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Terms of Use

1. Agreement

These Terms are a contract between you and Work Onward Inc. ("See", "we", "us") for the See app for iPhone, the websites at see.hiretahoe.com, and our related services (the "Service"). By creating an account or using the Service you agree to them, to our Privacy Policy, to the Safety guidance, and to community rules shown in the app. If you do not agree, do not use See. If you use See for a company, you agree for the company and confirm you may bind it; then "you" includes the company.

We may update these Terms. For material changes we will give at least 30 days' notice in the app or by email, unless a change is required by law or for safety. Using See after changes take effect means you accept them. If you do not, stop using See and delete your account.

Section 21 contains an agreement to resolve disputes by individual arbitration, and a waiver of class actions and jury trials. You can opt out within 30 days.

2. Who can use See

  • You must be 18 or older, able to form a binding contract, and not barred from using the Service by law. You must not be on a US government list of restricted parties, or be in a country under US embargo.
  • Job seekers sign in with Apple or an email code. Employers must use a work email on their company's domain. Personal, disposable and relay emails cannot create employer accounts.
  • Give accurate information and keep it current. One person, one account. Do not share your account, and tell us right away if it is compromised. You are responsible for what happens under it.
  • We may verify people and companies, for example with domain, DNS and email checks, and may limit or refuse an account that fails verification.

3. What See is, and is not

  • See is a platform that helps people connect. See is not an employer, employment agency, staffing firm, recruiter, referral broker, background check company or party to any hiring decision, offer, job or referral. Employers decide whom to hire. Job seekers decide which jobs to take. Any employment relationship is only between them.
  • See is not a consumer reporting agency and does not provide consumer reports. Nobody may use See information to decide on employment eligibility as if it were a consumer report, or for credit, insurance, housing or similar purposes.
  • See is not a law firm and gives no legal, immigration, tax or financial advice (section 11).
  • We do not promise any job, interview, referral, response or result, or that any job, employer, candidate or member is accurate, lawful or suitable. Use your judgment and do your own checks.
  • See is free. We may add features, change them or stop them. If we ever charge for something, we will say so first, and we will never charge to send or read a message.

4. Your content

You own what you post, send or put in your profile ("Your Content"). You give Work Onward Inc. a worldwide, non-exclusive, royalty-free license to host, store, copy, display, transmit, adapt (for formatting) and use Your Content as needed to run, secure and improve the Service, show it to the people you choose and as your settings allow, and to enforce these Terms. The license ends when you delete the content or your account, except for copies other members have already received, content we must keep by law, backups until they expire, and anonymous aggregate information.

You promise that Your Content is accurate, that you have the right to share it, and that it does not break the law or anyone's rights. See does not claim your profile photo. For job seekers, the photo comes from LinkedIn and cannot be changed in the app.

5. Rules for everyone

You may not:

  • lie about who you are, your education, work history, work authorization, your employer or your authority to refer or hire; impersonate anyone; or create fake or duplicate accounts;
  • offer, ask for or accept money, gifts, crypto, fees, "deposits" or "training costs" for a job, interview, letter, referral, introduction or any other result on See, or ask someone to pay for their own OPT, I-983 or other paperwork;
  • harass, threaten, bully, stalk, dox, or discriminate against anyone; post hateful, sexual, violent, illegal or deceptive content; or share someone's private information, including trying to find out who is behind an anonymous handle;
  • send spam, chain messages, bulk or repetitive unsolicited messages, or try to move people off See to avoid its safety checks for scams;
  • ask for or collect Social Security numbers, bank details, passport or visa documents, or other sensitive data except as the law requires of an employer after an offer and outside See;
  • scrape, crawl or copy See's content or data, or build a database from it; reverse engineer, probe or overload See; bypass App Attest, rate limits or other safeguards; or use bots or automated means;
  • post confidential information of an employer or anyone else that you have no right to share;
  • use See to break any law, including discrimination, anti-bribery, export, sanctions, privacy, consumer protection and employment laws; or
  • help or encourage anyone to do any of the above.

We may remove content, warn, limit features or messaging, suspend or end accounts, and report conduct to authorities, at our discretion and as our policies describe. Where possible we tell you and let you appeal in the app.

6. Job seekers

  • Applying shares your profile snapshot with the employer. Review it first. Screening questions may show deal breakers before you send.
  • You choose what to share about your work authorization (see the Privacy Policy). Sharing exact status is your choice; you can change it in Settings.
  • Check any offer with the employer, your school's DSO or an immigration attorney. You are responsible for following the conditions of your visa or work permit. See does not file anything for you.
  • A job listed on See is the employer's offer. We do not guarantee the employer's description, pay or sponsorship, or that a job will not be changed or filled.

7. Employers

If you use See to hire or recruit, you also agree to the following, and you promise that you are authorized to act for your company.

Fair hiring

  • You will follow all employment and anti-discrimination laws that apply to you, including Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, section 274B of the Immigration and Nationality Act (8 U.S.C. 1324b), the Equal Pay Act, and state and local laws such as the California Fair Employment and Housing Act (including its automated-decision regulations), the New York State and New York City Human Rights Laws (including the NYC Fair Chance Act), and the Illinois Human Rights Act.
  • Work-authorization filters. You may use a candidate's work-authorization information only to plan sponsorship and timelines. You may not use it to prefer or exclude US citizens, nationals, permanent residents, refugees or asylees, or to discriminate based on national origin or any protected trait. A status filter on See only narrows results; it does not rank people. You must read and accept the notice that appears the first time you use one.
  • Do not post or write job ads that prefer or restrict applicants by visa or citizenship status (such as "H-1B only", "OPT only" or "US citizens only"), or that discourage protected groups, unless the law requires it and you have recorded the legal basis in the job form. Our wording check helps, but it is not legal advice, and you remain responsible for your ads.
  • Do not ask applicants for documents or immigration details that the law does not permit at that stage. Complete Form I-9 and any E-Verify check only after an offer is accepted, as the law requires. Do not use E-Verify to pre-screen applicants. See does not perform I-9 or E-Verify.
  • Pay transparency: if you post a job that is in, or open to people in, a place with a pay range law (for example California, New York, Colorado, Washington and many others), your posting must include a good-faith pay range that the law requires. Do not ask for salary history. Follow fair chance (ban-the-box) and background check laws, including the Fair Credit Reporting Act, in your own process.
  • Automated tools. See's match scores and ranked search results may be an "automated employment decision tool" or "automated decision system" under laws such as NYC Local Law 144, California's Civil Rights Council regulations, and Illinois HB 3773, when you use them to help decide whom to interview or hire. You are responsible for the notices, bias audits, record keeping and accommodations those laws require of you. Use scores only as one input; make every hiring decision with a person. Contact us if you need information about how the tools work.

Honest use

  • Your company information, job posts, pay, sponsorship policy and other statements must be true and not misleading. Jobs must be real, open and for a lawful position. You may not charge candidates any fee, or ask them to buy anything.
  • Use work email, company domain and DNS verification honestly. Your verification tier may limit job posts and new conversations per day to prevent spam, but never the ability to reply.

Candidate information

  • You are a separate business with your own duties under privacy laws (for example, the notices you owe applicants under the CCPA). Use candidate and member information only to evaluate people for jobs and to hire them. Do not sell, license, scrape, bulk export, share outside your hiring team, or use it for marketing, credit, insurance, housing or tenant decisions.
  • Keep it secure and confidential. Delete or return it when asked or when the law requires. Keep your own hiring records as the law requires.
  • Do not use information from See as a consumer report or in place of one.

We may suspend or remove jobs, searches, messaging or accounts that we reasonably believe break these rules. An audit log records searches that use a work-authorization filter, and we may share it with regulators or in a legal proceeding.

8. Referrals

  • A referral request asks a verified employee to consider referring you. The employee decides freely, and the employer decides what to do about any referral.
  • No paid referrals on See. Do not offer or ask for payment, gifts, a share of a bonus or any other value from a candidate or any other person for a referral. A company may pay its own employees a referral bonus under its own rules; that is between them, and you must follow your employer's policies.
  • Referrers promise that they work where they say, and that sharing a candidate's information with their employer is allowed by their employer's policies. See does not check company referral policies, and we do not guarantee that an employer will count a referral, especially one made after the candidate applied.
  • Request limits, referrers' weekly limits and expiry rules are shown in the app. We may change them to prevent abuse.

9. Messages, safety and reports

  • Anyone can message anyone for free. Message content is encrypted at rest. We use automated tools to flag scams and abuse, and trained people review reports. Warnings from See are not a guarantee that a message is safe or unsafe.
  • Never pay anyone to get a job. See will never ask you for money to use it.
  • Block or report anyone from the app. Reports go to a team that reviews them, starting with the most serious. We may share information with law enforcement, and we report child sexual abuse material to the National Center for Missing & Exploited Children.
  • If we act on your content or account, you can appeal in the app. We decide appeals in good faith, but our decision on how to run the Service is final, except as law says otherwise.

10. Community

Community posts are by members under anonymous handles unless the member chooses to post as themselves. Posts are opinions of their authors, not See, and we do not check them for accuracy. Do not treat community posts as legal, immigration, tax, medical or financial advice. Employers appear in the community only as labeled "Official" in the places the rules allow. We can unmask a handle only as described in the Privacy Policy. Official and event posts, AMAs and office hours are by the people hosting them, and are not endorsed by See.

11. Work authorization and other information

The Work Authorization Center, policy updates, checklists, reminders, Siri answers, widgets and other content about visas, work permits, dates, wages and labor rules are for general information only. They are not legal advice and may be incomplete, delayed or wrong, because rules and your facts change. Confirm dates and actions with your school's DSO, the government, or a licensed immigration attorney before you rely on them. Public data on company pages, such as H-1B approvals, comes from government sources, and may be incomplete. Pay ranges and sponsorship policies come from employers. A reminder from See is not a deadline notice, and See is not responsible for missed dates or filings.

12. AI features

Some features use AI, such as turning a search into filters, drafting a job description, polishing a pitch and checking content for safety. AI can be wrong or incomplete. Check what it produces before you use it; you are responsible for what you post, send and decide. Do not put confidential or unlawful content into AI features. See does not make hiring decisions (see the Privacy Policy).

13. Our rights and copyright

See, its software, design, logo, name and content (other than Your Content) belong to Work Onward Inc. and its licensors and are protected by law. We give you a limited, personal, revocable, non-transferable license to use the app and the Service under these Terms. You may not copy, modify, sell, lease or create derivative works from them, except as the law allows. If you send us feedback, we may use it without owing you anything.

Copyright complaints (DMCA). We respond to notices of alleged copyright infringement under 17 U.S.C. 512. Send a notice to our designated agent: Copyright Agent, Work Onward Inc., 124 E 14th St, New York, NY 10003, info@workonward.com. It must identify the work and the material, give your contact information, include a statement of good-faith belief that the use is not authorized, and a statement under penalty of perjury that the notice is accurate and that you are the owner or authorized to act for the owner, with your signature. If we remove your content, you may send a counter-notice with the information in 17 U.S.C. 512(g). We end accounts of repeat infringers in appropriate circumstances. Misrepresenting infringement can make you liable for damages.

14. Third parties

See works with services such as Apple (App Store, Sign in with Apple, push notifications, Calendar), LinkedIn and Microsoft. Their own terms apply to your use of them, and we are not responsible for them. Links in See may lead to other sites that we do not control.

15. Ending your account

You can delete your account any time in Settings, Account. It becomes final after a 30-day grace period in which you can cancel. We may suspend or end your account or access to part of the Service at any time, including for breaking these Terms, risk to others, legal requirements, or inactivity, and we will tell you when we reasonably can. Sections that by their nature should survive (including 4, 5, 13 and 16 to 22) survive ending.

16. Disclaimers

TO THE FULLEST EXTENT THE LAW ALLOWS, THE SERVICE AND ALL CONTENT ARE PROVIDED "AS IS" AND "AS AVAILABLE." WE AND OUR LICENSORS DISCLAIM ALL WARRANTIES, EXPRESS OR IMPLIED, INCLUDING MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, ACCURACY, TITLE AND NON-INFRINGEMENT. WE DO NOT WARRANT THAT THE SERVICE WILL BE UNINTERRUPTED, SECURE OR ERROR-FREE, OR THAT ANY JOB, REFERRAL, CANDIDATE, EMPLOYER, MEMBER OR INFORMATION IS ACCURATE, LAWFUL OR SUITABLE, OR THAT YOU WILL FIND A JOB OR A CANDIDATE. YOU USE THE SERVICE AT YOUR OWN RISK. SOME PLACES DO NOT ALLOW SOME DISCLAIMERS, SO PART OF THIS SECTION MAY NOT APPLY TO YOU.

17. Limits on liability

TO THE FULLEST EXTENT THE LAW ALLOWS, Work Onward Inc., ITS AFFILIATES, OFFICERS, DIRECTORS, EMPLOYEES, AND LICENSORS WILL NOT BE LIABLE FOR ANY INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL, EXEMPLARY OR PUNITIVE DAMAGES, OR FOR LOST PROFITS, LOST OPPORTUNITIES, LOST DATA OR GOODWILL, OR FOR ANY HIRING, EMPLOYMENT, VISA OR WORK-AUTHORIZATION OUTCOME, OR FOR THE CONDUCT OF ANY MEMBER OR THIRD PARTY, ARISING FROM THE SERVICE, EVEN IF TOLD OF THE POSSIBILITY. OUR TOTAL LIABILITY FOR ALL CLAIMS RELATING TO THE SERVICE WILL NOT EXCEED THE GREATER OF (A) THE AMOUNT YOU PAID US IN THE 12 MONTHS BEFORE THE CLAIM, WHICH IS ZERO FOR A FREE ACCOUNT, OR (B) US$100.

Nothing in these Terms limits liability that cannot be limited by law, such as for fraud, willful misconduct, or, where the law says so, gross negligence, or personal injury. Some places do not allow these limits, so they may not apply fully to you.

18. Indemnity

You will defend and indemnify Work Onward Inc. and its affiliates, officers, directors, employees and agents against claims, losses, damages, fines and reasonable legal fees arising from Your Content, your breach of these Terms or the law, or (for employers) your hiring practices, job posts, use of candidate information or violation of an applicant's rights. We will tell you promptly of any claim, and you will not settle it in a way that binds us without our consent. We may take over the defense at your cost. This section does not apply to individual job seekers using See as consumers to the extent the law forbids it.

19. Governing law

New York law and the Federal Arbitration Act govern these Terms and any dispute, without regard to conflict of law rules. You keep any mandatory consumer protections that the law of the state where you live gives you and that cannot be waived by contract.

20. Talk to us first

Before filing a claim, write to info@workonward.com with your name, account email, a description of the problem and what you want. We both agree to try in good faith to resolve it within 60 days. This is required before any arbitration or court case, except for the claims listed in section 21(e).

21. Arbitration and class action waiver

PLEASE READ THIS SECTION CAREFULLY. IT AFFECTS YOUR LEGAL RIGHTS, INCLUDING YOUR RIGHT TO GO TO COURT AND TO JOIN A CLASS ACTION.

(a) Agreement to arbitrate. You and Work Onward Inc. agree that any dispute, claim or controversy between us arising out of or relating to these Terms, the Service, or your relationship with us, including its existence, scope and enforceability, will be resolved by binding individual arbitration, not in court, except as stated in (e). The Federal Arbitration Act applies. The arbitrator (not a court) decides arbitrability, except that a court decides disputes about section (c) (class and collective waiver) and (f).

(b) Rules. The American Arbitration Association ("AAA") will administer the arbitration. For individuals using See for personal purposes, the AAA Consumer Arbitration Rules apply; for businesses and employers, the AAA Commercial Arbitration Rules apply. Rules and forms are at adr.org. The AAA's consumer rules say who pays fees; we pay the filing, administrative and arbitrator fees that those rules require us to pay, and we will not seek our fees from you unless the arbitrator finds your claim frivolous or brought in bad faith. Arbitration will take place by video or phone, or in the county where you live if you ask for an in-person hearing, or otherwise in New York, New York. The arbitrator must follow the law and these Terms, may award any individual relief a court could, and must give a written decision with reasons.

(c) No class actions. You and we may bring claims only in an individual capacity, and not as a plaintiff or class member in any class, collective, consolidated or representative proceeding. The arbitrator may not combine claims of more than one person or preside over a class, collective or representative proceeding. If this waiver is found unenforceable as to a claim, that claim (and only that claim) goes to court, not arbitration. In no event may a class action be arbitrated.

(d) Many similar claims. If 25 or more claimants with similar claims and the same or coordinated lawyers file arbitrations, the AAA will administer them in batches of up to 10 (a "bellwether" process), and the AAA's mass arbitration rules, if any, apply. Fees for the other cases are deferred until their turn. A court can enforce this paragraph.

(e) What is not covered. Either of us may (i) bring an individual claim in small claims court if it qualifies; (ii) ask a court for an injunction to stop infringement or misuse of intellectual property or violation of section 5; (iii) bring any claim that the law does not allow to be forced into arbitration, including claims of sexual harassment or sexual assault that you choose to bring in court under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021; and (iv) report to or file a complaint with a government agency, which can still act for you. If a court decides that this agreement cannot require arbitration of a request for public injunctive relief (a request to protect the public, which cannot be waived under California law), that request will be decided in court, and stayed until your other claims are decided in arbitration.

(f) Your right to opt out. You may opt out of arbitration and the class waiver within 30 days after you first accept these Terms, by emailing info@workonward.com from your account email, with "Arbitration opt-out" in the subject, your name and account email. Opting out does not affect any other part of the Terms. If you opt out, disputes are decided in the courts named in section 22.

(g) Changes. If we change this section, the change does not apply to a dispute that you gave us written notice of before the change. If you reject a change within 30 days by emailing us, the prior version of this section applies to you.

(h) Survival, severability. This section survives ending your account. If any part of it (other than the class waiver) is unenforceable, that part is cut out and the rest applies.

22. Courts

For any dispute that is not arbitrated (for example, because you opted out, or for the exceptions in section 21(e)), you and we agree to the exclusive jurisdiction of the state and federal courts in New York County, New York, and waive any objection to venue there, except that small claims may be brought where you live, and, where the law gives you the right to sue where you live, that right is not changed. You and we waive a jury trial to the extent the law allows. Where the law allows, any claim must be started within one year after it arose.

23. Apple terms

This section applies when you get See from the Apple App Store. These terms are between you and Work Onward Inc. only, not Apple. They add to Apple's Media Services Terms and Conditions, and Apple's minimum terms for apps:

  • Acknowledgement. You and we acknowledge that these Terms are between you and us, not Apple, and that we, not Apple, are responsible for See and its content.
  • License. The license we give you is a non-transferable license to use See on Apple-branded products that you own or control, as the Usage Rules in the Apple Media Services Terms allow.
  • Maintenance and support. We are solely responsible for support and maintenance. Apple has no duty to give any. For support, email info@workonward.com.
  • Warranty. We are solely responsible for any product warranty not disclaimed. If See does not meet a warranty that applies, you may tell Apple, and Apple will refund the purchase price (if any); to the extent the law allows, Apple has no other warranty duty for See.
  • Product claims. We, not Apple, are responsible for claims about See, including product liability, legal or regulatory compliance, consumer protection and privacy claims.
  • Intellectual property. If a third party claims that See infringes its intellectual property, we, not Apple, are solely responsible for investigating, defending and settling the claim.
  • Legal compliance. You promise that you are not in a country under a US government embargo or designated as a "terrorist supporting" country, and are not on any US list of prohibited or restricted parties.
  • Developer. Questions, complaints or claims about See go to: Work Onward Inc., 124 E 14th St, New York, NY 10003, info@workonward.com.
  • Third-party terms. You must follow the terms of any third-party agreement that applies when you use See, such as your wireless data agreement.
  • Third-party beneficiary. Apple and its subsidiaries are third-party beneficiaries of this section and these Terms. When you accept them, Apple has the right to enforce them against you as a third-party beneficiary.

Apple is not responsible for the content that members post and is not a party to the arbitration agreement in section 21, except for the third-party beneficiary right above.

24. California and other notices

  • California Civil Code section 1789.3. The provider of the Service is Work Onward Inc., 124 E 14th St, New York, NY 10003. See is free; there are no charges. To resolve a complaint or get more information, email info@workonward.com. California users may also contact the Complaint Assistance Unit of the Division of Consumer Services of the California Department of Consumer Affairs in writing at 1625 North Market Blvd., Suite N 112, Sacramento, CA 95834, or by telephone at (800) 952-5210.
  • Electronic communications and notice. You agree that we may send you notices and legal communications electronically, by email, in the app or on our site, and that they satisfy any legal requirement that they be in writing (E-SIGN Act). Email us at info@workonward.com for notices to us. Keep your email current.
  • Accessibility. We want See to work for everyone and support Dynamic Type, VoiceOver, dark mode and Reduce Motion. If you have trouble using any part of the Service, tell us at info@workonward.com and we will work with you.
  • Export and sanctions. You may not use See where US law forbids it, or if you are on a US restricted-party list.

25. General

  • Entire agreement. These Terms, the Privacy Policy and the rules in the app are the whole agreement about the Service, and replace earlier terms. If they conflict, these Terms control, except that section 23 controls for the Apple terms.
  • Severability. If a part of these Terms is unenforceable, it is limited or removed to the least extent needed, and the rest stays in force.
  • No waiver. If we do not enforce a right right away, that does not give it up.
  • Assignment. You may not transfer these Terms without our written consent. We may transfer them to an affiliate or in a merger, financing, acquisition or sale of assets.
  • Force majeure. We are not liable for failures caused by events beyond our reasonable control, such as outages of the internet, cloud, Apple or other providers, natural disasters, war, labor disputes or government action.
  • Relationship. You and we are independent. These Terms do not create a partnership, agency, employment or joint venture. There are no third-party beneficiaries except Apple under section 23.
  • Headings and language. Headings are for convenience. "Including" means "including without limitation." These Terms are in English, and the English version controls.

26. Contact

Work Onward Inc.
124 E 14th St, New York, NY 10003
Email: info@workonward.com

Last updated: October 16, 2026