Ontario’s job-posting rules

Each job gets a jurisdiction profile: where the work is done, the employer’s headcount on posting day and where that number came from, and whether the posting is public. The compliance panel lists the rules that apply and why. When an agency has not said who the employer is, the product uses the larger headcount, so a guess never switches a rule off.

The composer turns hourly, weekly and monthly pay into a yearly figure, at 40 hours a week for 52 weeks unless the posting states other hours. A range that is too wide blocks publishing, and the composer proposes the widest maximum the rule allows. A range that starts below $200,000 still has to respect the limit.

A linter reads the posting and the application questions in English and French. It flags Canadian or local experience, Canadian credentials, a Canadian network and local references, and offers skills-first wording such as “relevant work experience”. Lawful requirements that mention Canada, like being legally entitled to work in Canada or holding a provincial licence, are left alone. Sentences the rules cannot settle get a second look, and the recruiter decides.

Whenever an AI feature works with a job’s applicants, the product inserts the AI-use statement from a versioned template, in English and French. The statement describes only the tools in use for that job and cannot be removed while the rule applies. Where the rule does not apply, the statement is still included by default: we would rather tell candidates than not.

The recruiter answers yes or no before publishing, and the matching statement is added from a template in both languages. A posting cannot go live without the answer.

The 45-day clock starts when any interview is completed, including written, voice or video answers the candidate records on their own time; a screening chat does not start it. A later interview restarts the clock from that day. Recruiters see notices coming due 7 days ahead, and the notice goes out from a template in the candidate’s language. We run the same clock for every interviewed candidate in every province: hearing back is a promise we make to all of them.

Each published version is frozen. Editing a live posting creates a new version, and the archive shows what changed between them. The retention job refuses to delete a version before its date, and a legal hold keeps records for as long as a complaint or a proceeding needs them.

Every public posting and careers board has a “Report this posting” control, and reports are triaged in the compliance centre. The fraud policy is published, and each version is kept 3 years. We have asked counsel whether hosting careers pages makes us a platform operator for our customers’ postings; until we have the answer, we do what an operator must.

Agencies enter their licence number when they set up their account, with a link to the public register. The compliance centre warns while the number is missing. The product does not look the number up on your behalf.

The accommodation statement is added to postings and interview invitations from a template. From their portal, candidates can ask for extra time, captions, a phone interview, text-only answers or an interviewer who is a person.