human judgement, and reassess a result when reliable corrected information materially changes the record. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: request reasonable clarification about the process and provide concise corrections or context before a decision becomes final where practicable. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses technology that assists recruitment administration. It applies to CV parsing, duplicate detection, application routing, scheduling, transcription where notified, search, summarisation, skills matching, fraud detection, and decision-support analytics. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with technology that assists recruitment administration when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to do not allow an opaque tool to make a final legally significant hiring decision without meaningful human involvement where prohibited, test for relevance and bias, minimise inputs, secure vendors, and provide review mechanisms where applicable. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: ask for human review of a material solely automated outcome where the law provides that right and tell us when parsed information is wrong. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses interviews and recruitment meetings. It applies to in-person, telephone, and video discussions, interviewer notes, scheduling details, presentation material, identity confirmation, and a recording or transcript only where lawfully justified and appropriately notified. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with interviews and recruitment meetings when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to limit attendees, communicate recording practices, use secure meeting links, evaluate role-related matters, and avoid intrusive questions unrelated to employment. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: request a reasonable format, decline an optional recording, ask who will attend, and notify us of an accessibility need in advance where possible. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses recruitment assessments and candidate-created material. It applies to skills tests, case studies, writing exercises, presentations, role plays, psychometric tools, technical tasks, portfolio items, and practical demonstrations. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with recruitment assessments and candidate-created material when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to make assessments proportionate, provide reasonable instructions, protect confidential submissions, avoid requesting productive unpaid client work disguised as an assessment, and interpret results in context. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: ask about expected time, accessibility, permitted tools, confidentiality, ownership, and alternatives before beginning a substantial task. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses CVs, portfolios, ideas, tests, and work samples. It applies to copyright, trade marks, confidential know-how, candidate-created assessment responses, links, photographs, code, copy, designs, presentations, and third-party materials included in an application. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with CVs, portfolios, ideas, tests, and work samples when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to use submitted material to evaluate and administer recruitment, preserve existing ownership, avoid public or commercial reuse without separate authority, and limit copying to what the process reasonably requires. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: submit only material you may lawfully share, mark genuine confidentiality, redact client secrets, and provide view-only links when appropriate. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses confidentiality during recruitment. It applies to non-public business plans, client information, listing data, pricing, systems, credentials, interview content, assessment material, candidate information, and information belonging to a current or former employer. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with confidentiality during recruitment when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to disclose only what is reasonably needed, restrict access, use confidentiality commitments where appropriate, and investigate accidental exposure. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: do not bring trade secrets, customer lists, passwords, source code, or restricted documents into the process and notify us promptly of an accidental disclosure. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses referees, contacts, and third-party personal data. It applies to names, job titles, professional relationships, contact details, reference statements, referral information, and facts needed to validate employment or work quality. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with referees, contacts, and third-party personal data when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to contact references at an appropriate stage, identify the purpose, record relevant facts rather than gossip, and restrict access to authorised decision-makers. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: obtain authority before naming a referee, tell us when a current employer must not be contacted, and provide an alternative if a person cannot lawfully or safely participate. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses verification of applicant claims. It applies to education, professional membership, real-estate credentials, employment dates, job titles, portfolio authorship, training, awards, language capability, and licences relevant to the role. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with verification of applicant claims when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to verify proportionately, use reliable sources, give applicants a chance to explain a material inconsistency, and avoid retaining unnecessary document copies. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: provide authentic evidence through an approved secure channel and identify name changes or record differences that could cause a false mismatch. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses pre-employment screening beyond ordinary references. It applies to identity, sanctions or regulatory status, conflicts, financial integrity where directly relevant, criminal history where legally permitted, directorships, and other checks proportionate to a position of trust. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with pre-employment screening beyond ordinary references when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to conduct checks only at an appropriate stage, use an applicable legal basis, limit scope, protect sensitive results, assess relevance and recency, and avoid automatic exclusion where individual review is required. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: receive appropriate notice, provide accurate context, challenge a mistaken match, and use a secure verification route rather than the public application form. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses work authorisation and sponsorship considerations. It applies to nationality where lawfully needed, current visa or permit status, expiry, sponsorship requirements, mobility, government process information, and documents required after conditional selection. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with work authorisation and sponsorship considerations when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to collect detailed identity records at the correct stage, store them securely, avoid guarantees about government decisions, and comply with applicable immigration and labour requirements. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: provide truthful status information, ask whether sponsorship is available, and withhold full passport copies until requested through an approved channel. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses high-risk or sensitive personal information. It applies to health or disability information, biometric identifiers, criminal history, religion, ethnicity, family information, government identifiers, financial records, and other categories receiving heightened protection. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with high-risk or sensitive personal information when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to request only when necessary and lawful, apply additional access controls, separate information from ordinary interviewer views where possible, and never use it for unlawful discrimination. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: avoid including sensitive information in a CV, disclose accommodation needs through the stated channel, and ask why a sensitive category is required before providing it. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses participation needs throughout recruitment. It applies to accessible documents, interview format, extra time, communication support, physical access, assistive technology, scheduling adjustment, and other reasonable process modifications. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with participation needs throughout recruitment when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to handle requests confidentially, share only what organisers need, focus on functional support rather than unnecessary diagnosis, and avoid retaliation for requesting accommodation. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: request support as early as practical, describe the adjustment needed without disclosing more medical detail than necessary, and raise any barrier for review. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses fair treatment in recruitment. It applies to advertising, sourcing, screening, interviews, assessment, selection, compensation discussion, accommodation, offers, and candidate communications. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with fair treatment in recruitment when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to base decisions on legitimate role requirements, monitor for inconsistent criteria, prohibit harassment and unlawful discrimination, and provide escalation for credible concerns. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: report conduct or questions you believe are discriminatory, provide relevant context, and request a review without knowingly making a false allegation. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses who may receive applicant information. It applies to authorised HR personnel, hiring managers, interviewers, leadership, IT and security staff, legal advisers, recruitment agencies, assessment providers, verification services, cloud hosts, communications vendors, and public authorities where legally required. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with who may receive applicant information when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to apply need-to-know access, confidentiality duties, contractual controls, security review, purpose limits, and deletion or return requirements appropriate to the recipient. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: ask about material recipient categories and notify us if a particular disclosure creates a genuine safety or confidentiality concern. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses access to applicant data across borders. It applies to group operations, cloud infrastructure, remote interviewers, recruitment providers, support teams, and vendors whose systems or personnel may be located outside the applicant's country. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with access to applicant data across borders when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to assess transfer law, use appropriate contractual or organisational protections, minimise transferred data, control remote access, and consider the sensitivity and destination. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: request general information about transfer safeguards and avoid submitting unnecessary sensitive documents through an ordinary cross-border service. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses protection of applicant records and accounts. It applies to forms, email, storage, access permissions, logs, provider systems, video links, exports, devices, backups, deletion, and incident response. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with protection of applicant records and accounts when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to use proportionate technical and organisational measures, least-privilege access, authentication, secure configuration, staff awareness, provider controls, monitoring, and tested response procedures. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: use trusted devices and networks, verify destinations, avoid password-protected files unless arranged, and report suspected compromise or misdirected communication promptly. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses loss, unauthorised access, or incorrect delivery of recruitment information. It applies to misdirected email, compromised account, exposed link, lost device, malicious file, impersonation, accidental publication, provider incident, and unauthorised internal browsing. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with loss, unauthorised access, or incorrect delivery of recruitment information when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to contain the event, preserve relevant evidence, assess scope and risk, correct access, notify providers and competent parties where required, and improve controls. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: do not further access or share exposed data, tell us what occurred, preserve minimal evidence, and follow reasonable steps to protect yourself. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses privacy rights available to applicants. It applies to requests for information, access, correction, deletion, restriction, objection, portability, consent withdrawal, complaint, and review of qualifying automated decisions. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with privacy rights available to applicants when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to verify identity proportionately, search relevant systems, protect other people's rights, apply lawful exceptions, explain the outcome, and record compliance. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: contact [email protected] with enough detail to locate your application and never send excessive identity documents until a secure verification method is provided. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses the non-contractual nature of an application. It applies to acknowledgement, review, interview, shortlisting, reserve status, rejection, vacancy closure, changed requirements, delayed hiring, re-advertising, and selection of another candidate. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with the non-contractual nature of an application when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to avoid knowingly misleading candidates, communicate when reasonably practicable, preserve lawful discretion, and correct clear administrative mistakes. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: do not resign, relocate, spend money, reject another offer, or rely on expected employment until you receive and accept a duly authorised written offer and complete applicable conditions. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses the transition from candidate to employee. It applies to conditional offers, identity and credential checks, references, approvals, medical or work-authorisation steps where lawful, compensation, benefits, duties, location, probation, start date, policies, and formal contract execution. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with the transition from candidate to employee when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to require authorised written terms, identify conditions clearly, protect pre-employment documents, and distinguish discussion or draft language from a binding final agreement. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: review the final documents, obtain independent advice if needed, disclose a material inability to meet a condition, and rely only on the authorised written agreement. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses protection against recruitment scams. It applies to fake vacancies, lookalike domains, social-media impersonation, advance-fee requests, visa-payment demands, crypto or gift-card requests, equipment-purchase scams, credential theft, and false offers. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with protection against recruitment scams when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to use official channels, investigate credible reports, preserve evidence, warn affected users where appropriate, and never represent that payment guarantees employment. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: do not pay a recruiter for an Eshel role without verified written authority, do not reveal account credentials, and confirm suspicious instructions directly with the Company. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses lawful use of the Careers service. It applies to forms, uploads, assessments, interviews, scheduling, communications, referrals, systems, staff, other candidates, and Company information. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with lawful use of the Careers service when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to detect spam and abuse proportionately, protect staff and systems, preserve relevant records, and apply restrictions consistently with law. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: do not submit malware, scrape data, impersonate others, interfere with systems, threaten people, bribe decision-makers, falsify records, coordinate cheating, or misuse confidential recruitment material. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses ending participation in an active recruitment process. It applies to withdrawal before or after interview, cancellation of meetings, return or deletion of assessment access, closure of an active candidate record, and preservation of limited compliance or dispute information. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with ending participation in an active recruitment process when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to record withdrawal accurately, stop unnecessary active processing, notify relevant decision-makers, and retain only what remains lawfully needed. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: withdraw through the recruiter or [email protected], specify whether you also object to future-role consideration, and understand that withdrawal does not erase records that must lawfully remain. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses review of applicant concerns. It applies to privacy, discrimination, harassment, accessibility, fraud, conflict of interest, assessment fairness, inaccurate records, security, recruiter conduct, and process administration. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with review of applicant concerns when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to route the concern to an appropriate person, avoid retaliation, preserve confidentiality as far as practicable, investigate proportionately, and document resolution. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: provide dates, people, communications, and the remedy requested, while avoiding unnecessary disclosure of another person's private information. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses risk arising from use of the public Careers service. It applies to availability, technical errors, delayed messages, third-party platforms, applicant decisions, travel, document preparation, assessment participation, cyber fraud, and reliance before a signed offer. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with risk arising from use of the public Careers service when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to do not exclude liability that applicable law does not permit us to exclude, preserve responsibility for fraud or wilful misconduct where legally required, and correct confirmed website errors where reasonably practicable. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: keep copies, verify time-sensitive instructions, use secure channels, and seek professional advice before making significant legal or financial decisions. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses the legal framework applying to these Terms. It applies to UAE federal law, applicable Dubai requirements, data-protection rules, labour and immigration requirements, mandatory rights, competent authorities, courts, and any binding employment agreement later concluded. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with the legal framework applying to these Terms when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to interpret these Terms consistently with mandatory law, preserve non-excludable rights, attempt good-faith resolution, and separate website recruitment terms from a later employment contract. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: raise a concern directly, contact a competent authority where entitled, and obtain independent legal advice about your circumstances. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses future revisions to this document. It applies to changes in recruitment practice, providers, law, security, retention, technology, Company organisation, contact channels, and applicant rights. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with future revisions to this document when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to publish the current version and date, apply changes prospectively, provide additional notice where a material change requires it, and retain earlier versions where needed for audit. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: review the version shown when applying and stop using the service if you do not accept a prospective change. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses how to contact Eshel about recruitment. It applies to questions, rights requests, corrections, withdrawal, complaints, fraud reports, accessibility needs, security concerns, and requests for the applicable version of these Terms. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with how to contact Eshel about recruitment when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to route requests to authorised personnel, verify identity proportionately, avoid requesting excessive evidence by ordinary email, and respond within the period required by applicable law. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: email [email protected], identify the Careers application and role, describe the request clearly, and wait for secure instructions before sending identity records. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.

This section addresses how these Terms operate with other documents. It applies to the Website Terms, Privacy Policy, vacancy notice, assessment instructions, recruitment communications, separate consent choices, conditional offer, and final employment contract. The recruitment service is intended to support a fair and organised evaluation of potential employment. It is not a promise that a vacancy exists, remains open, will be filled, or will be filled on any particular timetable. Every decision remains subject to business need, lawful criteria, internal approval, verification, and any conditions stated in an authorised written offer. These Terms govern the application process only. They do not create employment, worker status, an agency relationship, a fiduciary duty, exclusivity, compensation, immigration sponsorship, or a duty to continue discussions.

Eshel may process information connected with how these Terms operate with other documents when the processing is reasonably necessary for recruitment administration, steps requested before a possible contract, compliance with law, security, protection of rights, or another lawful and proportionate purpose. Where consent is the appropriate legal ground, the request will be presented separately enough to be informed and capable of withdrawal. Acceptance of these Terms is an acknowledgement of the recruitment rules and privacy information. It is not permission for unrelated advertising, sale of applicant data, or unlimited retention. Property-client marketing preferences and candidate records should remain separate unless you independently choose otherwise through a suitable channel.

Our operating standard is to read documents together, give priority to mandatory law and the final authorised contract for employment terms, sever an invalid provision only as necessary, and preserve the remainder. Access should be limited to people who need the information for a legitimate recruitment, technical, security, legal, or governance function. Recipients must handle it with appropriate confidentiality and security. No internet system is completely risk free, but that does not remove the obligation to use reasonable controls, investigate credible incidents, and improve safeguards. Decisions and records should be accurate enough for their purpose, relevant to the role, understandable to authorised reviewers, and retained no longer than justified by the vacancy, future-opportunity choice, legal obligation, audit need, security requirement, or potential claim.

Applicants must act honestly and lawfully. Your responsibilities and choices are as follows: ask for clarification where documents appear inconsistent and do not rely on oral promises or unauthorised messages. Do not submit information merely because a form technically accepts it. Do not provide passwords, payment-card details, one-time codes, complete banking credentials, unrelated medical histories, client databases, trade secrets, or identity documents unless an authorised representative explains why they are needed and provides an appropriate channel. If you provide another person's information, you must have a lawful reason and should inform that person where required. A referee, representative, or agency must not exaggerate authority or conceal a conflict of interest.