Employer Terms

These Employer Terms apply when you submit an Employer Interest Form, create or use an employer account, view or shortlist candidate profiles, request interviews, receive candidate information, or engage employment-agency, work-pass or placement services through Hiro.

The Hiro Terms of Use and Privacy Policy also apply. A separate employer service agreement, fee quotation, work-pass authorisation, Candidate Introduction and Placement Terms or transaction-specific document may apply when you proceed with a particular candidate or service.

If there is an inconsistency, the more specific document applies to that transaction, except that no document removes a right or obligation that cannot lawfully be excluded.

You must provide complete, accurate and current information about the employing entity, including its legal name, UEN, business activities, address, contact details and hiring requirements.

Each person acting for the employer confirms that they are authorised to do so. Hiro may verify the employer, representative, authority, business activity, hiring request and relevant work-pass eligibility before granting access to restricted candidate information or performing a transaction.

You must promptly notify Hiro and remove access where a representative leaves the organisation, changes role or no longer needs access.

Employer accounts and candidate information may be accessed only by authorised personnel who need the information for the stated recruitment purpose.

You must:

• protect login credentials and account-recovery methods;
• use individual accounts where provided;
• review staff access when responsibilities change;
• notify Hiro promptly of suspected unauthorised access; and
• remain responsible for activity carried out through the employer account by authorised users.

You must not share credentials with another company, external recruiter, unauthorised consultant or person without Hiro's written approval.

Every hiring request must relate to a genuine vacancy and must accurately state the employing entity and material employment terms.

Information should include, where relevant:

• job title, duties and work location;
• salary or salary range and payment frequency;
• working hours, shifts, rest days and overtime arrangements;
• contract duration and probation terms;
• intended Work Permit, S Pass or Employment Pass type;
• material deductions, benefits and allowances;
• accommodation, meals or transport where applicable;
• required skills, experience and qualifications; and
• any material condition affecting the candidate's decision.

You must promptly correct information that becomes inaccurate or changes during the recruitment process.

Hiring requirements, screening and decisions must comply with applicable Singapore law, MOM requirements and prevailing fair employment guidance.

You must not ask Hiro to include, exclude, rank or reject a candidate on an unlawful or irrelevant discriminatory ground. Job-related nationality, source-country, age, qualification, language or work-pass requirements may be considered only where they are lawful, genuine and relevant to the role or applicable regulatory framework.

Hiro may refuse, revise, pause or remove a hiring request that appears false, misleading, discriminatory, unsafe, unlawful or inconsistent with MOM requirements.

The employer remains responsible for its statutory and contractual obligations, including where applicable:

• work-pass eligibility, quota and levy requirements;
• security bonds, insurance and medical requirements;
• accurate salary and employment terms;
• lawful deductions and timely salary payment;
• safe working conditions and workplace requirements;
• acceptable accommodation where required;
• fair treatment and grievance handling; and
• compliance with applicable employment and foreign-manpower legislation and work-pass conditions.

Using Hiro or MIRACHAEL SHINES does not transfer these employer obligations to Hiro or the employment agency.

MIRACHAEL SHINES will obtain the required employer authorisation before performing a work-pass transaction on the employer's behalf.

You must provide true, complete and timely information and supporting documents, review material application details when requested and promptly disclose any change that could affect the application or renewal.

You must not ask Hiro to submit false, incomplete or misleading information. Hiro may pause or refuse a transaction where the employer's authority is unclear, information cannot be verified, required documents are missing, or proceeding may create a legal or regulatory risk.

Official applications and decisions remain with MOM and other relevant authorities. Hiro does not issue or guarantee a work pass, IPA, entry approval or renewal.

MIRACHAEL SHINES PTE. LTD., through Hiro, may offer employers a separately chargeable service to assist with authorised Work Permit, S Pass or Employment Pass renewals.

The agreed scope may include reviewing information, requesting documents, preparing or submitting the renewal, tracking status and supporting related administrative steps. The exact scope will be stated in the applicable quotation, authorisation or service document.

Before the service proceeds, the employer must provide clear authorisation and accurate supporting information. MIRACHAEL SHINES may charge the employer a separately disclosed service fee and applicable official or employer-side administrative costs.

The employer is responsible for work-pass renewal costs and must not recover prohibited renewal fees, levies or employer administrative costs directly or indirectly from the worker. MIRACHAEL SHINES will not charge the worker an agency fee for a work-pass renewal.

Approved employers may view only the candidate information Hiro makes available for the relevant recruitment stage. Names, contact details, photographs, videos, identity documents and other identifying or sensitive information may remain masked or withheld.

Candidate information may be used only to assess the candidate for the genuine vacancy linked to the employer's hiring request and to communicate with Hiro about that process.

Browsing, passing, shortlisting or receiving a profile does not grant ownership, a perpetual licence or permission to use the information for unrelated hiring, marketing, background databases, immigration consulting, credit checks or another purpose.

You must:

• limit candidate-information access to authorised personnel with a genuine recruitment need;
• keep profiles, documents and communications confidential;
• use reasonable organisational and technical safeguards;
• not forward, publish, sell, copy in bulk or disclose candidate information to another entity or employment agency;
• not upload candidate information into an unrelated database, AI service or screening system without lawful authority and Hiro's approval;
• delete or securely return information when it is no longer required, subject to lawful retention; and
• notify Hiro promptly of suspected loss, unauthorised access, disclosure, screenshot, download or misuse.

Access to candidate information does not authorise the employer to contact the candidate directly unless Hiro has expressly approved that contact.

A shortlist or Swipe Search action records employer interest only. It does not reserve a candidate, create exclusivity, require the candidate to interview or guarantee candidate availability.

Interview requests must relate to an active genuine vacancy and include accurate role information and suitable proposed times. Hiro may coordinate, attend or facilitate interviews at MVP launch.

You must treat candidates respectfully, avoid coercive, misleading or irrelevant questions and use interview information only for the stated recruitment purpose.

Before identifiable candidate information is disclosed, the employer may be required to accept Candidate Introduction and Placement Terms and confirm the authority of the accepting representative.

Hiro may create a candidate-specific introduction record stating the employer, candidate ID, disclosure date and time, accepted terms version, representative and relevant technical or communication evidence.

Any protection period, prior-knowledge procedure, placement fee, payment trigger, replacement arrangement, refund term or remedy will be stated in the applicable transaction-specific document. These general Employer Terms do not create an undisclosed fee or protection period.

You must not:

• seek concealed candidate contact details;
• contact a masked or introduced candidate through another channel without authorisation;
• arrange an unauthorised off-platform interview;
• refer the candidate to another intermediary, related entity or employer to avoid an agreed process;
• structure a hire, transfer or engagement to avoid a properly disclosed fee; or
• use information obtained through Hiro to bypass MIRACHAEL SHINES in a candidate introduction or placement.

If the employer already knew or was actively recruiting the candidate before a formal introduction, notify Hiro promptly and provide reasonable dated evidence under the applicable Candidate Introduction and Placement Terms.

You must not make or permit an audio recording, video recording, screenshot, screen recording, livestream, AI transcript or automated meeting-bot record of an interview, profile, document or restricted Hiro screen unless Hiro and every relevant participant are informed beforehand and clearly agree.

You must not remove or obscure a watermark, defeat an access control, share a confidential link or use an external camera or device to evade a restriction.

A web app cannot guarantee that every screenshot or recording is technically prevented. Masking, controlled disclosure, watermarks, access records and contractual restrictions are used together.

If you submit a logo, job description, photograph, document or other material, you confirm that the employer has the right and authority to provide and use it.

The employer grants MIRACHAEL SHINES a non-exclusive licence to host, reproduce, resize, format, translate, display and use that material as reasonably necessary for the relevant recruitment, employer-profile and Hiro platform functions.

Hiro may keep the employer's identity or logo masked from a candidate until an authorised disclosure stage.

Hiro may provide Smart Match results, profile summaries, rankings, readiness bands or explanations using structured rules or AI-assisted tools.

These outputs are screening aids only. They are not guarantees, professional references, MOM determinations, work-pass decisions or substitutes for the employer's own lawful and proportionate assessment.

The employer remains responsible for the final hiring decision, job offer, employment contract, lawful suitability checks and compliance with employment and work-pass requirements.

Employer browsing, shortlisting and interview requests may be offered free at launch unless Hiro clearly states otherwise.

Recruitment, placement, work-pass, renewal and related services may involve fees. The applicable quotation, employer service agreement or Candidate Introduction and Placement Terms will state the service scope, fee, applicable taxes if any, official and third-party costs, payment timing, refund or replacement terms where offered, and consequences of non-payment.

Official MOM and mandatory third-party costs will be accurately described and separately broken down where applicable. Payment does not guarantee candidate acceptance, work-pass approval, entry into Singapore, renewal or continued employment.

All employment-agency, placement and related service fees arising through Hiro are charged and collected by MIRACHAEL SHINES PTE. LTD. under EA Licence 17C8841. Invoices, receipts and payment instructions will identify MIRACHAEL SHINES PTE. LTD., with Hiro shown only as the service or brand.

Payments must be made only to a company-controlled payment method identified by MIRACHAEL SHINES. Do not send payment to an unrelated personal account or a separate unlicensed Hiro entity.

Hiro may keep records of employer verification, hiring requests, searches, shortlists, interview requests, candidate disclosures, accepted terms, work-pass authorisations, applications, fees, invoices, payments, complaints and related communications.

You must provide reasonable assistance and accurate information where records are required for a work-pass transaction, MOM inspection, PDPA request, complaint, audit, fraud review or legal proceeding.

You must not alter, destroy, conceal or fabricate a material record relating to a Hiro recruitment, introduction, work-pass or placement process.

If candidate information is lost, misdirected, accessed by an unauthorised person or otherwise compromised, notify hello@hiro.sg promptly, preserve relevant evidence and cooperate with reasonable containment, investigation and corrective steps.

You must not conceal a data incident or contact an affected candidate about Hiro-held information in a way that interferes with a lawful or coordinated response.

Hiro does not guarantee candidate availability, interview attendance, acceptance, performance, work-pass approval, entry, renewal, length of service or continued employment.

The employer should carry out lawful and proportionate checks, make its own hiring decision and ensure that the final employment terms are accurate and understood by the candidate.

After hiring, the employer remains responsible for employment obligations including salary, lawful deductions, working hours, rest days, leave, workplace safety, accommodation where applicable, fair treatment and compliance with the Employment Act, Employment of Foreign Manpower Act and applicable work-pass conditions.

Hiro may reject, pause, restrict or terminate employer access or a service where reasonably necessary because of:

• false, misleading or unverifiable information;
• misuse of candidate information;
• discriminatory, abusive or unlawful conduct;
• unauthorised contact or circumvention;
• a security or data-protection risk;
• non-payment under an applicable separate service agreement; or
• a breach of applicable terms.

Hiro may also pause a disclosure, introduction, work-pass or renewal process where information is incomplete, authority is unclear, the candidate has withdrawn, or proceeding may create a legal, regulatory or safety risk.

Send an employer complaint to hello@hiro.sg with the employer name, UEN, representative details, candidate ID or hiring request, a clear description of the issue and relevant evidence.

Hiro may request further information and will review the matter within a reasonable period having regard to its complexity and applicable legal or regulatory requirements.

A dispute concerning a specific fee, candidate introduction, placement, replacement or renewal service will also be handled under the applicable quotation, employer service agreement or Candidate Introduction and Placement Terms.

The governing-law and dispute provisions in the Hiro Terms of Use also apply to these Employer Terms. Nothing here removes a legal right or remedy that cannot lawfully be excluded.

Do not send passwords, recovery codes, secret keys, full payment-card details or unnecessary identity documents by email.