Job Posting Policy for YesToJoin.in

1. Purpose and eligibility to post

YesToJoin.in is a specialised employment platform serving hospitality, tourism, travel, aviation, transportation, events and allied service industries. Job advertisements may be submitted by eligible employers, authorised recruiters, staffing agencies or other organisations permitted to use the relevant features.

The person submitting a vacancy must be authorised to represent the named organisation or hiring party. We may request information to establish an organisation's identity or investigate a listing that raises concerns. Account registration or the submission of company details does not, by itself, mean that YesToJoin.in has independently verified or endorsed that organisation.

2. Eligible job categories

Subject to the categories and features available on the platform, listings may cover genuine roles in areas such as:

• Hospitality: hotel and resort management, front office, guest relations, housekeeping, food and beverage, chefs and kitchen teams, restaurant operations, reservations, revenue management, spa and wellness, sales, marketing and administration.
• Tourism and travel: tour operations, travel consultancy, guiding, destination services, travel planning, reservations, homestays, guesthouses, destination management and tourism customer service.
• Aviation and transportation: eligible aviation support and passenger-service roles, travel coordination, transport operations, logistics and fleet operations.
• Events and allied services: event planning, banquets, conferences, venue management, event sales, coordination, customer experience and relevant technical or support functions.

Roles that require licences, certifications, security clearances or statutory qualifications must state those requirements where applicable. A category being available does not mean every vacancy will automatically be accepted.

3. Every listing must represent a genuine vacancy

Each advertisement must describe a real employment opportunity that the submitting organisation is authorised to offer. Employers and recruiters must not:

• Advertise positions that do not exist or misrepresent the hiring organisation.
• Use a fabricated vacancy to collect CVs or personal information.
• Leave a filled, cancelled or withdrawn position listed as available without updating it.
• Promise guaranteed selection, promotion, visas or earnings without a legitimate basis.
• Use a vacancy mainly to promote unrelated products or services.
• Present a training course, internship or business opportunity as salaried employment when it is not.

When a role is no longer available, the employer must promptly update it or request its removal.

4. Accurate job information and transparency

Vacancies should give candidates enough clear information to assess whether a role is suitable. Where relevant, include the job title, employer name, department, work location, responsibilities, qualifications, experience, skills, employment type, work schedule, compensation, benefits, application method and closing date.

Descriptions must not exaggerate pay, hide material conditions, misstate the workplace or create a misleading impression of the job. If a salary range or benefit is included, it should reflect the actual offer or the employer's genuine stated terms. Any material change to a vacancy should be updated promptly.

5. Content and activities that are not permitted

Listings may be rejected, restricted or removed if they contain or promote unlawful, deceptive, abusive or otherwise prohibited content. This includes:

• Fake jobs, impersonation, fabricated employer identities or misleading recruitment claims.
• Fraudulent schemes, deceptive application forms, malicious links or fabricated certificates.
• Content facilitating trafficking, exploitation, forced labour, unlawful recruitment or other prohibited activities.
• False claims of government, public-institution, hotel-chain, airline or other organisational approval or endorsement.
• Advertisements that materially misstate the job, compensation, work location, visa or employment conditions.
• Content that violates applicable law or the platform's Terms and Conditions.

This list is illustrative and does not limit the platform's ability to assess other content that may be inappropriate or unlawful.

6. Recruitment fees and candidate charges

Employers and recruiters must not mislead candidates into paying money in exchange for guaranteed employment, interviews or selection. Any recruitment fee, placement fee, training charge, uniform charge, security deposit or other candidate payment must be assessed according to its actual purpose and applicable law.

Where a recruitment-related charge is legitimate and legally permitted, the responsible party must disclose it clearly and accurately. YesToJoin.in may reject or investigate listings that appear to involve deceptive payment demands or unlawful recruitment practices.

7. Non-discrimination and fair recruitment

Advertisements must comply with applicable employment, equality and anti-discrimination laws. Eligibility requirements concerning age, gender, nationality, physical capability, language, qualifications or other personal characteristics should be included only where lawful, relevant to the position and appropriately justified.

Recruiters should focus on legitimate role requirements and respect applicable legal protections, including protections concerning gender identity. For international roles, work-authorisation requirements must be accurately stated, and immigration or visa arrangements must not be misrepresented. Listings that appear discriminatory or unlawful may be rejected or removed, subject to applicable law.

8. Duplicate, misleading and low-quality listings

To preserve a useful search experience, employers should not repeatedly publish the same vacancy without a legitimate reason, create duplicate listings to artificially increase visibility, use irrelevant keywords, misclassify a role to appear in unrelated searches, add excessive promotional content or renew expired jobs without confirming that the vacancy remains open.

Job descriptions should be complete and understandable. Where several openings exist for the same position, employers should state the number of vacancies accurately or create separate listings where the roles materially differ. We may consolidate, restrict or remove duplicate and low-quality advertisements.

9. Employer names, logos and branding

Employers may use their organisation's name and logo only when they have the necessary rights and authority. Recruiters must not use a client's name, logo or branding in a way that falsely suggests authorisation or a direct hiring relationship.

We may ask for supporting information if a listing appears to misuse a brand or misrepresent an employer relationship. The display of an organisation's logo on the platform does not necessarily mean that YesToJoin.in endorses, certifies or guarantees that organisation.

10. Listing review and moderation

Job advertisements may be reviewed before or after publication, or following a report. Depending on the circumstances and features available, a review may include checking completeness, examining employer or recruiter information, reviewing reported material, requesting clarification or documents, identifying duplicate or suspicious content and assessing compliance with this policy and applicable law.

Where appropriate, we may hold a listing for review, reject it, request corrections, restrict it or remove it. Editing a listing on an employer's behalf requires appropriate authorisation. Automated screening, where implemented, may assist review but cannot guarantee that every inaccurate or fraudulent listing will be detected.

11. Listing duration, expiry and updates

Employers are responsible for monitoring their vacancies and keeping the information current. Where expiry dates or listing durations are supported, an appropriate period or closing date should be used.

Employers must update or request removal of a listing when a position is filled, recruitment is cancelled, the role is no longer available, material employment conditions change, the advertisement was published in error or the employer is no longer authorised to recruit. The platform may expire, archive or remove listings according to its operational settings and applicable service terms.

12. Candidate information and privacy

Employers and recruiters must handle candidate information responsibly and use it only for lawful, appropriate recruitment purposes. They must not sell or disclose candidate information without an appropriate lawful basis, use CVs for unrelated marketing without proper authority, retain information indefinitely without a valid reason, request unnecessary sensitive details or seek applicants' passwords and banking credentials.

Employers must comply with applicable privacy and data-protection requirements, including relevant duties relating to access, retention, security and disclosure. Please also review the Privacy Policy for information about the platform's handling of personal information.

13. International job advertisements

Employers advertising roles outside their home country must ensure that the opportunity and recruitment process comply with the laws that apply in the relevant locations. International listings should accurately state:

• The destination country and work location.
• Whether work is on-site, remote, hybrid or otherwise arranged.
• Work-authorisation requirements and any visa sponsorship actually offered.
• Material relocation or travel conditions.
• Required licences, qualifications or certifications.

No employer or recruiter may guarantee immigration approval or misrepresent the status of a visa or work-permit application. Candidates should independently confirm international offers and immigration requirements with the relevant authorities.

14. Sponsored, featured and paid listings

Where paid advertisements, sponsored or featured listings, employer subscriptions or other paid services are available, the applicable commercial terms should be disclosed separately before purchase. Any additional visibility is limited to the features included in the purchased service; it does not guarantee applications, interviews, hiring outcomes or employment.

Promotional placements should be identified clearly where required by law or the relevant service design. Employers must follow the applicable payment, duration, cancellation and renewal conditions for paid services.

15. Reporting a suspicious vacancy and enforcement

Job seekers, employers and other users may report suspected fake jobs, misleading information, impersonation, unlawful content or other potential violations. Please provide, where possible, the job title and listing URL, employer or recruiter name, a description of the concern, relevant communications or evidence and contact details if you would like a response. Do not send passwords, payment credentials or unnecessary sensitive documents.

Reports may be submitted through the platform's reporting facility, where available, or by emailing hello@yestojoin.com. We will review reports under our procedures and applicable law; submitting a report does not guarantee a particular outcome.

If a violation is identified or reasonably suspected, proportionate action may include requesting corrections or further information, holding or rejecting a listing, limiting its visibility, removing it, temporarily suspending an account, terminating access in serious or repeated cases, preserving relevant records where legally appropriate or referring suspected unlawful conduct to the relevant authorities where required or permitted by law. The response will depend on the nature and circumstances of the issue.

16. Requests to review a decision

An employer may contact YesToJoin.in to request reconsideration of a rejected or removed listing, subject to the process available. Include the listing URL or reference number, organisation or account name, the reason for the request and corrected information or supporting documents where relevant.

We may ask for additional details before reviewing the matter. A review request does not guarantee reinstatement; content that remains unlawful, misleading or inconsistent with this policy may continue to be restricted or removed.

17. Changes to this policy

We may revise this policy as the platform develops, new features become available or legal requirements change. The current version and its revision date should be published on this page. Employers and recruiters should check periodically and follow the policy applicable to their use of the service.

18. Contact us

For questions about this policy, job listing moderation or a reported vacancy, contact: