Customer Terms

1. The Agreement

The Agreement between Heedhire and your company is made of:

• these terms and the key terms above;
• each order you place (a pack bought at checkout).

2. If they conflict:

• the key terms win;
• then the order;
• then the rest of these terms.
• A separate agreement signed by both of us wins over all of them.

1.1 What Heedhire does.

• A hiring manager describes the role to our AI in an intake conversation.
• Candidates who apply through your Heedhire link take an AI voice interview.
• You get a profile of each candidate: our recommendation (advance, consider or pass), the evidence behind it, claims worth checking, and questions for your own interview.

1.2 Using the service.

While the Agreement is in force, you may use the service:

• to hire for your own company’s openings; and
• to test it, as section 5.1 allows.

You may copy and use our help pages and materials only as needed for that.

1.3 You make the hiring decisions.

• Heedhire gives recommendations. It never makes hiring decisions.
• A person at your company decides who to interview, advance, hire or turn down.
• Don’t set up any process that turns candidates down automatically based only on our output.
• Heedhire isn’t your employer of record, your recruiter or your employment agency, and it doesn’t find candidates for you.

1.4 AI can be wrong.

• Our output is written by AI. It can be incomplete or wrong.
• A “claim to verify” or a “possible repeat applicant” is something to check, not a finding.
• Check what matters yourself before you rely on it.
• The AI isn’t a person and doesn’t replace human judgement.

1.5 Accounts and teams.

• (a) Each person signs in with their own work email. Inviting teammates is free.
• (b) Keep sign-ins private. Tell us at once at security@heedhire.com if you think an account has been misused.
• (c) You’re responsible for everything done through your company’s accounts.

1.7 Changes and beta features.

• (a) We improve the service often. Section 10.3 limits what we may take away.
• (b) Features marked “beta”, “preview” or “coming soon” are experimental. They’re provided as they are, and we may change or remove them.

2.1 What you get.

• Your company’s first role is free for up to 25 completed interviews (section 3.2).
• No credit card is needed.
• The hiring-manager intake is included.

2.2 One trial per company.

• A company is identified by its main email domain.
• We decide who qualifies.
• Competitors aren’t eligible for the free trial: if you or an affiliate offer a competing product (section 17), you may use the service only under section 5.10, and only by buying credits.
• Sign-ups from free email services (such as Gmail), new domains, or names that don’t fit the domain may wait for our review.
• We may ask for information to confirm who you are.
• We may refuse or end a trial that breaks section 5.7.

2.3 Trial rules.

• (a) During the trial you can have one role.
• (b) Trial interviews can be used only on the trial role. They don’t carry over to other roles.
• (c) They end when the trial role closes, or 12 months after the trial starts, whichever comes first.
• (d) At 25 completed interviews, the role’s link pauses (section 3.7) until you buy a pack.

2.4 The trial is as it is.

During the free trial:

• section 10.3 (our functionality promise) and section 13.1 (our protection against intellectual-property claims) don’t apply;
• our total liability is limited to $1,000;
• section 8 (privacy and security) applies in full.

3.1 Credits.

• One credit pays for one completed full interview.
• You buy credits in packs.
• Paid credits are shared across your company and can be used on any role.

3.2 What counts as a completed interview.

An interview uses one credit when all three are true:

• (a) the AI finished the interview;
• (b) the candidate’s profile reached your dashboard; and
• (c) the candidate gave at least 5 answers (about 4-5 minutes).

Each interview is charged once, ever.

3.3 Interviews we don’t charge for.

• (a) Interviews that weren’t completed (no profile).
• (b) Interviews with fewer than 5 answers.
• (c) Your team’s own “Try the interview yourself” interviews, marked “Test”: up to 3 per role, using the email of a member of your team.
• (d) Interviews that failed because of a problem on our side. We decide; you can ask us to check one.
• (e) Interviews that finish after your balance reached zero (section 3.7(c)).
• (f) Interviews that end early because a must-have isn’t met.

The hiring-manager intake is never charged.

3.4 Credits we give back.

• We may return credits at our discretion.
• A returned credit goes back into your balance. It isn’t money.

3.6 Expiry.

• Each pack expires 24 months after you buy it.
• We’ll remind you 30 days before.
• Expired credits can’t be used or refunded.

3.7 Warnings, the cap and paused links.

• (a) Warning. We email your admins and show a banner when you’re running low: at 20 of 25 on the trial, and when your unused paid credits fall to 20% of the last pack you bought.
• (b) The cap. A new interview starts only while your unused credits are more than the interviews already under way. When none are left, the links for all your live roles pause together. Candidates see a neutral message that the job isn’t taking new interviews right now. It never mentions payment.
• (c) Interviews under way. Interviews already under way always finish. If more finish than you had credits for, the extra ones are free.
• (d) Reopening. Adding credits reopens your links at once.
• (e) Your own limits. You can set a limit for each role, and you can pause or close any role.

3.8 Prices and paying.

• (a) Prices are in US dollars, don’t include taxes, and are shown before you buy.
• (b) We may change prices for future purchases. A change never affects packs you’ve already bought.
• (c) You pay by card at checkout, through our payment processor. Your card details never reach Heedhire.
• (d) Credits are added once your payment succeeds.
• (e) We email a receipt for every payment.

3.9 Auto top-up.

• It’s off unless an admin turns it on.
• While it’s on, each time your company reaches the warning point (section 3.7(a)), you authorize us to buy the chosen pack, charged to the card the admin who turned it on last bought a pack with.
• It buys at most the chosen number of times a calendar month.
• It stops if the admin who turned it on is removed or is no longer an admin.
• We email a receipt each time.
• Any admin can turn it off at any time.

3.11 Billing questions and disputes.

• Your billing history shows every pack bought and every interview used, by role.
• If you disagree with a charge, tell us at billing@heedhire.com within 30 days, before disputing it with your card company.
• We’ll work with you to resolve it within 15 days.
• Please pay any part you don’t dispute.

3.12 Refunds.

Payments are non-refundable, except:

• (a) where these terms say so (sections 4.3(d), 9.3(c), 9.5, 10.3, 13.4 and 16.2(c)). Then we refund your unused paid credits at the price you paid for them.
• (b) We may give other refunds at our discretion.

4.1 Follow the law.

• You’re responsible for following the employment, anti-discrimination, privacy and AI-in-hiring laws that apply to your roles and your candidates.
• That includes the laws where the job is located and where candidates live.
• We aren’t your lawyer and don’t give legal advice.

4.2 Notices and consents.

• Give candidates every notice, and get every consent, the law requires of you.
• For example, from 2026-01-01 Illinois requires employers to tell applicants when AI is used in hiring decisions. Colorado and Connecticut notice rules start in 2027.
• Our apply page shows a standard notice: candidates are told they’ll talk to an AI and how their data is handled. The AI also says it’s an AI at the start of every interview.
• That standard notice may not cover everything the law requires of you, such as notice in your job ad.

4.3 Places where Heedhire isn’t available yet.

(a) New York City.

• Don’t use Heedhire for any role located in New York City (the five boroughs), including remote roles tied to an NYC office.
• This applies until we tell you in writing that Heedhire is available for roles in New York City.
• After that, you must still give NYC candidates the notices the law there requires, including notice at least 10 business days before use.

(b) Tell us the real location. Give each role’s real location when you create it. If you’re not sure whether a role counts as NYC, ask us before it goes live.

(c) Other places.

• Today the only place where Heedhire isn’t available is New York City.
• We may add places as laws change.
• We’ll give you 30 days’ notice by email, or less if a law requires it.

(d) If an addition stops you using credits you’ve already bought, and you can’t use them on other roles, we refund those unused credits (section 3.12).

4.4 No unlawful discrimination.

• (a) Don’t use Heedhire to discriminate unlawfully against anyone, for example because of race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information or veteran status.
• (b) Don’t ask the AI, in the intake or anywhere else, to favour or avoid people for those reasons. That includes stand-ins for them, such as “young and energetic”, “digital native”, “no gaps for kids” or a home zip code.
• (c) Keep your requirements related to the job.
• (d) Don’t ask the AI to raise questions the law doesn’t allow at that stage where you are. Examples: salary history, or criminal records, which many states restrict.
• (e) Don’t try to recover protected details we’ve hidden from you, such as details blacked out in a transcript.

4.5 Real openings and accurate information.

• (a) Every role must be either a real opening at your company that you intend to fill, or a test role under section 5.1(c).
• (b) Describe the job, pay and company accurately. Where the law requires a pay range in job ads (for example New Jersey and New York), your job ads must include one.
• (c) Use your real company name. Don’t pose as another company or brand.

4.6 Accommodations and alternatives.

• When a candidate asks for an accommodation or an alternative to the voice interview, you’re responsible for responding as the law requires (for example, under the Americans with Disabilities Act).
• We’ll help, including with a text-based interview where it’s available. Candidates can ask us at accommodations@heedhire.com or through our contact page.
• Don’t treat a candidate worse for asking.

4.9 What Heedhire does on its side.

We:

• (a) tell candidates at the start that they’re talking to an AI, and show a privacy notice before they apply;
• (b) don’t record or keep interview audio; our speech-to-text provider hears it live, and we keep a text transcript;
• (c) design the interview so it doesn’t ask about protected characteristics, and black out protected details in transcripts before your team sees them on the candidate page;
• (d) never turn candidates down automatically: the AI recommends, and a person at your company decides; and
• (e) plan to commission an independent bias audit.

This describes how we design the service. It isn’t a promise that the service is free of bias, or that using it makes your hiring lawful (section 11).

5.1 Testing and evaluation.

(a) You may try Heedhire out in any way that follows these terms. That includes:

• taking the interview yourself;
• running test candidates, people or AI, through it;
• comparing it with other tools or your current process, to decide what to buy.

• (b) Sign up as yourself, for your real company. If you or an affiliate offer a competing product, section 5.10 also applies.
• (c) A test role must be clearly marked as a test. It must not be advertised to the public or shown to real job seekers.
• (d) Label your test candidates so they can be told apart from real applicants, for example with “test” in the name or email. This keeps them out of our quality checks and repeat-applicant checks. Your team’s “Try the interview yourself” interviews are marked “Test” automatically.
• (e) You may share your results inside your company and with your advisers. Publishing them is covered by section 6.

Plain English: test Heedhire as much as you like. Sign up as yourself and label your tests.

5.2 Test interviews use credits.

• A completed test interview uses a credit like any other (section 3.2).
• The only free ones are your team’s “Try the interview yourself” interviews, up to 3 per role (section 3.3(c)).

5.3 Automated and synthetic candidates.

• (a) An automated candidate is any interview where software gives the answers, not a live person speaking for themselves. Examples: AI voice agents, text-to-speech scripts, recorded audio and bots.
• (b) You may start up to 10 automated-candidate interviews per role without asking. They count when they start, whatever email they use. Completed ones use credits as usual.
• (c) For more, ask us first at support@heedhire.com. An email from us saying yes is written permission.
• (d) Never use automated candidates to flood a role, get around our limits or bot checks, or use up someone else’s credits.

Plain English: ask before running more than 10 automated candidates on a role.

5.4 No training AI, and no building a competing product.

You may not use the service, or anything it produces, to:

• train, fine-tune or otherwise improve any AI or machine-learning model (for example, as training data, examples or a scoring guide); or
• build or improve a product or service that competes with Heedhire.

“Anything it produces” includes our interviews, questions, question style, our AI’s side of the transcripts, profiles, recommendations and scores. This applies whether you do it yourself or someone does it for you.

Always fine:

• using our output to make your own hiring decisions, including asking our suggested questions in your own interviews;
• evaluating Heedhire to decide what to buy (section 5.1).

Plain English: use what Heedhire gives you to hire people. Don’t use it to train an AI or build a competing product.

5.5 No extracting how Heedhire works, no manipulating the AI, no scraping.

• (a) Don’t extract, or try to extract, our instructions to the AI (“prompts”), question sets, rubrics or scoring logic.
• (b) That includes prompt injection: putting instructions for the AI into a job description, résumé, intake answer or interview answer. It also includes any other attempt to make the AI interviewer or intake reveal its instructions, or act differently from its design (for example, to force a recommendation).
• (c) Don’t scrape, crawl or copy the service, its apply pages or its dashboards by automated means, except as section 5.3 allows.
• (d) Don’t help anyone else do any of this, including by coaching candidates to manipulate the AI.
• (e) Reading your own results and transcripts is normal use. Seeing a question the AI asked isn’t a breach. Collecting our questions in bulk to rebuild our approach is.

Plain English: no prompt injection, no extracting our prompts, questions or scoring, and no scraping.

5.6 Real jobs only; candidates’ data only for hiring.

• (a) No fake job postings. Every role must meet section 4.5(a).
• (b) Use candidates’ information only to fill the opening they applied for, and for other openings at your company if the law allows it and the candidate was told.
• (c) Never use the service to collect people’s information for anything else. That includes a candidate database to sell or share, marketing or lead lists, market or pay research, and identity theft.

Plain English: use candidates’ details only for hiring.

5.7 One person per log-in, no reselling, one free trial.

• (a) Don’t share sign-ins. Invite teammates instead; it’s free.
• (b) Don’t resell, rent or give access to the service to another company, unless we agree in writing (for example, a recruiting agency hiring for a client).
• (c) Don’t create more than one account or company, use other domains, or take any other step to get more than one free trial.

5.8 No security or load testing without permission.

(a) Unless we agree in writing first, don’t run:

• security tests, vulnerability scans or penetration tests;
• load or stress tests;
• anything that tries to get around our limits, bot checks, the cap or access controls.

(b) If you come across a security problem, tell us at security@heedhire.com, and don’t use it or share it.

5.9 Other restrictions.

You won’t, and won’t let anyone else:

• (a) reverse engineer or decompile the service, or try to discover its source code or the ideas or algorithms behind it, except where the law doesn’t allow this restriction. Testing under section 5.1 and reading your own results don’t count;
• (b) remove our notices or labels;
• (c) copy or modify the service, or make derivative works of it;
• (d) interfere with how the service works, or slow it down;
• (e) access accounts, data or parts of the service you’re not authorized to access;
• (f) use it for anything the law prohibits, or anywhere its failure could lead to death, injury or environmental damage;
• (g) use it to get unauthorized access to anyone else’s systems; or
• (h) submit content you don’t have the right to submit.

Plain English: don’t copy, break into or misuse the software.

5.10 Competitors: the same rules both ways.

• (a) This section applies if you, or any of your affiliates, offer a competing product (section 17).
• (b) You may use the service, including to benchmark it or publish results under section 6, only if Heedhire may do the same with your competing product. That means Heedhire and its affiliates may use your product to benchmark it, and publish the results, on conditions no stricter than the ones section 6 puts on you.
• (c) By using the service, you waive, as against Heedhire and its affiliates, any restriction on competitive use, benchmarking or publishing results in the terms for your competing product, to the extent it’s stricter than section 6. If you don’t want to give that waiver, you may not use the service at all.
• (d) Competitors aren’t eligible for the free trial (section 2.2).
• (e) Section 5.4 still applies: you may not use what you learn here to build or improve your product.
• (f) By using the service, you confirm that you meet this section. If you don’t, or if your terms later stop giving us these rights, we may suspend your access (section 7) or end the Agreement at once (section 9.3(d)).

Plain English: a competitor can use and benchmark Heedhire only if it lets us do the same to its product, and competitors never get the free trial.

6.1 What this section covers.

• A benchmark is any published test result that measures Heedhire’s performance, or compares it with other products or methods.
• Publish means sharing it with anyone outside your company and your advisers: online, in a talk, in a report, in sales material or to the press.
• Your opinions about your experience aren’t benchmarks, for example a review on G2 or Capterra or a social media post. You may post them freely.

6.2 Fair benchmarking.

You may publish a benchmark if you do all of the following:

• (a) Method. Publish your full method with the results, so someone else could repeat the test: the roles and job descriptions; how the test candidates were made and what they were told to say; how many interviews you ran; how you graded them, and the right answer for each candidate; any interviews you left out, and why.
• (b) Date and plan. State when you tested, and whether you used the free trial or paid credits.
• (c) Conditions. State the settings you used and anything unusual, for example synthetic voices, a trial account or connection problems.
• (d) 30 days’ notice. Send us the results and method at least 30 days before publishing, at legal@heedhire.com. We may reply with comments, corrections or our own re-run. Consider them in good faith, and correct any factual error we show you. We don’t get a veto: after 30 days you may publish.
• (e) Our response. If we ask, include our written response, or a link to it, next to your results.
• (f) What stays out. Don’t publish any real candidate’s personal data, our confidential information (such as our prompts), or results you got by breaking section 5. Short excerpts from test-candidate interviews are fine.
• (g) Current version. Test a current version, used as documented. Don’t present an old test as current.

7.1 When.

We may suspend your access, or pause your roles, if:

• (a) a payment to us is reversed or charged back, and you haven’t raised it with us under section 3.11;
• (b) you break section 4 or 5, or publish in breach of section 6; or
• (c) your use breaks the Agreement, or harms the service, candidates or others.

8.1 Who’s responsible for candidate data.

• You decide why candidates’ data is collected: to fill your opening.
• Heedhire processes it for you to run the service, and as section 8.3 allows.

8.3 How we use your content and candidate data.

• Your content means job descriptions, intake answers and notes.
• Candidate data means applications, résumés, transcripts and profiles.

We use them to:

• (a) run the service for you;
• (b) keep it secure and prevent fraud and abuse;
• (c) fix problems and give support;
• (d) check the quality of interviews, and improve our questions, instructions and scoring, using only de-identified data;
• (e) evaluate the service for bias and reduce it, using only de-identified data. We plan to commission an independent bias audit, which would use the same de-identified data;
• (f) meet our legal obligations.

8.4 What we never do with candidate data.

• (a) We don’t sell it.
• (b) We don’t use it for advertising.
• (c) We don’t show one company’s candidate data to another company.
• (d) We don’t use it to train or fine-tune AI models. Our privacy policy lists our providers and what each one receives.
• (e) We don’t keep interview audio.

8.5 Security.

We use commercially reasonable measures to protect the service and your data. Today these include:

• encrypting candidates’ personal details, transcripts and profiles when stored;
• keeping personal details apart from other records;
• logging every read of candidates’ personal details;
• checking access on every request.

Our staff access customer data only to give support, keep the service secure, or meet legal duties. Each access is logged.

8.7 Security incidents.

If we confirm a security breach that exposes your data:

• we’ll tell you without undue delay;
• we’ll help you meet any legal duty to tell candidates.

8.8 Data you must not submit.

Unless we agree in writing, don’t submit:

• health information covered by HIPAA;
• financial account numbers;
• Social Security or other government ID numbers;
• similar sensitive data.

Don’t ask candidates for them through the service.

8.9 Feedback and usage data.

• (a) If you send us feedback, we may use it freely.
• (b) We collect usage data: data about how the service is used and how it performs, such as timings, errors and which features are used. We may use it to run and improve our products. We share it with others only in aggregated form that doesn’t identify you or anyone else. Usage data never includes candidates’ personal details or transcripts.

9.3 When Heedhire can end it.

• (a) For your breach, as section 9.4 allows.
• (b) Immediately, where needed to comply with sanctions or export laws (section 16.9).
• (c) For any other reason, with 30 days’ notice, including if we stop offering the service. If we do, we refund your unused paid credits.
• (d) At once, if you offer a competing product and don’t meet section 5.10. Unused credits aren’t refunded in that case.

9.4 Ending for breach or insolvency.

Either of us can end the Agreement:

• (a) if the other doesn’t fix a material breach within 30 days of being told about it; or
• (b) at once, by notice, if the other materially breaches it in a way that can’t be fixed; stops doing business without a successor; makes an assignment for the benefit of its creditors; or is in insolvency or bankruptcy proceedings that last more than 60 days.

9.6 What happens when it ends.

• (a) You can’t use the service any more. Live roles close, and their links show a closed message.
• (b) Before it ends, your admins can download each role’s candidate records.
• (c) If you ask, we delete your content and candidate data within 60 days, except what the law requires us to keep.
• (d) Each of us returns or destroys the other’s confidential information. We may keep copies in backups or where the law requires; sections 8 and 14 keep protecting them.
• (e) Anything owed for the time before the end is still due.

9.7 What survives.

These sections keep applying after the end:

• section 3, for amounts already due;
• sections 4.4(e), 5.4 to 5.6, 5.10(b) and (c), 6, 8, 9.6 and 9.7;
• sections 10 to 17.

10.1 From both of us.

Each of us promises that it:

• has the power to enter the Agreement;
• is properly formed and in good standing where it was formed; and
• will follow the laws that apply to it in carrying out the Agreement.

10.2 From you.

You promise that you, your Users, and anyone submitting content for you:

• have the right to submit it; and
• can let us use it as the Agreement describes.

10.3 From Heedhire.

• While you hold unexpired paid credits, we won’t materially reduce the core of the service: the intake, the candidate interview, and a profile with a recommendation.
• If we do, tell us within 45 days, with enough detail for us to understand the problem.
• We’ll try to fix it within 45 days of hearing from you.
• If we can’t, you may end the Agreement, and we refund your unused paid credits.
• That’s your only remedy for a breach of this promise.

11.2

We don’t promise:

• that the AI’s output is accurate or complete;
• that it’s free of bias;
• that any candidate will be suitable; or
• that using Heedhire makes your hiring lawful.

12.1 Caps.

Except as section 12.4 says:

• (a) each side’s total liability for all claims about the Agreement is limited to the General Cap Amount;
• (b) for Increased Claims, each side’s total liability for all of them is limited to the Increased Cap Amount.

12.4 Exceptions.

• The cap in 12.1(a) doesn’t apply to Increased Claims.
• Section 12.1 doesn’t apply to Unlimited Claims.
• Section 12.2 doesn’t apply to Increased Claims, or to a breach of section 14.
• Nothing in the Agreement limits liability where the law doesn’t allow it to be limited.
• During the free trial, section 2.4 sets a lower cap.

13.1 Heedhire protects you.

If someone else claims that the service, used as the Agreement allows, infringes or misappropriates their intellectual property, we defend you. We pay the resulting damages, settlements and reasonable legal costs. This doesn’t cover claims caused by:

• changes we didn’t authorize, or made on your instructions;
• use that breaks the Agreement;
• combining the service with things we didn’t provide;
• your content;
• an old version, where a newer one would have avoided the claim.

13.2 You protect Heedhire.

You defend Heedhire against claims by others, and pay the resulting damages, settlements and reasonable legal costs, to the extent they come from:

• (a) your content, including a claim that it infringes someone’s rights or that you didn’t have the right to submit it;
• (b) a breach of section 5 or 6 by you or your Users; or
• (c) your hiring decisions and employment practices, or your breach of section 4. Examples: using Heedhire for a role in New York City, failing to give a notice the law requires, discriminatory instructions, or a fake job.

This doesn’t cover claims to the extent Heedhire’s own breach of the Agreement caused them.

13.3 How it works.

The side being protected must:

• tell the other side promptly about the claim;
• give reasonable help, at the other side’s cost; and
• let the other side control the defense and any settlement.

The protected side may take part with its own lawyers, at its own cost. No settlement may admit fault for the protected side, or materially harm it, without its written consent.

13.4 If the service is claimed to infringe.

We may:

• get you the right to keep using it;
• change it without materially reducing what it does; or
• if neither is reasonable, end the Agreement and refund your unused paid credits.

14.1 What’s confidential.

Information one of us gives the other that’s marked confidential, or that a reasonable person would see as confidential.

• Yours includes your non-public content and your candidate data.
• Ours includes our prompts, question sets, scoring logic, non-public product details, and any pricing offered only to you.
• The results of your own tests of Heedhire aren’t our confidential information. Section 6 covers publishing them.
• These terms themselves are public.

14.2 What isn’t confidential.

Information the receiving side:

• already knew without a duty to keep it confidential;
• sees become public through no fault of its own;
• gets from someone allowed to share it; or
• develops independently.

14.3 Duties.

The receiving side:

• uses the other’s confidential information only for the Agreement;
• doesn’t disclose it to anyone else;
• protects it at least as well as its own similar information, and never with less than reasonable care.

14.4 Allowed disclosures.

• To its users, employees, advisers, contractors and representatives who need to know and are bound by duties at least as strict. The receiving side stays responsible for them.
• Where the law requires. The receiving side gives advance notice where the law allows, and reasonable help (at the other side’s cost) to get confidential treatment.

15.2 Yours.

• You own your content.
• Between you and us, you may use the profiles, recommendations and other output made for your roles for your own hiring and internal records, subject to section 5.4 and the law.

16.1 Entire agreement.

• The Agreement is the whole agreement about its subject. It replaces earlier statements about it, written or not.
• Terms in your purchase orders or vendor portals don’t apply unless we sign a written agreement saying they do.

16.2 Changes to these terms.

• (a) We may update these terms. For a change that materially affects you, we’ll tell your admins by email, and in the product, at least 30 days before it takes effect. Other changes take effect when posted.
• (b) A change doesn’t apply to a dispute that arose before it.
• (c) If you don’t accept a material change, you may close your account before it takes effect, and we’ll refund your unused paid credits.
• (d) Any other change or waiver must be in writing and agreed by both of us.

16.4 Governing law and courts.

• The Governing Law governs the Agreement, without regard to its conflict-of-law rules.
• Disputes go to the Chosen Courts, and each of us accepts their exclusive jurisdiction.

16.7 Transfer.

• Neither of us may transfer the Agreement without the other’s written consent.
• The exception: either of us may transfer it, with notice, to a successor in a merger, change of control, reorganization, or sale of the business or assets it relates to.
• Any other transfer is void.

16.8 Events beyond control.

• Neither of us is liable for a delay or failure caused by an unforeseen event outside its reasonable control that it took reasonable steps to avoid or reduce. Examples: natural disaster, war, pandemic, riot, terrorism, or a failure of public utilities or the internet.
• This doesn’t excuse paying amounts owed.

16.9 Export and sanctions.

• You won’t export or use the service in breach of US export or sanctions laws.
• You confirm that you are not in a sanctioned country, or organized under its laws; on a US or UN sanctions list; or 50% or more owned by anyone on such a list.
• We may end the Agreement immediately where needed to comply.

16.11 Notices.

• Legal notices must be in writing, sent to the Notice Address.
• They count as given on confirmed delivery, if sent by email, registered or certified mail, or by hand; or two days after sending, if sent by overnight courier.

16.15 Reading these terms.

• Headings and plain-English lines are for convenience only.
• “Including” means “including without limitation”.
• The UN Convention on Contracts for the International Sale of Goods and the Uniform Computer Information Transaction Act don’t apply.