Job Posting Guidelines for Employers
These Guidelines explain how to create a great Listing on ABOVO and which rules every Listing must follow. They supplement, and are incorporated by reference into, our Terms of Service.
1. How the Posting Flow Works
When you post a job on ABOVO, you provide two things:
About the job — a short free-text description of the role, in a few lines. Tell us what the job is, what kind of worker you are looking for, and any key information you want candidates to know. ABOVO's AI uses your description to draft a structured Listing for your review.
Location — the address or area where the work takes place. This helps us show your Listing to nearby Job Seekers.
ABOVO will generate a draft Listing for you to review. You can edit the draft before publishing. You — not ABOVO — are responsible for the content of the published Listing.
2. What to Include in "About the Job"
A good description includes:
Job title — for example, "Service Technician," "Warehouse Associate," "Pizza Cook," "Office Assistant."
Employment type — full-time, part-time, temporary, seasonal, internship, or apprenticeship.
Contract type — W-2 employee, 1099 independent contractor, or gig work.
Work arrangement — on-site, remote, or hybrid.
Schedule — for example, "Monday through Friday, 9 AM to 5 PM," "rotating shifts," or "flexible hours."
Compensation — see Section 3 below. For many U.S. jurisdictions, compensation disclosure is required by law.
Key duties — a short description of the work.
Key requirements — required skills, certifications, licenses, or experience.
3. Compensation Disclosure (Required in Many Jurisdictions)
ABOVO does not have a separate "compensation" field in the posting flow. To comply with applicable pay-transparency laws, include the compensation information directly in your "About the job" description. See the Pay Transparency Template in Part B of this document for sample language you can copy and paste.
Pay-transparency laws apply in a growing number of U.S. jurisdictions, including New York State, New York City, California, Washington, Colorado, the District of Columbia, and others. Although the specifics vary by jurisdiction, most require that your Listing include a good-faith salary or wage range for the position. If your work location is in a jurisdiction with such a law, you must include the range in your "About the job" description. If you do not know whether the law applies to a particular Listing, the safest course is to include a range.
4. Prohibited Content
You may not post a Listing that:
Promotes a multi-level marketing, pyramid, or "pay-to-work" scheme.
Offers only equity compensation with no wage, salary, or other monetary pay.
Promotes adult, sexual, or 18-and-over services.
Describes unlawful work or work that requires licensing the Employer does not have.
Contains discriminatory preferences, statements, or limitations based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 and over), disability, genetic information, citizenship status, military or veteran status, marital status, criminal history (where so protected), or any other protected characteristic.
Contains "ban-the-box" violations — for example, statements that applicants with criminal histories will not be considered.
Misrepresents the Employer, the work, compensation, or qualifications.
Infringes any third party's intellectual property, privacy, or publicity rights.
5. Best Practices
Be specific. "Looking for a friendly server for our breakfast shift, 6 AM to 2 PM" works better than "need staff."
Be honest about what the work involves, including any physical demands.
State the location accurately — including the neighborhood or borough — to attract nearby candidates.
Avoid jargon and acronyms unless they are widely understood in the field.
Review the AI-generated draft carefully before publishing. The AI may misinterpret your description, omit details, or add language that is not accurate.
6. Token Use and Listing Life
Each new Listing consumes a minimum of five (5) Tokens to activate (covering five days), and one (1) additional Token per day thereafter, up to a maximum Listing life of sixty (60) calendar days. After 60 days, the Listing closes automatically and you must create a new one to continue advertising. See our Terms of Service for full details.
7. Listing Closure for Inactivity
To protect Job Seekers from being "ghosted," ABOVO automatically closes a Listing if the Employer does not engage with new Applications for thirty (30) consecutive days. Starting on day 20, ABOVO will notify you by email and display a "no-ghosting" status to affected Job Seekers. To avoid closure, engage with new Applications regularly.
8. Communicating with Job Seekers
All recruiting communications must happen inside the ABOVO Service until the parties have exchanged and accepted an Offer. Do not request or share personal contact information (email, phone, external messaging handles) before that point. This protects both Employers and Job Seekers, and it is a Term-of-Service requirement.
9. Compliance Responsibilities
As an Employer, you are responsible for complying with all applicable employment, labor, anti-discrimination, wage, hour, immigration, and tax laws. ABOVO is a technology platform and does not provide legal, tax, or human-resources advice. Consult your own counsel if you are uncertain.
10. Contact
Questions about these Guidelines: support@abovo.jobs.
Pay Transparency Template
A growing number of U.S. jurisdictions require Employers to include a good-faith compensation range in job advertisements. Because the ABOVO posting flow does not have a separate compensation field, you must include this information directly in your "About the job" description. Below are sample sentences you can copy, paste, and adapt.
These templates are samples only. They are not legal advice. The specific requirements vary by jurisdiction. When in doubt, include a compensation range — it is rarely a mistake to do so.
1. Hourly Roles
Use one of these patterns:
"Compensation: $XX.XX to $YY.YY per hour, depending on experience."
"Pay: $XX–$YY per hour. Final rate based on experience and qualifications."
"Hourly range: $XX to $YY, plus tips."
"Pay: $XX per hour for daytime shifts, $XX.XX per hour for night and weekend shifts."
2. Salaried Roles
"Compensation: $XX,XXX to $YY,YYY per year, depending on experience and qualifications."
"Annual salary range: $XX,XXX–$YY,YYY plus performance bonus."
3. Commission, Tip, and Variable Compensation
Where compensation includes variable components, describe them honestly:
"Base pay: $XX per hour. Typical tips: $XX–$YY per shift."
"Base salary: $XX,XXX per year, plus commission. On-target earnings: $YY,YYY."
4. Piece-Rate, Per-Job, or Gig Work
"Pay: $XX per delivery. Typical drivers earn $YY–$ZZ per hour."
"Per-job rate: $XX–$YY, depending on scope. Most jobs take 2–4 hours."
5. Benefits and Perks (Optional but Recommended)
Mentioning benefits often helps your Listing stand out:
"Benefits include health insurance, paid time off, 401(k) match, and a daily meal."
"Perks: free parking, uniform provided, employee discount."
6. What to Avoid
"Competitive pay" or "DOE" alone — not sufficient in jurisdictions that require a range.
A range so wide it provides no useful information (for example, "$15 to $200 per hour").
Stating a "minimum" without a maximum, where a maximum is required.
Promising compensation you cannot actually deliver.
7. Jurisdictions That Require Disclosure (Illustrative, Not Exhaustive)
New York State (statewide pay-transparency law).
New York City (related ordinance).
California.
Washington State.
Colorado.
Illinois (effective 2025).
Maryland and Connecticut (on-request disclosure).
District of Columbia.
Other states and cities are adopting similar laws. The safest practice is to include a range in every Listing, regardless of location.
Email and Marketing Communications
This document describes how ABOVO.JOBS Inc. ("ABOVO") manages email and marketing communications, including the consent we obtain at sign-up, the unsubscribe options available to Users, and our compliance with applicable U.S. communications laws.
1. Sign-Up Flow — Required Disclosures
1.1 Transactional Communications (No Opt-In Required)
Transactional emails (account verification, Token receipts, Listing status, Application activity, password reset, policy changes) are necessary to the operation of the Service and do not require a marketing opt-in. They may be sent to all active Users regardless of marketing preferences. Users cannot opt out of transactional emails while maintaining an active Account.
1.2 Marketing Communications (Opt-In Required)
Marketing emails (product announcements, tips, promotional offers, surveys) require either (a) explicit opt-in at sign-up, or (b) compliance with the CAN-SPAM Act's opt-out regime. ABOVO uses an opt-in approach: a checkbox on the sign-up flow.
1.3 Recommended Checkbox Copy
Unchecked by default. Use one of these formulations:
"Send me occasional emails with product updates, tips, and promotions. I can unsubscribe at any time."
"Yes, I would like to receive marketing emails from ABOVO. (Optional)"
1.4 SMS and Phone Calls
ABOVO does not currently send marketing SMS or place marketing phone calls. If this changes, separate express written consent must be obtained for each recipient, in compliance with the Telephone Consumer Protection Act (TCPA) and applicable Federal Communications Commission rules. Penalties for non-compliance range from $500 to $1,500 per message.
2. Marketing Email Requirements (CAN-SPAM)
2.1 Mandatory Elements in Every Marketing Email
Accurate "From" header and reply-to address.
Non-deceptive subject line.
Clear identification that the email is an advertisement (the subject line, the body, or both).
Valid physical postal address of ABOVO ("ABOVO.JOBS Inc., 405 Lexington Avenue, Floor 9, New York, NY 10174").
Clear and conspicuous unsubscribe mechanism that works in plain language ("Unsubscribe" link).
Unsubscribe requests must be honored within ten (10) business days, and the unsubscribe mechanism must remain operational for at least thirty (30) days after the email is sent.
2.2 Recommended Footer Block (English)
"You are receiving this email because you signed up for marketing emails from ABOVO. If you no longer wish to receive these emails, click here to unsubscribe.
ABOVO.JOBS Inc., 405 Lexington Avenue, Floor 9, New York, NY 10174."
3. Account Settings — Granularity
Account settings should offer Users at least the following toggles, each separately controllable:
Transactional emails — on; cannot be disabled while Account is active.
Product updates and tips — on/off.
Promotional offers and surveys — on/off.
Job-alert digests (Job Seekers) — on/off.
New-application alerts (Employers) — on/off.
In-app push notifications — separate set of toggles per category, controlled at the device level.
4. Unsubscribe Operations
Every marketing email contains an unsubscribe link that, when clicked, removes the email address from all marketing lists within 24 hours (operational target; CAN-SPAM permits up to 10 business days).
Unsubscribed users continue to receive transactional emails.
Re-subscription requires the User to opt back in from Account settings; ABOVO does not re-add unsubscribed addresses through any mechanism other than direct User action.
5. Data Used for Marketing Personalization
Marketing communications may be personalized using non-sensitive Account data: first name, declared work preference (for Job Seekers), business name (for Employers), and aggregate usage signals. ABOVO does not use sensitive personal information for marketing personalization.
6. Suppression Lists
ABOVO maintains internal suppression lists for unsubscribed addresses and for addresses that have generated hard bounces, spam complaints, or abuse reports. These lists are honored across all marketing campaigns.
7. Third-Party Marketing
ABOVO does not share User email addresses or other contact information with third parties for the third parties' own marketing. This is consistent with the "no sale" representation in our Privacy Policy.
8. Compliance Review
The legal and marketing teams should jointly review the marketing program at least annually for ongoing compliance with CAN-SPAM, TCPA, CCPA (including the right to limit use of personal information), and any other emerging state-level privacy laws.