Job-Bolt Employer Terms of Use

Effective Date: May 11, 2026

These Employer Terms of Use, together with any order form, invoice, statement of work, data processing agreement, acceptable use policy, product notice, or other written agreement that references these Terms, govern access to and use of the Job-Bolt platform by employers, recruiters, staffing agencies, hiring organizations, and other business customers.

By creating an employer account, accessing the platform, inviting candidates, uploading job or candidate information, sharing interview materials, using any Job-Bolt service, or accepting an order form or invoice, you agree to these Terms on behalf of yourself and the company, organization, or legal entity you represent. If you do not have authority to bind that organization, you may not use Job-Bolt on its behalf.

These Terms are designed for business use. Job-Bolt is not intended for personal, household, or consumer use by employers.

1. Definitions

For purposes of these Terms:

“Job-Bolt,” “we,” “our,” or “us” means Job-Bolt, Inc., a Florida-based company, and its affiliates, successors, and assigns.

“Employer,” “Customer,” “you,” or “your” means the business, recruiter, staffing agency, hiring organization, or other entity that registers for, purchases, accesses, or uses the Job-Bolt platform.

“Candidate” means an applicant, interview participant, prospective employee, contractor, worker, or other person invited to participate in a Job-Bolt interview.

“Platform” or “Services” means Job-Bolt’s software-as-a-service platform, website, dashboards, video interview tools, candidate invitation tools, transcription tools, scoring tools, summaries, reports, sharing features, APIs, integrations, documentation, and related services.

“Employer Data” means information, content, files, job descriptions, interview questions, evaluation criteria, candidate information, recruiter notes, hiring workflow data, and other materials submitted to or processed through Job-Bolt by or on behalf of Employer.

“Candidate Interview Materials” means candidate first name, last name, email address, video recordings, audio recordings, images, likeness, voice, spoken or written responses, transcripts, summaries, scores, ratings, tags, notes, status information, and related interview outputs.

“Authorized Users” means Employer’s employees, contractors, recruiters, hiring managers, interviewers, advisors, affiliates, representatives, service providers, and other persons whom Employer authorizes or permits to access the Services or Candidate Interview Materials.

“Shared Recipients” means any internal or external person or entity with whom Employer shares access to Candidate Interview Materials through Job-Bolt’s sharing features or through copies, exports, downloads, screenshots, recordings, summaries, forwarded materials, or other disclosures outside the platform.

2. Services

Job-Bolt provides a software platform that helps Employers conduct AI-assisted video interviews and organize candidate responses. The Services may include candidate invitation flows, required video and audio recording, speech-to-text transcription, summaries, structured notes, scoring, ratings, tags, reports, dashboards, sharing tools, and related functionality.

Job-Bolt’s outputs are intended to support Employer-led review of candidate interview responses. Job-Bolt does not act as an employer, recruiter, staffing agency, employment agency, hiring manager, background-check provider, credit reporting agency, legal advisor, or final decision-maker unless expressly stated in a separate written agreement.

Job-Bolt may update, modify, improve, suspend, discontinue, or change the Services from time to time, provided that changes do not materially reduce core functionality during a paid subscription term without reasonable cause.

3. Employer Accounts and Authorized Users

Employer is responsible for all activity occurring under its account, workspace, subscription, interview links, invitations, sharing links, access credentials, integrations, and Authorized Users.

Employer agrees to:

• Provide accurate, current, and complete account, billing, and business information.
• Maintain the security of all account credentials, administrator access, interview links, sharing links, and integrations.
• Restrict access to the Services to Authorized Users who have a legitimate business need to access candidate information.
• Promptly remove or disable access for users who no longer require access.
• Notify Job-Bolt promptly of any suspected unauthorized access, security incident, credential compromise, or misuse of the Services.
• Ensure that all Authorized Users comply with these Terms and applicable law.

Employer is responsible for any act or omission by its Authorized Users, Shared Recipients, affiliates, contractors, representatives, and service providers as if the act or omission were Employer’s own.

4. Candidate Invitations and Required Candidate Notices

Employer is responsible for determining which candidates are invited to use Job-Bolt and for ensuring that the invitation, job posting, interview process, questions, evaluation criteria, and use of the Services comply with applicable law.

Employer is responsible for providing all legally required notices, disclosures, consents, authorizations, and alternatives to candidates, including notices relating to video interviews, audio recording, transcription, AI-assisted analysis, automated or algorithmic tools, data retention, data sharing, human review, accommodations, and candidate rights.

Job-Bolt may provide candidate-facing notices, consent language, platform disclosures, or workflow tools to support compliance. However, Employer remains responsible for determining whether those materials are legally sufficient for Employer’s specific use case, jurisdiction, job role, candidate location, and hiring process.

Employer must not invite a candidate to use Job-Bolt unless Employer has a lawful basis to collect and process the candidate’s information through the Services.

5. Employer Responsibility for Hiring Decisions

Employer, not Job-Bolt, makes all final hiring, rejection, advancement, interview, compensation, classification, work authorization, onboarding, employment, and other employment-related decisions.

Employer is solely responsible for:

• Determining job requirements and qualifications.
• Creating, selecting, reviewing, and approving interview questions.
• Determining whether evaluation criteria are job-related and consistent with business necessity.
• Reviewing transcripts, summaries, scores, ratings, tags, and other outputs generated through Job-Bolt.
• Applying human judgment where required or appropriate.
• Providing reasonable accommodations where required.
• Evaluating candidates in a lawful, fair, non-discriminatory, and job-related manner.
• Maintaining required hiring, employment, privacy, and compliance records.
• Making all final decisions relating to candidates.

Job-Bolt does not decide whether any candidate is hired, rejected, advanced, compensated, classified, or selected. Job-Bolt’s transcripts, summaries, scores, ratings, recommendations, reports, and other outputs are decision-support information only and may not be treated as automatic decisions, legal conclusions, or substitutes for Employer’s independent review.

6. AI-Assisted Interview Analysis

The Services may use artificial intelligence, machine learning, automated processing, natural language processing, speech-to-text technology, scoring logic, summarization tools, and related technologies to process candidate responses.

Employer acknowledges that AI-assisted outputs may be inaccurate, incomplete, biased, inconsistent, or affected by audio quality, video quality, internet connection, device performance, background noise, accent, dialect, speech pattern, language fluency, question design, model limitations, incomplete answers, system outages, and Employer configuration choices.

Employer agrees that it will independently review Job-Bolt outputs before using them in any hiring process and will not rely solely on Job-Bolt outputs where human review is required by law, contract, internal policy, or sound hiring practice.

7. Compliance with Employment, AI, Privacy, and Data Protection Laws

Employer is solely responsible for using the Services in compliance with all laws, rules, regulations, guidance, orders, and industry obligations applicable to Employer, its candidates, its locations, its job postings, its hiring process, and its use of AI-assisted tools.

Employer’s responsibilities include, without limitation, compliance with applicable:

• Employment, labor, wage, hiring, recruiting, staffing, and anti-discrimination laws.
• Equal employment opportunity, disability, accommodation, accessibility, fair chance, background-check, immigration, and work authorization laws.
• Privacy, data protection, data security, biometric, video interview, recording consent, wiretapping, eavesdropping, and communication laws.
• AI, algorithmic accountability, automated employment decision tool, automated decision-making, profiling, transparency, bias audit, impact assessment, and human-review requirements.
• Recordkeeping, deletion, retention, notice, consent, opt-out, appeal, and candidate-rights requirements.
• Laws and rules that may apply in New York City, California, Illinois, Maryland, Colorado, the European Union, the United Kingdom, Canada, and any other jurisdiction relevant to Employer’s use of the Services.

Employer is responsible for determining whether Job-Bolt or Employer’s use of Job-Bolt is subject to laws governing automated employment decision tools, AI video interviews, biometric data, facial recognition, employment discrimination, consumer privacy, employee privacy, or international data transfers.

Employer will not use Job-Bolt in any manner that violates applicable law, creates unlawful disparate treatment or disparate impact, unlawfully discriminates against candidates, or uses protected characteristics in a prohibited manner.

8. Bias Audits, Impact Assessments, and Regulatory Obligations

If Employer’s use of the Services is subject to any bias audit, impact assessment, data protection impact assessment, algorithmic assessment, conformity assessment, notice, disclosure, registration, reporting, publication, or regulatory obligation, Employer is responsible for satisfying that obligation unless Job-Bolt expressly agrees otherwise in a separate written agreement.

Job-Bolt may provide reasonable technical documentation, product information, security information, audit support, or platform data to help Employer evaluate its compliance obligations, subject to availability, confidentiality, security, technical feasibility, and applicable fees.

Employer is responsible for ensuring that any public statements, notices, audit summaries, candidate disclosures, or regulatory filings concerning Employer’s use of Job-Bolt are accurate, complete, non-misleading, and legally sufficient.

9. Candidate Consent, Accommodations, and Candidate Rights

Employer is responsible for obtaining and documenting any legally required candidate consent, authorization, acknowledgment, waiver, or opt-in before using Job-Bolt to collect, record, process, analyze, share, or retain candidate information.

Employer is responsible for providing reasonable accommodations and alternative processes where required by law, including for candidates with disabilities, medical conditions, language needs, religious requirements, accessibility issues, technology limitations, or other protected needs.

Employer is responsible for responding to candidate requests relating to access, correction, deletion, portability, restriction, objection, withdrawal of consent, appeal, human review, opt-out, accommodation, or employer-retained copies, except to the extent Job-Bolt is legally required to respond directly or has separately agreed in writing to assist.

10. Candidate Data, Employer Data, and License to Operate the Services

As between Employer and Job-Bolt, Employer retains ownership of Employer Data, subject to Job-Bolt’s rights in the Services, platform technology, software, models, workflows, documentation, and intellectual property.

Employer grants Job-Bolt a non-exclusive, worldwide, royalty-free license to host, store, record, transcribe, process, analyze, summarize, score, display, transmit, and otherwise use Employer Data and Candidate Interview Materials as necessary to:

• Provide, operate, secure, support, and improve the Services.
• Conduct and record candidate interviews.
• Generate transcripts, summaries, structured notes, scores, ratings, tags, reports, and related outputs.
• Make candidate materials and outputs available to Employer, Authorized Users, and Shared Recipients as configured or instructed by Employer.
• Provide technical support and troubleshoot issues.
• Detect fraud, abuse, impersonation, scraping, automated misuse, security threats, or improper activity.
• Comply with law, legal process, and regulatory obligations.
• Enforce agreements and protect Job-Bolt’s rights, safety, security, and legal interests.
• Maintain records where required or permitted for legal, audit, dispute-resolution, security, fraud-prevention, backup, or compliance purposes.

Job-Bolt does not claim ownership of candidate interview recordings, transcripts, responses, likeness, voice, or submitted materials. Job-Bolt will not sell candidate personal information and will not use candidate interview recordings, transcripts, or responses to train general AI models unless permitted by applicable law and authorized by a valid legal basis, employer agreement, candidate consent, or other applicable authorization.

11. Retention, Deletion, and Employer Copies

Unless a shorter period is required by law, requested by Employer, or agreed in writing, Job-Bolt will make candidate interview videos, audio recordings, transcripts, summaries, scores, and related interview outputs available to Employer for up to one year from the date of the interview.

After one year, Job-Bolt will delete or de-identify candidate interview videos, audio recordings, transcripts, summaries, scores, and related interview outputs stored within Job-Bolt-controlled systems, unless retention is required or permitted for legal compliance, dispute resolution, security, fraud prevention, backup integrity, audit purposes, enforcement of agreements, protection of Job-Bolt’s rights, compliance with Employer instructions, legal recordkeeping obligations, or establishment, exercise, or defense of legal claims.

Job-Bolt’s deletion obligations apply only to candidate interview materials stored within systems controlled by Job-Bolt. Deletion from Job-Bolt’s systems does not require or guarantee deletion of copies previously accessed, viewed, downloaded, exported, scraped, copied, recorded, screenshotted, printed, saved, summarized, forwarded, uploaded, or otherwise retained by Employer, Authorized Users, Shared Recipients, or third parties outside the Job-Bolt platform.

Employer is independently responsible for its own retention and deletion practices, including any copies, downloads, exports, screenshots, recordings, notes, summaries, scraped data, printed materials, forwarded materials, or other records created, stored, shared, or retained outside Job-Bolt.

12. Sharing Features, Authorized Users, and External Recipients

The Services may allow Employer to share access to Candidate Interview Materials with Authorized Users or Shared Recipients, including employees, contractors, recruiters, hiring managers, interviewers, advisors, service providers, affiliates, representatives, legal or compliance personnel, or other persons involved in Employer’s hiring, recruiting, evaluation, compliance, legal, or business process.

Depending on the sharing settings used by Employer, Authorized Users and Shared Recipients may be able to view or access candidate first name, last name, email address, interview video, audio recording, transcript, summaries, scores, notes, tags, ratings, interview status, and related interview outputs.

Employer is solely responsible for determining who is authorized to access Candidate Interview Materials and for ensuring that any sharing is lawful, appropriate, job-related, secure, and consistent with applicable privacy, employment, data protection, anti-discrimination, confidentiality, and recordkeeping laws.

Job-Bolt does not control, and is not responsible for, Employer’s decision to share Candidate Interview Materials with any internal or external recipient. Job-Bolt is not responsible for any access, use, disclosure, copying, downloading, exporting, screenshotting, recording, scraping, forwarding, saving, retention, or further sharing of Candidate Interview Materials by any person with whom Employer shares access.

Employer is responsible for managing, removing, limiting, and monitoring access by its Authorized Users and Shared Recipients. Job-Bolt may provide technical tools to support sharing, access controls, or link management, but Employer remains responsible for its use of those tools and for all activity by persons who access candidate materials through Employer’s account, workspace, invitation, shared link, or sharing feature.

13. Security

Job-Bolt will use reasonable administrative, technical, and organizational safeguards designed to protect Employer Data and Candidate Interview Materials within Job-Bolt-controlled systems.

Employer is responsible for maintaining the security of its own systems, devices, accounts, user credentials, interview links, sharing links, downloaded files, exports, integrations, and copies of candidate information outside the Job-Bolt platform.

Employer must promptly notify Job-Bolt of any suspected unauthorized access, credential compromise, security incident, misuse of candidate information, or breach involving the Services or candidate materials.

14. Restrictions and Acceptable Use

Employer will not, and will not permit any Authorized User or third party to:

• Use the Services for unlawful, discriminatory, fraudulent, harmful, abusive, or deceptive purposes.
• Use the Services to evaluate candidates based on protected characteristics except as expressly permitted or required by law.
• Reverse engineer, decompile, copy, scrape, crawl, resell, benchmark, or attempt to extract the source code, models, workflows, or non-public functionality of the Services.
• Bypass access controls, usage limits, security controls, or technical restrictions.
• Upload malware, harmful code, unlawful content, or infringing materials.
• Interfere with the operation, security, integrity, or performance of the Services.
• Use the Services to build, train, or improve a competing product or service.
• Misrepresent Job-Bolt’s role in the hiring process or imply that Job-Bolt makes final hiring decisions.
• Use Job-Bolt outputs as the sole basis for a hiring decision where human review is required by law or where sole reliance would be unlawful or unreasonable.
• Share candidate information with persons who do not have a lawful and legitimate need to access it.

15. Fees, Billing, Taxes, and Payment

Employer will pay all subscription, usage, implementation, support, overage, professional service, and other fees specified in an order form, invoice, checkout page, pricing page, statement of work, or written agreement.

Unless otherwise stated in writing, fees are non-refundable, non-cancelable, and due according to the applicable invoice or payment terms. Late payments may accrue interest at the lesser of 1.5% per month or the maximum amount permitted by law.

Employer is responsible for all applicable taxes, duties, levies, and governmental assessments, excluding taxes based on Job-Bolt’s net income. Job-Bolt may suspend or restrict access for non-payment, failed payment, chargeback, suspected fraud, excessive usage, or breach of these Terms.

16. Confidentiality

Each party may receive confidential or proprietary information from the other party, including business, technical, financial, product, pricing, security, candidate, and customer information. The receiving party will protect confidential information using reasonable care and will use it only for purposes of performing under these Terms.

Confidential information does not include information that is publicly available without breach, independently developed without use of confidential information, rightfully received from a third party without confidentiality obligations, or approved for release in writing by the disclosing party.

A party may disclose confidential information when required by law, subpoena, court order, or governmental request, provided that the receiving party gives reasonable notice where legally permitted and cooperates in seeking confidential treatment.

17. Intellectual Property

Job-Bolt and its licensors own all rights, title, and interest in the Services, platform, software, technology, models, algorithms, workflows, documentation, designs, trademarks, logos, know-how, feedback implementations, and related intellectual property.

Subject to these Terms and payment of applicable fees, Job-Bolt grants Employer a limited, non-exclusive, non-transferable, non-sublicensable, revocable license during the subscription term to access and use the Services for Employer’s internal hiring, recruiting, and candidate evaluation purposes.

No rights are granted except as expressly stated. Employer may not use Job-Bolt’s name, trademarks, logos, or branding without prior written permission, except to identify Job-Bolt as a technology provider where required by law or candidate notice.

18. Feedback

If Employer or any Authorized User provides feedback, suggestions, ideas, requests, or recommendations about the Services, Employer grants Job-Bolt a worldwide, perpetual, irrevocable, royalty-free license to use, copy, modify, commercialize, and otherwise exploit that feedback without restriction, obligation, or compensation.

19. Third-Party Services and Integrations

The Services may rely on or integrate with third-party hosting providers, AI infrastructure providers, transcription providers, analytics providers, communications providers, payment processors, security providers, applicant tracking systems, email services, and other vendors.

Job-Bolt is not responsible for third-party products, services, systems, outages, data practices, or integrations not controlled by Job-Bolt. Employer is responsible for obtaining any permissions, consents, accounts, credentials, and rights required to use third-party integrations with Job-Bolt.

20. Privacy, Data Processing, and Subprocessors

Job-Bolt’s processing of candidate personal information is described in the applicable Job-Bolt privacy policy and any data processing agreement entered into by the parties.

Where required by law, the parties will enter into a data processing agreement or similar agreement governing processing of personal information. Employer authorizes Job-Bolt to use subprocessors and service providers as necessary to provide, secure, support, and improve the Services.

Employer represents that it has all rights, permissions, consents, notices, and lawful bases necessary for Job-Bolt to process Employer Data and Candidate Interview Materials as described in these Terms and any applicable data processing agreement.

21. Suspension and Termination

Job-Bolt may suspend, restrict, disable, or terminate Employer’s access to the Services, in whole or in part, if Job-Bolt reasonably believes that:

• Employer has violated these Terms or applicable law.
• Employer has failed to pay amounts when due.
• Employer’s use creates a security, legal, operational, reputational, or compliance risk.
• Employer or its users have misused candidate information.
• Employer has shared access with unauthorized persons or failed to secure candidate materials.
• Suspension is necessary to protect Job-Bolt, candidates, employers, service providers, or third parties.

Either party may terminate a subscription or account according to the applicable order form or written agreement. If no separate termination period applies, Job-Bolt may terminate access upon notice, and Employer may stop using the Services at any time, subject to payment obligations already incurred.

Upon termination, Employer must cease using the Services and must not access, use, or retain Job-Bolt confidential information or platform materials except as legally permitted. Sections intended to survive, including payment obligations, confidentiality, data obligations, intellectual property, disclaimers, limitations of liability, indemnification, dispute resolution, and governing law, will survive termination.

22. Disclaimers

To the maximum extent permitted by law, the Services are provided on an “as is” and “as available” basis. Job-Bolt disclaims all warranties, whether express, implied, statutory, or otherwise, including warranties of merchantability, fitness for a particular purpose, title, non-infringement, accuracy, availability, security, uninterrupted operation, and error-free performance.

Job-Bolt does not warrant that:

• The Services will meet Employer’s requirements or expectations.
• The Services will be uninterrupted, secure, error-free, or available at all times.
• Interviews will always be successfully recorded, transcribed, summarized, scored, delivered, or preserved.
• AI-generated outputs will be accurate, complete, unbiased, fair, lawful, or suitable for any particular employment decision.
• Use of the Services will ensure compliance with any law or prevent claims, audits, investigations, or liability.
• Any candidate will be suitable, qualified, truthful, available, authorized to work, or properly evaluated by Employer.
• Any job posting, interview process, evaluation criteria, or hiring decision made by Employer will be lawful or appropriate.

23. Limitation of Liability

To the maximum extent permitted by law, Job-Bolt and its officers, directors, employees, contractors, affiliates, agents, licensors, and service providers will not be liable for any indirect, incidental, special, consequential, exemplary, punitive, or enhanced damages, including lost profits, lost revenue, lost business, lost candidates, loss of goodwill, reputational harm, business interruption, data loss, hiring delays, employment claims, candidate claims, discrimination claims, regulatory investigations, or costs of substitute services.

To the maximum extent permitted by law, Job-Bolt will not be liable for claims arising from Employer’s job postings, interview questions, evaluation criteria, candidate selection, candidate rejection, hiring decisions, employment decisions, compensation decisions, classification decisions, accommodations, legal notices, consents, audits, impact assessments, candidate communications, sharing decisions, Authorized Users, Shared Recipients, employer-retained copies, downloads, exports, screenshots, recordings, scraped data, or use of candidate information outside Job-Bolt.

To the maximum extent permitted by law, Job-Bolt’s total aggregate liability arising out of or relating to these Terms or the Services will not exceed the fees paid by Employer to Job-Bolt for the Services giving rise to the claim during the twelve months before the event giving rise to liability, or one hundred U.S. dollars if no fees were paid.

Nothing in these Terms limits liability that cannot legally be limited.

24. Indemnification

Employer will defend, indemnify, and hold harmless Job-Bolt and its officers, directors, employees, contractors, affiliates, agents, licensors, and service providers from and against any claims, demands, actions, investigations, damages, liabilities, losses, settlements, penalties, fines, costs, and expenses, including reasonable attorneys’ fees, arising out of or relating to:

• Employer’s use or misuse of the Services.
• Employer Data or Candidate Interview Materials submitted, configured, shared, downloaded, exported, retained, or used by Employer.
• Employer’s job postings, interview questions, evaluation criteria, hiring process, candidate communications, accommodations, or employment decisions.
• Employer’s failure to provide required notices, obtain required consents, conduct required audits, complete required assessments, provide required human review, or honor candidate rights.
• Employer’s violation of employment, labor, anti-discrimination, privacy, data protection, biometric, recording, AI, automated-decision, or other applicable laws.
• Claims by candidates, employees, contractors, regulators, or third parties relating to Employer’s use of Job-Bolt or candidate information.
• Access, use, disclosure, copying, downloading, exporting, screenshotting, recording, scraping, forwarding, saving, retention, or further sharing of candidate materials by Employer, Authorized Users, Shared Recipients, or third parties.
• Employer’s breach of these Terms or any applicable data processing agreement.
• Employer’s gross negligence, willful misconduct, fraud, or unlawful conduct.

Job-Bolt may participate in the defense with counsel of its choosing at its own expense. Employer may not settle any claim in a manner that admits fault by Job-Bolt, imposes obligations on Job-Bolt, or affects Job-Bolt’s rights without Job-Bolt’s prior written consent.

25. Dispute Resolution, Governing Law, and Venue

These Terms are governed by the laws of the State of Florida, without regard to conflict-of-law principles, except where another law is required to apply.

Subject to any arbitration provision in a separate written agreement, the parties agree that any dispute arising out of or relating to these Terms or the Services will be brought exclusively in the state or federal courts located in Florida, and each party consents to personal jurisdiction and venue in those courts.

Either party may seek injunctive or equitable relief in any court of competent jurisdiction to prevent unauthorized access, misuse of confidential information, intellectual property misuse, security threats, or unlawful disclosure of candidate information.

26. Changes to These Terms

Job-Bolt may update these Terms from time to time. The updated version will be posted with a revised effective date or otherwise provided to Employer. Continued use of the Services after updated Terms become effective means Employer accepts the updated Terms, unless a separate written agreement states otherwise or additional consent is required by law.

27. Severability, No Waiver, and Assignment

If any provision of these Terms is found unenforceable, invalid, or unlawful, that provision will be limited or removed to the minimum extent necessary, and the remaining provisions will remain in full force and effect.

Job-Bolt’s failure to enforce any provision of these Terms does not waive Job-Bolt’s right to enforce that provision later.

Employer may not assign or transfer these Terms or any rights or obligations under these Terms without Job-Bolt’s prior written consent. Job-Bolt may assign these Terms in connection with a merger, acquisition, reorganization, financing, sale of assets, change of control, or by operation of law.

28. Entire Agreement

These Terms, together with any applicable order form, invoice, statement of work, data processing agreement, privacy policy, product notice, or written agreement that references these Terms, form the entire agreement between Employer and Job-Bolt regarding Employer’s use of the Services and supersede prior or contemporaneous understandings on that subject.

If there is a conflict between these Terms and a signed written agreement between Employer and Job-Bolt, the signed written agreement controls to the extent of the conflict. If there is a conflict between these Terms and an order form, the order form controls only for the specific commercial terms in that order form.

29. Contact

For questions about these Terms, contact:

Job-Bolt
Email: hello@job-bolt.com