HirePromo · rules
The hiring-ad rules we check
Every job ad that goes through HirePromo is checked against this list before you spend a cent on distribution. The rules are fixed and deterministic: a finding always cites one of them, and nothing is ever invented by a model. Each page shows what the rule catches and how to say the same thing without the problem.
- Age-coded language in job adsBlocks the ad
"Young", "recent grad" and "digital native" read as a preference for younger workers.
- Maximum age or age ranges in job adsBlocks the ad
An age cap or an age bracket is direct age discrimination.
- Gendered job titlesBlocks the ad
"Waitress", "foreman" and "salesman" name a sex, not a job.
- Gender-coded wording in job adsWarning
"Manpower", "he will" and "guys" quietly tell half the audience the ad isn't for them.
- Family and marital status in job adsBlocks the ad
"No kids", "single people preferred" and "unmarried" are off limits in many states.
- "US citizens only" in job adsWarning
Work authorization is the lawful bar. Citizenship usually isn't.
- Criminal record language in job adsWarning
"No felons" and "clean record required" collide with fair-chance laws.
- Physical requirements in job adsWarning
"Able-bodied" describes a person. "Lift 50 lb boxes repeatedly" describes the job.
- Religion and national origin in job adsBlocks the ad
"Native English speakers only" and "American-born" are national-origin preferences.
- Pay transparency: where a job ad must show a pay rangeBlocks the ad
In a growing list of US states and DC, advertising a job without a pay range is itself a violation.
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General information about what our automated check looks for, not legal advice. Laws change and vary by jurisdiction.