Terms of Use for Employers (Companies)

Job Join UG (limited liability)
Steinerne Furt 72, 86167 Augsburg – Germany
service@job-join.de

Last Update: 24.09.2025 Version: v1.1

Prospective employers are exclusively entrepreneurs with their registered office within the EU.

The monthly membership fee is agreed individually with our sales staff. The price stated in the order confirmation is decisive.

The contract is concluded as soon as the employer returns the signed order confirmation including the user agreement to Job Join UG and has paid the membership fee.

No later than 48 hours after receipt of payment, the employer receives their access data for the login area in order to search for and filter job seekers independently.

For paid memberships, the following applies: If the employer does not receive their access data within 48 hours, they may withdraw from the contract due to non-performance and will receive the amount paid back. In addition, within 7 days after receipt of their access data, they may withdraw from the contract if, in their view, an insufficient number of job seekers are registered. An objection by Job Join UG is not possible. The withdrawal must be declared in writing. A justification stating that, in their view, an insufficient number of job seekers are registered is sufficient. In this case, they will receive a pro-rata refund of their membership fee. If the employer already had a free trial access before concluding the paid membership, the aforementioned right to withdraw within 7 days lapses, as by using the trial access they were already able to satisfy themselves of the number and qualifications of the registered job seekers.

Additionally, Job Join UG may also transmit applicant profiles to the employer by e-mail. There is, however, no legal claim to this.

Storage period. The employer undertakes to store received or downloaded applicant data for no longer than three (3) months) and then delete it without delay in a verifiable manner, unless a hiring process is ongoing or has been completed and further retention is legally required. Upon request by Job Join UG, deletion must be demonstrated (e.g., written confirmation or a deletion log) within 14 days. In the event of a breach, Job Join UG reserves the right to issue a warning to the employer or exclude it from the platform. Further claims, in particular for damages, are expressly reserved.

Contact after 3 months. After the three-month period has expired, the employer may no longer contact the applicant on the basis of previously stored data. Any further contact requires that the data be obtained anew via the platform and that, before initiating contact, the employer verifies in the login area that the applicant is currently listed. Local copies must be deleted in compliance with the GDPR.

All data must be handled confidentially and lawfully.

Definition. “Employer Services” means immigration and visa support, recognition of professional or educational qualifications, residence and work-permit processes, administrative handling and coordination, as well as any related cost and expense coverage offered by Job Join UG, together with advisory and liaison services reasonably required for these processes.

Exclusivity and eligibility: Employer Services are provided exclusively to Employers under these Employer Terms and the applicable membership tier and fee schedule or individual offer. Employer Services are available only in relation to candidates listed in the Workforce Pool under an active Jobseeker Membership (or whose membership expired no more than three (3) months prior to first contact or offer).

Job Join charges no Employer Services to Jobseekers.

Binding communications. Any binding determinations, confirmations, or cost confirmations regarding Employer Services are addressed solely to the Employer. Job Join UG may provide Jobseekers with informational copies without legal effect.

Employer benefit pass-through (clarification). An Employer may, at its sole discretion and subject to its agreement with Job Join UG, extend certain benefits of its membership (e.g., cost and administration coverage under Employer Services) to a Jobseeker. Any such extension is effected solely in the Employer relationship, does not amend the Jobseeker Membership, and creates no rights or claims of the Jobseeker against Job Join UG. Any binding confirmations are issued only to the Employer; the Jobseeker may receive an informational copy.

No obligation for non-pool candidates. Job Join UG is under no obligation to provide Employer Services for candidates who are not (or are no longer) listed in the Workforce Pool.

Subcontractors. Job Join UG may engage subcontractors (e.g., immigration/visa agents or employment agencies) to perform Employer Services. Personal data and documents may be shared to the extent necessary for Employer Services in line with the Privacy Policy and applicable data protection law.

No payouts to Employers. Employers have no claim to any payment, reimbursement or payout (including for any self-incurred costs).

Promotions (no legal entitlement). From time to time, Job Join UG may communicate promotions related to Employer Services All promotions are purely voluntary, may be modified or withdrawn at any time at Job Join UG’s discretion, require separate written confirmation to the Employer, and create no legal entitlement now or in the future.

Access to applicant profiles and contact data through independent search parameters in the login area.

For any contact made without using the messaging function within the Job Join platform, the Employer must indicate that the contact was initiated through Job Join UG.

Obligation, for each contact with a Jobseeker, to document this contact by checking “Contacted” on the Jobseeker’s profile. Exception: contact takes place directly via the platform’s messaging function or the Employer received the contact details by e-mail from Job Join UG. Failure to comply may, after a written warning, lead to exclusion without pro-rata refund.

An appointed employment agent may contact the Jobseeker only if the Employer (contractual partner of Job Join UG) has previously provided the Jobseeker with the name of the employment agent/agency and this agent states the reason (e.g., planned recruitment or employment) at the initial contact.

No cost coverage for visas, residence or work permits, recognition of professional or educational qualifications. A case-by-case promotion related to Employer Services may be considered by Job Join UG at its sole discretion (no legal entitlement).

The Employer may forward relevant Jobseeker data if the recipient is demonstrably a recruiter or an agency from the EU who is to examine or initiate the recruitment process on the Employer’s behalf. In this case, the Employer must indicate Job Join UG as the source of the data. Prior to forwarding, the Employer must obtain from the recipient a written undertaking to handle the data in compliance with the GDPR; this undertaking must be available before any forwarding and must be provided to Job Join UG upon request without delay.

Includes all services and conditions of the Basic Membership.

Cost and administration coverage for visas, residence and work permits, recognition of professional or educational qualifications, (in individual cases also travel/flight or travel-insurance costs as a promotion; no legal entitlement).

Complete administrative handling of approval procedures by Job Join UG.

Condition. At the time of first contact, the Jobseeker had an active membership in the Workforce Pool or that membership expired no more than three (3) months earlier.

The Employer must provide all necessary information and documents in good time.

The selection and transmission of suitable applicant profiles to Employers with Premium Membership may, instead of the matching algorithm mentioned on the website, also be carried out by manual selection by the staff of Job Join UG or by the Employer’s own search and filtering based on preferences. The matching or algorithm system referred to on the website is based exclusively on the criteria and preferences manually selected by Employers, employment agencies, or by Job Join (e.g., characteristics or requirements of a candidate profile). The selection and decision regarding the creation or confirmation of matches are made solely by the respective Employers, employment agencies, or by Job Join personnel acting on their behalf. No fully automated matching or purely algorithmic decision-making takes place.

Cost coverages are based on credits (100 credits = a complete placement process including all approvals).

Upon submission of a signed employment contract to Job Join UG, 100 credits are consumed.

If the process is terminated because approvals are not granted and the employer is not at fault for this, 50 credits will be reimbursed.

If the process is terminated by Job Join UG or by the applicant without the employer being responsible, 100 credits will be reimbursed.

Credits are valid during the contract term. Unused credits expire at the end of the contract term unless, before expiry, a new contract is concluded that connects seamlessly. This contract must be concluded separately. In this case, the existing credits will be transferred to the new contract free of charge. There is no automatic contract renewal. Credits are not transferable to third parties.

A refund is excluded if the employer ends the process themselves or fails to comply with their contractual cooperation obligations to a significant degree. A significant breach of duty exists in particular if the employer does not provide required information or documents within the set deadline despite written request, provides incorrect information, or takes actions that objectively render the process impossible. Each case of a breach of duty will be documented in writing by Job Join UG and communicated to the employer. The employer may submit written comments within 7 days; Job Join UG will consider these before making a final decision.

Job Join UG may pass necessary information to subcontractors who may contact the employer with queries regarding a specific placement process.

Employers with Premium Membership have the right to be informed of their current number of available credits upon request or—if technically possible—to view them in the login area.

The term of the membership results from the respective order confirmation.

There is no automatic renewal of the membership after the agreed term has expired. After expiry, the contract ends automatically; renewed participation requires a new conclusion of contract.

Activation of the membership only takes place after full receipt of payment.

In the event of early termination of the contract for reasons not attributable to Job Join UG, no (pro-rata) refund of payments already made will be made.

A (pro-rata) refund will be made exclusively if the employer proves that Job Join UG has culpably failed to fulfill the contract.

Job Join UG reserves the right to limit access for new participants in the Workforce Pool at any time for capacity reasons or to close it temporarily.

These access restrictions relate exclusively to the new admission of job seekers to the Workforce Pool.

They have no effect on the login area for employers and employment agencies and on their existing search and contact functions.

Job seekers already listed remain fully visible even during a closure phase, and contacting them remains unrestricted. The closure of the shop has no effect on contractually agreed minimum services.

Definition. “Unlawful offers” are, in particular, those that
a) remunerate below the statutory minimum wage applicable at the place of employment; or
b) contain manifestly unlawful clauses (e.g., retention of identity documents, unlawful penalty clauses).

Procedure. If we become aware of an unlawful offer sent to a job seeker in the Workforce Pool, we will forward the relevant document to the employer and request a written statement within 7 calendar days, including a correction/remedy proposal. If no statement or correction is received within 14 calendar days of our notice, we are entitled to temporarily suspend access and/or exclude the employer from the platform; no (pro-rata) refund will be granted.

Repeat violations. Three violations detected within three months may—regardless of any statements submitted—lead to exclusion without (pro-rata) refund.

Severe cases. In severe or repeated cases (e.g., systematic undercutting of the minimum wage), we may immediately suspend access or terminate the contract without notice.

Transparency. We may block unlawful offers and inform the affected job seekers.

(1) Employers are only permitted to contact job seekers during an active membership and only in connection with specific job offers. Contacting job seekers solely for the purpose of storing their contact details “in advance” or to prepare potential future contact without a concrete job offer is expressly not permitted.

(2) If an employer submits a job offer to a job seeker during the term of the contract and no employment relationship results from this, the employer may only contact this job seeker again with further job offers if, at the time of the new contact, both the employer and the job seeker still hold active memberships.

(3) If we become aware that an employer is allegedly storing or using job seeker data “in advance” in breach of these terms, we may request a written explanation from the employer. If no explanation is provided, or if the explanation is not credible or not sufficiently substantiated, this may lead to the immediate exclusion from the platform without any refund of fees already paid.

(4) If an employer contacts job seekers after the expiry of his membership, we reserve the right to claim damages.

Otherwise, the provisions of the GTC of Job Join UG (limited liability) apply.

The GTC and this Terms of Use are components of the contract and are made available to the user prior to the conclusion of the contract in text form via a link displayed in the order process in a checkbox option and are also transmitted immediately after the conclusion of the contract by e-mail together with the order confirmation. If the contract is not concluded via the portal but in paper form or by email using offer -> order -> order confirmation, both documents are enclosed by Job Join UG in the offer and additionally in the order confirmation. By concluding the contract, the employer confirms that they received, read and accepted the GTC and the Terms of Use prior to the conclusion of the contract.

The contract is concluded by offer of Job Join UG → order → order confirmation. The GTC and these Terms of Use are already enclosed with the offer and are additionally sent again with the order confirmation.