TERMS AND CONDITIONS OF THE PITCHTY PLATFORM FOR EMPLOYERS

Article 1 – Introductory provisions and description of the service

1.1 Introductory provisions

These terms and conditions govern the rights and obligations between MyEnterprise 9 s.r.o., Company ID No.: 24006475, with its registered office at Sokolova 719/2, Karlín, 186 00 Praha 8 (hereinafter the “Operator” or “we”), and a business (hereinafter the “Employer” or “you”) that orders a paid plan through the web interface of the Pitchty platform (hereinafter the “Platform”).

An Employer may only be a legal entity or an individual acting in the course of their business activities. The service is not intended for consumers.

These terms and conditions form an integral part of the agreement for access to the Platform entered into between the Operator and the Employer (hereinafter the “Agreement”).

1.2 Description of the service

PITCHTY is a recruitment platform for the retail, hospitality and services sectors. Job candidates create short video introductions (pitches), which serve as an alternative to a traditional CV for employers. The Employer gains access to a database of candidates, can search and filter them by criteria, and can send them contact requests. The Platform is operated exclusively within the Czech Republic.

The Platform facilitates establishing contact between the Employer and a candidate. The Operator is not the candidates’ employer, a recruitment agency acting on behalf of the Employer, or a party to any employment or other relationship between the Employer and a candidate.

The scope of the service is governed by the selected plan and Article 3.2 of these terms and conditions.

Article 2 – Registration and user account

2.1 Registration method

The Employer registers through the Platform’s web interface, using an email address and password or a supported third-party sign-in service.

During registration, you provide, in particular:

your registered business name or first name and surname (for an individual carrying on business);
an email address for signing in and all service-related communications;
Company ID No.;
a company description, location and, where applicable, a logo, which are displayed to candidates in the Employer’s profile and in contact requests.

To activate a paid plan, the Operator may also require a billing address, the payer’s email address and, where applicable, a Tax ID No. The Employer enters payment card details directly with the payment service provider Stripe, and the Operator has no access to them. Invoices are made available through Stripe’s system.

2.2 Accuracy of registration details and user’s authority

By registering, you confirm that all information you provide during registration and while using the Platform is truthful, complete and up to date. You must update your registration details without undue delay.

The person registering, ordering a plan or acting on behalf of the Employer through the Platform declares that they are authorised to bind the Employer. The Operator may rely on this declaration.

The Employer is responsible for activity carried out through its account, including the activity of all persons it allows to access the account. The Employer must protect its sign-in credentials from disclosure to unauthorised persons and immediately notify the Operator of any misuse or suspected misuse.

2.3 User roles

The company account administrator (“Company Admin”) is authorised to manage the company account, users and subscription. They may invite recruiters (“Recruiter”) to the account, who use the Platform within their assigned permissions. Access by additional users counts towards the limits of the selected plan.

The Employer must ensure that every user it invites complies with these terms and conditions. A breach of obligations by any user is considered a breach by the Employer.

Article 3 – Order, conclusion of the Agreement and subscription

3.1 Ordering a plan and conclusion of the Agreement

The Employer selects a plan, subscription period and any additional services in the Platform’s web interface. Before the order is submitted, the Platform allows the Employer to review the information entered, the price, the subscription duration, the subscription renewal arrangements, any trial period and these terms and conditions.

The submitted order is binding on the Employer. By submitting it, the Employer also confirms that it has read and agrees to these terms and conditions.

If advance payment is required for the selected plan, the order is conditional on successful completion of payment. The Agreement is concluded when the Operator delivers electronic confirmation of acceptance of the order and successful payment to the Employer’s account email address. This confirmation includes at least identification of the selected plan, the price, the subscription duration and its start date.

The Operator may reject an order, in particular where there are reasonable grounds to suspect misuse of the Platform or the Employer has previously committed a serious breach of the Agreement. The Operator will inform the Employer of the rejection without undue delay.

3.2 Subscription and access to the Platform

Signed-in authorised users of active company accounts have access to basic candidate profiles even without a subscription. A basic profile includes an abbreviated name, regions, profile information and a video thumbnail, which may show the candidate’s face. Before a contact request is approved, the first name and the initial of the surname are displayed (e.g. Jan N.); if the name consists of a single word, only that name is displayed. The display name is not an officially verified identity, and abbreviating it does not guarantee that the profile is anonymous.

Playing videos and sending new contact requests require an active subscription, including any trial period. The disclosure of contact details and the full display name is governed by Article 5.3.

After the subscription ends, previously approved contacts and history remain available to the Employer on a read-only basis.

If a candidate pauses their profile, it will no longer appear in search results, via a shared link or in the usual shortlist overview. It cannot be newly added to a shortlist, and no new contact request can be sent to the candidate; pausing does not remove existing shortlist entries. The candidate may approve or reject pending requests; pausing does not change the time limit for responding to them under Article 5.2. Until a request is approved, the Employer can see its status; merely sending a request does not give the Employer access to the paused profile or video. If a candidate approves a request while their profile is paused, the Employer gains access to the profile and contact details to the extent specified in Articles 3.2 and 5.3.

Employers whose contact requests a candidate has already approved retain access to the profile and the disclosed information; playing the video continues to require the relevant permissions and an active subscription. Pausing does not restore the quota or credit used to send a request. Once reactivated, the profile is available again under the conditions in this Article; contact requests that have already expired are not reinstated. Pausing does not mean account deletion or permission to retain data indefinitely.

The price, subscription duration, number of authorised users, Platform usage limits, any trial period and other parameters are specified in the ordering interface or in the Platform’s price list (hereinafter the “Price List”). The Price List in force when the order is submitted forms part of the Agreement.

For the duration of an active subscription, including any trial period, the Operator will give the Employer access to the Platform’s paid features within the scope of the selected plan.

3.3 Trial period

If a trial period is expressly offered for a particular plan, the ordering interface will specify its duration and the scope of available features before the order is submitted, as well as the subscription price and the conditions of any automatic renewal after the trial period ends.

If the Employer cancels the subscription before the trial period ends, in accordance with the procedure in Article 3.5, it will not be charged the subscription price for the following period.

3.4 Recurring subscription and payments

The subscription is agreed for the period specified in the order. If the order expressly states that the subscription is recurring, it renews automatically at the end of the agreed period for another period of the same length, unless cancelled before the period ends.

The price for the first subscription period is payable when the order is placed. The price for each subsequent recurring subscription period is payable on the first day of that period, or at another time specified in the order. Stripe processes the payment using the payment method selected by the Employer.

If a recurring payment fails, the Operator will inform the Employer and may temporarily restrict access to the Platform’s paid features. If the price remains unpaid after an additional reasonable period, the Operator may terminate the subscription and restrict the account in accordance with Article 9.

3.5 Cancelling automatic renewal

The Employer may turn off automatic subscription renewal at any time through its account’s subscription management or by contacting customer support at info@pitchty.com. Cancelling automatic renewal does not affect the Employer’s right to use paid features until the end of the period already paid for.

The Operator will send the Employer electronic confirmation after automatic renewal is cancelled.

3.6 Changes to the Price List

The Operator may change the Price List only for future orders and future recurring subscription periods. It will notify the Employer of a price change for the next subscription period at least 30 days before it takes effect, by email or a notice in the Platform’s web interface.

If the Employer does not agree to the price change, it may turn off automatic subscription renewal before the change takes effect. Changes to the Price List do not affect the price of a period already paid for.

Article 4 – Employer profile content

4.1 Content the Employer submits to the Platform

As part of your profile and contact requests sent to candidates, you submit, in particular, the following to the Platform:

company logo;
company description – a short text introducing the employer and the position offered;
contact request text.

4.2 Content rules

All content you publish on the Platform must be lawful, truthful and must not be misleading. In particular, the Platform prohibits publishing content that:

violates the laws of the Czech Republic or European Union law;
discriminates against candidates on the basis of sex, age, ethnic origin, religion, disability or other protected characteristics within the meaning of the Anti-Discrimination Act (Act No. 198/2009 Coll.) and the Labour Code (Section 16);
infringes third-party intellectual property rights (for example, use of a logo or trademark without authorisation);
provides false information about the employer, the position offered or working conditions;
contains unsolicited commercial communications or content unrelated to recruitment.

The Operator may restrict or remove content that breaches these rules or applicable law and inform you of the measure and its reason.

The Employer grants the Operator a non-exclusive, royalty-free permission to use submitted content to the extent necessary to operate, secure, display and promote the Employer’s profile within the Platform for the duration of the Agreement. The Employer declares that it is authorised to grant this permission to the Operator.

Article 5 – Contact requests and communication with candidates

5.1 Sending a contact request

You express interest in a candidate by sending a contact request with a mandatory text message.

5.2 Processing and expiry of a request

A pending contact request expires automatically 30 days after it is sent.

5.3 Disclosure of contact details

A candidate’s contact details, in particular their telephone number and email address, and the full display name they entered are disclosed only to the company whose contact request the candidate expressly approves. Further communication between the Employer and the candidate takes place outside the Platform.

The processing of the candidate’s personal data is governed by Article 7.

5.4 Prohibition on circumventing the Platform

The Employer must not obtain candidates’ contact details by means other than those expressly permitted by the Platform, or encourage candidates to provide them in messages or in its profile content.

In particular, the Employer must not systematically extract data from the database, automatically collect data from the Platform, create its own database of candidate profiles, make copies or recordings of video introductions, or further distribute, share or make candidate profiles, videos or personal data available outside its internal recruitment process.

Article 6 – Employer’s obligations when selecting candidates and employing minors

6.1 Prohibition of discrimination

Candidates must not be selected in a discriminatory manner. A video introduction may reveal a candidate’s age, physical characteristics, ethnic origin or other personal characteristics. The Employer acknowledges that rejecting a candidate on the basis of such characteristics is contrary to anti-discrimination law and may give rise to legal liability.

The Employer undertakes to assess candidates according to the requirements of the specific position, their abilities, experience and other lawful criteria. The video introduction serves as supplementary material for recruitment, rather than as a basis for discriminatory decisions.

6.2 Special obligations when employing candidates who are minors (aged 15–17)

The Platform is accessible to candidates aged 15 and over. Candidates aged 15–17 are employees who are minors within the meaning of Section 350(2) of the Labour Code.

An Employer intending to enter into an employment relationship with a candidate under 18 is responsible for verifying and complying with all statutory conditions for employing minors. In particular, it must ensure that the agreed start date is not earlier than the date on which the candidate completes compulsory schooling, in accordance with Section 35(1) of the Civil Code.

Upon entering into an employment relationship with an employee who is a minor, the employer must also comply with the special legal provisions protecting them, in particular:

employ minors only in work appropriate to their physical and intellectual development and provide them with enhanced care (Section 244 of the Labour Code);
comply with the prohibition on overtime and night work by minors (Section 245 of the Labour Code); exceptionally, minors over 16 may perform night work not exceeding 1 hour under the conditions prescribed by law;
not employ minors in prohibited work under Section 246 of the Labour Code and Decree No. 180/2015 Coll.;
observe a maximum shift length of 8 hours and a maximum weekly working time of 40 hours across all employment relationships combined (Section 79a of the Labour Code);
arrange, at its own expense, a medical examination of the minor by an occupational health services provider before the employment relationship begins and regularly at least once a year (Section 247 of the Labour Code); follow the medical assessment when assigning work tasks;
keep a list of employees who are minors, including their identification details and the type of work performed (Section 246(5) of the Labour Code).

The Operator is not responsible for the employer’s compliance with employment-law obligations towards candidates who are minors after an employment relationship is established outside the Platform.

Article 7 – Processing of candidates’ personal data

Through the Platform, the Employer accesses candidates’ personal data to the extent and under the conditions specified in Article 3.2. To the extent that the Employer processes these data for its own recruitment purposes, in particular to assess candidates, maintain candidate records or manage personnel, it acts as an independent controller of personal data within the meaning of the GDPR and must carry out this processing in accordance with the GDPR and Act No. 110/2019 Coll., on the processing of personal data. In particular, the Employer must not:

process candidates’ personal data for purposes other than the legitimate purposes relating to assessment of the candidate and filling the position for which the data were made available through the Platform;
disclose candidates’ personal data to third parties, except persons acting on its behalf in recruitment and only where all requirements of data protection law are met;
retain candidates’ personal data longer than necessary for the relevant purpose.

The Employer may add selected candidates to an internal list (hereinafter the “shortlist”) and save an internal note for each candidate on that list. Within the Platform, the shortlist and internal note are accessible only to users of that Employer’s account with the Company Admin or Recruiter role, and are not displayed to the candidate or other employers. The internal note is deleted when the candidate is removed from the shortlist. The Employer must use this feature only for its internal recruitment process and ensure that the content of notes complies with data protection and anti-discrimination law.

The Employer further acknowledges that a video introduction may contain data from which information about a candidate requiring enhanced protection can be inferred. The Employer will not analyse, profile or use video content in a manner contrary to applicable law, in particular laws on data protection, equal access to employment and the prohibition of discrimination.

Information about the Operator’s processing of personal data is set out in the Privacy Policy.

Article 8 – Operator’s liability

The Operator is not responsible for the accuracy of profile information or the outcome of the selection process. The Operator does not guarantee a minimum number of candidates, number of profile views, number of approved contact requests or successful filling of a position.

The Operator is not liable for damage resulting from temporary unavailability of the Platform caused by scheduled or urgent maintenance, or for damage caused by circumstances excluding liability.

The Operator is also not liable for the conduct of the Employer, candidates or other users outside the Platform, for the content of their communications after contact details have been disclosed, or for the establishment, content or performance of an employment or other relationship between the Employer and a candidate.

To the fullest extent permitted by law, the Operator’s liability for damage arising from a breach of the Agreement is limited to the subscription fees actually paid by the Employer for the immediately preceding 12 months.

Article 9 – Restriction and termination of access

The Operator may restrict or terminate the Employer’s access to the Platform, in particular in the event of:

repeated or serious breaches of these terms and conditions or applicable law;
failure to pay subscription fees;
identified discriminatory conduct towards candidates;
misuse of the Platform for purposes other than those for which it is intended.

Where the nature of the breach warrants it and it is proportionate, the Operator will ask the Employer to remedy the breach and set a reasonable time limit before restricting or terminating access. This does not apply where immediate action is required to protect candidates, secure the Platform or fulfil the Operator’s legal obligations, or where the Operator or third parties face a risk of damage or other harm.

The Employer will be informed of the restriction or termination of access and the reason for it by email. Restriction or termination of access does not affect the Operator’s claims arising before that restriction or termination. Subscription fees paid are not refunded unless expressly provided otherwise by law or by the Operator.

Article 10 – Contact points

The Operator’s contact point for both users and competent authorities is info@pitchty.com.

Article 11 – Changes to the terms and conditions

The Operator may make reasonable changes to these terms and conditions, in particular because of changes in law, the technical or functional development of the Platform, changes to security measures, expansion or restriction of services, or changes to the business model.

Changes to the terms and conditions will not affect rights and obligations arising during a subscription period already paid for, except for changes required by law, the security of the Platform or the protection of third-party rights.

The Operator will notify the Employer of changes to the terms and conditions at least 30 days before they take effect, by email or a notice in the Platform’s web interface. The notice will include the wording of the change, its effective date and information about the Employer’s right to cancel automatic subscription renewal.

If the Employer does not turn off automatic subscription renewal before a change takes effect and, after that date, orders another subscription period or continues to use it, the new version of the terms and conditions will apply to that subsequent period.

Article 12 – Governing law and jurisdiction

These Terms are governed by the law of the Czech Republic. The courts of the Czech Republic have jurisdiction over any disputes.

Article 13 – Final provisions

These terms and conditions take effect on 1 October 2026. The current version of the terms and conditions is always available on the Platform’s website.