1. Scope
These Rules apply to employers, shipowners, ship managers, crewing agencies and other authorised recruiters using Rynda Crewing to advertise vacancies, search CVs or engage with candidates. Rynda Crewing is operated by RYNDA GLOBAL FZCO. These Rules form part of our Terms of Use.
The organisation using the account is responsible for its vacancies and recruitment activity. Anyone acting on its behalf must be authorised and follow these Rules. The platform provides tools for vacancy listings, candidate searches, applications and communication. It does not become a party to the employment agreement or assume the recruiter's responsibilities for selection, employment terms or the treatment of candidates.
2. Identity and authority
Provide your organisation's full legal name and reliable contact details. You may also use a trading name, provided it does not conceal the organisation responsible for the vacancy. Make your role clear: direct employer, ship manager, crewing agency or another authorised intermediary. Do not imply that you are the employer if you are recruiting on someone else's behalf.
Only publish a vacancy if you have authority to recruit for it. Hold any licence, registration or other authorisation required for your activities and keep it valid. People managing your account must be authorised to act for the organisation and understand these Rules.
We verify the organisation and its representative at registration. Until verification is complete, crew search, access to seafarers' personal details and certain other features may be unavailable. Successful verification only means that the organisation's details did not raise reasonable doubts at the time of the check. We may also request information reasonably needed to establish your identity, authority or the authenticity of a vacancy. You must not provide false records or use another organisation's credentials. If your authority ends or a material business detail changes, update the relevant information and stop recruitment activity you are no longer entitled to conduct.
3. Genuine and accurate vacancies
Every advertisement must relate to a genuine employment opportunity for which you are currently recruiting. Do not publish fictitious openings, use attractive but unavailable roles to collect CVs, or present a general database-building exercise as a specific vacancy.
Provide a clear description of the role, required qualifications, relevant experience and essential employment conditions known at the time of publication. State the rank or position, vessel type where relevant, expected joining date or timeframe, contract duration and remuneration information accurately whenever those details are included. Identify whether figures are estimates, ranges or agreed terms and avoid misleading comparisons.
Requirements must be lawful, relevant to the role and proportionate. Do not publish unlawful discriminatory criteria, conceal material restrictions or misrepresent the location, vessel, employer or nature of the work. An agency must clearly identify its intermediary role even where the employer's name is not included in the initial advertisement.
Update the advertisement when material conditions change and inform candidates already in discussions. Close or remove a vacancy when recruitment ends. Do not repeatedly repost substantially identical content to mislead candidates or interfere with other listings.
4. Fair recruitment and payments
Comply with the recruitment, employment and maritime requirements that apply to your activities, including applicable rules implementing the Maritime Labour Convention, 2006.
You must not charge or arrange unlawful payments for access to a vacancy, consideration of an application, recruitment, placement or the provision of employment. This prohibition covers indirect charges, wage deductions, deposits and payments collected through another person. Labelling a prohibited recruitment fee as an administration, training or reservation charge does not make it permissible.
Do not condition recruitment on buying unrelated products or services. Never ask candidates to transfer money to secure a fictitious interview, vessel assignment or employment agreement. Any request for a cost that is lawfully payable by a candidate must clearly identify its purpose, amount and recipient and must not conceal a recruitment fee that you or the employer is required to bear.
Do not retain a candidate's original identity or professional documents as security, pressure candidates to accept undisclosed terms or threaten retaliation for raising a concern. Do not use exclusion lists to unlawfully prevent qualified candidates from obtaining employment. Allow candidates a reasonable opportunity to review the proposed employment agreement and direct questions to the responsible party.
5. Applications, CVs and candidate information
Use CVs, CV details and messages accessed through candidate search or an application only for the specific recruitment purpose for which access is provided. Access is subject to the available platform features and the candidate's visibility settings. A seafarer's contact details become available after a mutual response or within your plan allowance; do not try to obtain them in any other way or export them in bulk. Neither an application nor paid access gives you ownership of candidate information or permission to resell it, use it for unrelated purposes or disclose it without a lawful basis.
Limit access to people who need the information for that recruitment. Keep it secure, correct known inaccuracies where appropriate and retain it only for as long as necessary for the recruitment purpose or a lawful retention obligation. You are responsible for informing candidates about how you use their data and enabling them to exercise their rights under applicable law.
Do not sell CVs, publish candidate information, add candidates to unrelated mailing lists or share application information without a proper legal basis. An agency may disclose information to the employer involved in the relevant recruitment process only where the candidate has been appropriately informed and the disclosure is lawful. The same standards apply when another service provider assists with your recruitment.
Keeping a CV for other vacancies or forwarding it to another client is permitted only if you have a separate lawful basis, inform the candidate about the proposed use and obtain consent where required. A candidate's silence or submission of one application is not agreement to every future use.
Respond to valid requests concerning candidate information you hold. If information is deleted from the platform, you remain responsible for copies in your possession. Do not scrape CVs, extract contact lists or use access to the platform to build a database outside the purposes authorised by these Rules.
6. Communications and hiring decisions
Communicate professionally, identify the organisation you represent and keep messages relevant to the vacancy or recruitment process. Do not send bulk unsolicited promotions or continue unwanted contact. Explain material changes to the role, remuneration, joining arrangements or proposed employer before asking a candidate to proceed.
You are responsible for assessing suitability, conducting lawful qualification checks and ensuring that any employment offer and agreement meet applicable requirements. Do not represent a preliminary discussion as a binding offer or promise employment you have no authority to provide.
Automated recommendations and search positions do not replace your assessment of a candidate. A higher position of promoted CVs in search results is a paid feature, not a certification of qualifications or an endorsement. Neither recommendations nor promoted placement establish that a candidate meets the requirements of a vacancy.
Selection decisions belong to the responsible employer or agency. Rynda Crewing does not guarantee that a candidate's information is accurate, that a candidate will accept an offer or that a placement will succeed. Access to the platform or publication of a vacancy must not be presented as our endorsement of your organisation.
7. Reviews and enforcement
We may review your advertisements and activity, ask for clarification or supporting information, and decline, restrict or remove content that breaches these Rules. We may also temporarily suspend or close an account for serious or repeated violations, suspected fraud or unlawful activity.
Our response will take account of the seriousness of the issue and the information available. We may offer an opportunity to correct a vacancy where that is appropriate. Immediate restrictions may be necessary to protect candidates, prevent misuse or comply with law. Where lawful and appropriate, we will explain the action taken.
You may contact support to request a review and provide relevant information. Do not evade a restriction through another account or ask someone else to publish prohibited content on your behalf. Cooperate reasonably with enquiries concerning your listings or reported misuse of candidate information.
8. Responsibility and contact
Paid tools for employers and agencies are governed by the Terms of Use and the selected plan or order. The features, price, duration and usage limits are disclosed before purchase. Payment does not guarantee applications or a successful hire.
You remain responsible for your advertisements, recruitment decisions and subsequent use of candidate information. Platform moderation does not transfer those responsibilities to us or release you from applicable law. Our responsibility for operating the platform is governed by the Terms of Use and mandatory law.
Changes to these Rules follow the notice and acceptance arrangements in the Terms of Use. For questions, reports or requests to review a restriction, contact support@rynda.io.
Service provider: RYNDA GLOBAL FZCO
Registration number: DMCC203729
Registered address: Unit RET-R5-172, Jumeirah Lakes Towers, Dubai, United Arab Emirates
Legal enquiries: info@rynda.io